bluuebunny/crossref_metadata_2025 huggingface dataset:
The effects of attractiveness of writer and penmanship on essay grades
Authors: BULL RAY , STEVENS JULIA
Published: August 2011

This study examines the effects of penmanship and the physical attractiveness of the writer upon essay assessment. An essay which was always exactly the same in content was assessed by a large number of school teachers and by some students. Some of the assessors received the essay in typed form, for some it was written in good handwriting and for some the handwriting was poor. A photograph of the supposed author of the essay was attached to it via a report card. This portrait photograph was of a male or a female who was either highly physically attractive or rather unattractive. It was found that when the authors were female the ratings given to the essays were influenced by the factors of penmanship and attractiveness. No such effects were found if the authors were male. The implications of such findings for educational and employment application settings are discussed.
The prediction of effort and performance among hospital professionals: Moderating effects of feedback on expectancy theory formulations
Authors: SEYBOLT JOHN W. , PAVETT CYNTHIA M.
Published: August 2011

Porter and Lawler's job performance model postulates that performance is an interactive function of effort, role perceptions and ability. The additive and interactive predictions of this model were investigated using an improved operationalization of the expectancy theory constructs in conjunction with a redefinition of role perceptions. Specifically, role perceptions were defined as role ambiguity, conflict and dissensus. Consistent with previous research, the data indicated that the interactive formulation was not superior to the additive job performance model. Perceived performance feedback was hypothesized to moderate predictions of the job performance model. The results supported the hypothesized moderating influence of feedback upon the job performance model and the expectancy theory constructs. However, feedback did not affect predictions of effort.
Scales for the measurement of some work attitudes and aspects of psychological well‐being
Authors: WARR PETER , COOK JOHN , WALL TOBY
Published: August 2011

Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self‐rated anxiety. In addition, components of job satisfaction and life satisfaction, derived through cluster analyses, are also identified. The scales are shown to have good internal reliability and to be factorially separate. Comprehensive psychometric data are provided as a base‐line for future applications.
Occupational choice and expectancy‐value theory: Testing some modifications
Authors: HERRIOT PETER , ECOB RUSSELL
Published: August 2011

Several variations of Vroom's expectancy‐value theory were applied to data obtained from two groups of engineering students. It was found that intentions to choose certain types of work were better predicted when individual regression weights were applied to belief‐value products, and when account was taken of students' beliefs about the attainability of work. Some evidence was found that subjective norms affected choice, but there was no support for a comparative model based on discriminability in preference to the traditional independent additive model. Since different models best predicted the intentions to choose different alternatives, it was concluded that a hierarchy of models rather than a single one should be employed in research on occupational choice.
Expectancy theory components and non‐expectancy moderators as predictors of physicians' preference for retirement
Authors: JACOBSON DAN , ERAN MORDECHAI
Published: August 2011

In the second of a series of studies designed to test the validity of a role‐choice model based on expectancy theory as a framework for the prediction of the preference to remain employed or to retire (the criterion), 317 older physicians employed in public clinics were interviewed. Analysis of several expectancy component configurations showed that the criterion depended, first and foremost, upon the differences between perceived instrumentalities of continued employment and of retirement for the attainment of outcomes. However, the prediction of the criterion by instrumentality differentials was strongest for physicians who were dissatisfied with their present jobs and indicated high job stress, and for those who had a lower evaluation of their own professional competence. The implications of the results and suggestions for their application in pre‐retirement guidance and counselling are discussed.
Paradigms of selection validation: Some comments in the light of British Equal Opportunities legislation
Authors: BROTHERTON CHRIS
Published: August 2011

The orthodox approach to selection validation has remained unchallenged and unaltered for over half a century. Its continued acceptance, reinforced by the misleading claims of many test constructors, leads to the likelihood that selection will become routine and mechanical in operation.

The author examines evidence from his own research, based on nine companies and over 3000 entrants to work, which suggests that this danger is a real one. Reference is made to recent evidence that validation studies are rarely conducted, and several practical reasons are given for this. However, the situation cannot remain unchanged. In the United Kindgom, the Sex Discrimination Act (1975) and the Race Relations Act (1976) demand the use of valid and job‐related predictors. It is argued that such legislation should be welcomed since it will encourage the development of more healthy approaches to selection and to greater understanding of the psychological demands of jobs.
Putting the boot on the other foot: Candidates' descriptions of interviewers
Authors: KEENAN A. , WEDDERBURN A.A.I.
Published: August 2011

To find out how selection interviewers gather information, 101 candidates were intercepted immediately after initial graduate recruitment interviews, and questioned on the coverage of 26 topics. Interviewers were found to give more frequent coverage to topics concerned with future job and knowledge of company than present or past academic performance. The results were interpreted as indicating an interviewer preference for topic areas where he had an advantage over the candidate in terms of superior knowledge.
Introducing participation: An example from the British Ports Industry
Authors: WEST A. C.
Published: August 2011

Participation can either be ‘imposed’ on an organization or be encouraged to develop from within through fostering an atmosphere of trust and cooperation between employees and management. This is an account of the implementation within the Port of London Authority of a scheme whose objectives were to enhance communications between all levels of the workforce in the hope that an atmosphere of mutual trust and support would develop. The Work Group Discussion Scheme, as it was called, provided a mechanism whereby problems could be tackled at local level using vertically structured discussion groups. The scheme was assessed over an 18 month period and the results indicated an improvement in communications, more constructive attitudes amongst the workforce, and a drop in industrial disputes.
The effects of congruency between perceived and desired job attributes upon job satisfaction
Authors: O'BRIEN GORDON E. , DOWLING PETER
Published: August 2011

The main aim of the study was to investigate whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone. The perceived and desired job attributes of skill‐utilization, influence, variety, pressure and social interaction were measured for a cluster sample of 1383 employees in metropolitan Adelaide. The sample was a representative one with respect to occupation, sex and national origin. The congruency hypothesis was supported for the attributes of skill‐utilization and variety but not for influence, pressure or social interaction. Perceived job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes accounted for less than 3 per cent of variance. If job values are defined as desired attributes of an employee's job system, the results indicated that the importance of job values as predictors of job satisfaction has been overestimated in theories of work values. Implications of the findings for job redesign were briefly discussed.
Decision theory and occupational choice: Some longitudinal data
Authors: HERRIOT PETER , ECOB RUSSELL , HUTCHISON MAUREEN
Published: August 2011

Several variants of behavioural decision theory were employed to predict the occupational intentions of 79 final‐year engineering students. Questionnaires were administered at 2 weekly intervals for 14 weeks. It was found that several models succeeded in predicting significantly; that predictive power increased over the period; and that intentions predicted the job actually obtained. In addition, some support was obtained for an effect of outside events upon intention change; and also for this effect to be working through the mediating process postulated by decision theory. Certain implications of the data for student counselling were drawn, and support was obtained for the analysis of engineering in the United Kingdom proposed by the Finniston Report.
Individual differences as moderators of reactions to job characteristics
Authors: JACKSON PAUL R. , PAUL LUCY J. , WALL TOBY D.
Published: August 2011

This paper examines the status of higher‐order need strength as a moderator of the relationship between job characteristics and employees' attitudes towards their jobs. It is argued that previous empirical work has been deficient in two important respects: (a) the measurement of the moderator has not been sufficiently independent of the measurement of the other variables in question, thus allowing response consistency to account for the results; and (b) analytical procedures have been employed which are severely restricted in their scope. The present investigation was designed to avoid both these deficiencies, and shows that higher‐order need strength moderates the relationship between job characteristics and job satisfaction. Comment is also offered on alternative statistical techniques for analysing data in which repeated measures of the moderator variable are used, or where the moderator is not linear in its effects.
Organizational choice and decision theory: Effects of employers' literature and selection interview
Authors: HERRIOT PETER , ROTHWELL CAROL
Published: August 2011

Two experiments investigated the effects of employers' brochures and selection interviews upon the intentions of students. It was found that some brochures increased the intentions of engineering students to apply to the organization they represented; and that interviews decreased students' intentions to accept jobs if offered them. These effects could not be attributed to changes in the mediating variables of decision theory. The effect of interviews, however, was related to the extent to which students' expectations of the interview were proved incorrect by their experience of it.
A within‐subject analysis of valence models of job preference and anticipated satisfaction
Authors: TEAS R. KENNETH
Published: August 2011

The study reported in this paper tested hypotheses concerning the relationship between the individual's job valence perceptions and his perceptions of job preference and anticipated job satisfaction. Within‐subject analysis was used to examine the predictive validity of five alternative forms of a valence model. Strong support was found for the traditional Vroomian valence model and several alternatives. No evidence was found suggesting the alternative models were superior to the Vroomian model. The predictive validities of the models were highest in the prediction of anticipated higher‐order need satisfaction and lowest in the prediction of lower‐order need satisfaction.
Police work values: A comparison of police science students and current officers
Authors: ZEDECK SHELDON , MIDDLESTADT SUSAN , HAYES EVELYN
Published: August 2011

The nature, aetiology, and development of general work values of those in or interested in the police occupation were examined in a cross‐sectional study. Police science students (n = 261) were compared to a current police officer group (n = 169) on the Survey of Work Values and on demographic variables. Results indicated: (1) the student and current officer groups differed from previously studied samples on the Survey of Work Values; (2) students differed significantly from the officer group on the work values of activity preference and attitude towards earnings; (3) within the student sample, work values correlated with ethnic status, sex, education, and marital status; and (4) within the police sample, work values correlated with age and rank. Results are discussed in terms of socialization, selection, and organizational processes.
Observation of interaction processes in practical training
Authors: JUNGERMANN HELMUT , HAHN PETER , FERGER RAINER
Published: August 2011

There are few research methods and techniques of the kind that have been developed in instructional psychology for classroom situations. For this reason, a Practical Training Observation Schedule (PTOS) has been devised to help in analysing the interaction between instructors and trainees in technical‐industrial training.

The PTOS was developed in the context of the metal‐working industry. It is based on a thorough review of the literature, on interviews with instructors and trainees, and on observations in five workshops for practical training in which there were 10 instructors and 93 trainees. Technically, the system is a modification of Flanders' (1970) interaction‐analysis system.

To check the quality of the PTOS, a study was done with four instructors and 39 trainees using the final form of the PTOS. Taking as a measure of reliability an index of inter‐observer agreement, we found Scott's (1955) π = 0.91. However, statements about the validity of the system require its use in other studies. Some possibilities for analysing interactions in practical training are discussed using some of the obtained data.
Task analysis for process‐control tasks: The method of Annett et al. applied
Authors: PISO E.
Published: August 2011

In order to improve a process‐information system, operators' process‐control tasks were analysed according to the method of Annett et al. (1971). This method, in which tasks are described in a hierarchical way, was developed for training operators to perform their tasks. Adaptation of the method to analyse process‐control tasks is described, and its potential applications elsewhere are considered.
Managers and their organizations: An interactive approach to multidimensional job satisfaction
Authors: BERGMANN THOMAS J.
Published: August 2011

Individual and structural characteristics were combined in this multidimensional study of managerial job satisfaction. One thousand, one hundred and fifty‐eight managers from three organizations were given the Minnesota Satisfaction Questionnaire. A factorial nested analysis of variance was used to test hypotheses. Independent variables were age, education, and hierarchical level; and the dependent variables were four specific job satisfaction factor scores plus a global dimension. Results indicate that the structural characteristic of hierarchical level has the most significant pervasive effect on managers' job satisfaction; and that, when individual characteristics do have significant effect, it is most frequently within the top level of management. Results also indicate a very strong relationship between satisfaction with personal progress and development and overall job satisfaction.
An interactionist approach to measuring anxiety at work
Authors: PAYNE ROY L. , FINEMAN STEPHEN , JACKSON PAUL R.
Published: August 2011

This paper describes the development of a measure of work anxiety. The construction of the measure was guided by the interactionist position that behaviour is determined by situations in interaction with individual responses. In developing the measure it was also possible to test two hypotheses relating to interactional theory and a third hypothesis about whether previous experience of situations leads them to be seen as more, or less, threatening. The first interaction hypothesis was that the proportions of variance accounted for by main effects and interactions is determined by the variation designed into the measure itself and by variations within the subject sample. The second hypothesis tackled a point made by Olweus (1977) that the existence of statistical interactions which account for sizable proportions of variance does not itself demonstrate that behaviour is a function of interaction in any general sense. Testing this hypothesis involved the application of a technique combining clustering procedures based on an analysis of variance model with a variant of multidimensional scaling called INDSCAL. The results were favourable to the interactionist perspective and to the use of the interactionist position in guiding the construction of measures.
Prediction of performance in initial Officer training using reference reports*
Authors: JONES ALAN , HARRISON ELIZABETH
Published: August 2011

The usefulness of reference reports has tended to be neglected in personnel selection research, and available evidence is not encouraging. In the study reported, ratings on the headteacher's report form used in Royal Navy Officer selection were examined and compared with training performance. Although the ratings of candidates (n = 263) were subject to restriction of range and possible leniency effects, amongst entrants (n = 103) a total score derived from the seven individual scales had a correlation (corrected for restriction) of ***0–36 with overall training performance. It is concluded that under some circumstances head‐teacher's reports can make a useful contribution to the selection process. It is suggested that such predictive power as the ratings have derives from their providing, within carefully constructed format, samples of characteristic behaviour similar to the criterion.
A trainability concept for management potential and an empirical study of its relationship with intelligence for two managerial skills
Authors: GILL ROGER W. T.
Published: August 2011

This article argues for a trainability concept for management potential, and reports a study of the relationships between intelligence and (a) post‐training performance and (b) gain in performance due to training for two managerial skills, prioritizing and decision making. Thirty‐three subjects took part in two short in‐basket exercises, with a prioritizing and decision‐making training procedure interposed between them, and also completed Heim's AH5 intelligence test. Performance in both skills, before and after training, was found to be unrelated to intelligence as measured. Gain in performance, however, was found to be curvilinearly associated with intelligence in respect of both skills with an inverted‐U shape for decision making. It was concluded that there may be an optimum range of intelligence for trainability in decision making and therefore for management potential. This implies that ability to learn decision‐making skills may be related less to intelligence than to other attributes, intelligence may be overemphasized in assessment of management potential, and intelligence should be seen as a moderator of ability to learn rather than of level of achievement.
Consistency in inter‐organizational labour turnover: A follow‐up
Authors: MILLER SYLVIA , VAN DER MERWE R.
Published: August 2011

Further to a paper reporting consistency in the ranking of labour turnover rates among industrial organizations in the same geographic area over a two‐year period, a follow‐up study is described with a larger sample over a longer time span. The nine‐year period reviewed is characterized by significant changes in the state of the economy which resulted in considerably lower levels of turnover in all the companies. Relative to one another however, the turnover rates of individual companies remained in substantially the same rank order. Rankings show a statistically consistent stability, supporting the conclusions of the previous study that internal, institutional factors, independent of the outside economic climate, act as determinants of high employee wastage.
The Eysenck Personality Inventory as a selection test for military pilots
Authors: BARTRAM D. , DALE H. C. A.
Published: August 2011

As part of a study of the selection of candidates for pilot training in the Army Air Corps, EPI scores have been analysed in relation to success in training. Data from 432 AAC and 205 RAF student pilots have been examined. Statistical analyses show that EPI scores are related to success in training. Possible underlying reasons for this relationship are discussed.

Both samples were more Stable than the general population at the beginning of their training. In addition, there is evidence for positive correlations with success in training for both Stability and Extraversion. As EPI scores are independent of existing selection test scores, improvements in the prediction of success might be achieved if they were taken into account. However, ‘faking‐good’ may be a problem.
A national study of non‐financial employment commitment
Authors: WARR PETER
Published: August 2011

Random samples of 2149 men and 1206 women in mainland United Kingdom were asked whether they would continue in employment if that were no longer financially necessary. Subsidiary questions asked whether those opting to continue in employment would change jobs, and whether those opting out might later return to employment. Sixty‐nine per cent of full‐time male employees and 65 per cent of full‐time female employees responded affirmatively to the principal question. Significant age and socio‐economic status effects were observed. Data are also presented for part‐time employed, retired and unemployed subsamples; in the latter case respondents are classified in terms of whether or not they are currently looking for employment. Comparisons are drawn with results from the USA, where non‐financial employment commitment among men appears to be slightly higher; however, that could be a reflection of a temporal gap between investigations. The present data are proposed as a base‐line for future comparisons.
Comparisons of self‐efficacy and expectancy models of occupational preferences for college males and females
Authors: WHEELER KENNETH G.
Published: August 2011

Expectancy models have related individual work values and the availability of desired rewards in different occupations to occupational preferences, while self‐efficacy models have stressed personal perceptions of individual capacities to perform in different occupations to occupational preferences. This study demonstrates support for both models, and indicates that these models have separate and independent relationships to occupational preference. Further analysis supports the contention that the perceptions of self‐efficacy may be an important factor in explaining sex differences in occupational preferences.
Inter‐rater reliability of judgements of functional levels and skill requirements of jobs based on written task statements
Authors: SCHMITT NEAL , FINE SIDNEY A.
Published: August 2011

Functional job analysis was used to write 25 task statements. Inter‐rater reliability of judgements concerning aptitude requirements of these tasks was assessed both correlationally and in terms of absolute agreement. Since judgements like these are made in most content validation research, it is critical that they at least be reliable. Analyses indicate that, in terms of both correlations and percent agreement, the ratings using functional job analysis scales were highly reliable.
An empirical test of the inclusion of job search linkages into Mobley's model of the turnover decision process
Authors: SPENCER DANIEL G. , STEERS RICHARD M. , MOWDAY RICHARD T.
Published: August 2011

Utilizing a sample of classified university employees, a partial replication of Mobley, Horner, and Hollingsworth's turnover model was initially undertaken. Intermediate linkages of the employee withdrawal decision process studied were job satisfaction, age, tenure, perception of job opportunities, thoughts of quitting, and intention to search. Results were in substantial agreement with the findings of Mobley et al. (1978) and double cross‐validated well with their data on hospital employees. Extension of the turnover model was then undertaken by measuring two linkages in the employee withdrawal decision suggested by Mobley (1977): (1) extent of employee search for alternatives; and (2) results of employee search for alternatives. Results of the extension indicated that the two additional intermediate linkages did not fully integrate into the model as hypothesized by Mobley (1977).
Effects of flexible working time for employed women upon satisfaction, strains, and absenteeism
Authors: KRAUSZ MOSHE , FREIBACH NECHAMA
Published: August 2011

A group of women employed under a flexible working time schedule was compared with a group of women from the same organization employed under a rigid (fixed) schedule, with respect to overall work satisfaction, strain reactions and absenteeism rates. Marital status and parenthood were used as moderator variables. Neither main effects nor significant moderator effects were found for the individual outcomes as criteria. Absenteeism rates were significantly lower under the flexible than the rigid work schedule and married women and mothers had the lowest rates of absenteeism when employed under a flexible schedule.
Organization performance and voluntary union membership among human service organizations
Authors: MORRIS JAMES H. , SNYDER ROBERT A.
Published: August 2011

Relationships between proportions of voluntary union members present and measures of productivity and efficiency were examined among 12 functionally comparable human service organizations in the USA. Measures of productivity were unrelated to variations in voluntary union membership among the organizations. Proportions of union members appeared to be strongly and negatively associated with measures of efficiency, independently of organization size. However, management prerogative appeared to have an important influence on these latter relationships.
Vocational interests and personality
Authors: ZAGAR ROBERT , ARBIT JACK , FALCONER JUDITH , FRIEDLAND JOTHAM
Published: August 2011

The field of vocational counselling lacks consensus regarding the dimensions common to a vocational guidance test battery and the appropriate methodology to employ in the analysis of the internal structure of vocational guidance test data. In this study we sought to clarify these issues by testing the hypothesis that vocational interest and personality tests measure a common domain. The MMPI, EPPS, and KPR‐C were administered to 489 high school and college men aged 15 to 34 (X = 21.2) years and 137 females aged 16 to 35 (X = 22.6) years randomly chosen from a larger population seeking vocational guidance. The data provide evidence that there are six dimensions which describe a common domain of personality and vocational interest. Canonical correlational analysis best combined the personality and interest scales when compared with hierarchical cluster analysis, principal component analysis, and multimethod factor analysis. Implications of the findings to vocational counselling are discussed in terms of relative importance of personality and interest measures, amount of information provided by these instruments, and contribution of test data to the guidance process.
Three decades of personnel selection research: A state‐of‐the‐art analysis and evaluation
Authors: MONAHAN CARLYN J. , MUCHINSKY PAUL M.
Published: August 2011

Three hundred and ninety‐four personnel selection studies published in the journal Personnel Psychology over a 30‐year period (1950–1979) were analysed according to selected aspects of the research design. The purpose of the study was to describe and evaluate changes in the conduct of personnel selection research which have occurred during the past three decades. The parameters selected for analysis included (1) type of job performance criteria used; (2) types and number of predictors used; (3) sample size; and (4) jobs studied. The results reveal significant changes in the parameters of personnel selection research over the past 30 years. The findings are discussed in terms of how the literature meets current professional standards for personnel selection research.
Pilot performance under reversed control stick conditions
Authors: HENDRICK HAL W.
Published: August 2011

The performance of 10 experienced and 10 inexperienced pilots was compared under normal and reversed control stick conditions. Using the T‐11 (F‐80) flight simulator, the pilots ‘flew’ a tracking mission under the normal stick condition, and then with the control stick polarity reversed. Performance was good for both groups under the normal condition, although the experienced pilots were notably more accurate for altitude control. Under the reversed control condition both groups performed poorly. However, the experienced pilots' mean tracking error was four times greater than the inexperienced group's for altitude and two times greater for heading. The results were interpreted as further supporting the design principle of not violating occupational stereotypes, and as demonstrating the problems of cross‐training experienced operators to different control systems.
Selecting trainee conference interpreters: A preliminary study
Authors: GERVER DAVID , LONGLEY PATRICIA , LONG JOHN , LAMBERT SYLVIE
Published: August 2011

This study developed and assessed a set of psychometric tests to aid selection of candidate simultaneous and consecutive interpreter trainees. Three kinds of test were used based either on text materials, linguistic subskills or speed stress Twelve tests in all were administered to 29 trainees beginning an intensive course. The test scores were correlated with judges' ratings in the final interpreting examination. Students who passed the examination had higher mean scores on all tests than those who failed (significant for seven tests). Test scores were positively inter‐correlated. Of the two factors characterizing the pattern of correlations, the first loaded highly on completion/detection tests and simultaneous examination ratings; the second loaded highly on recall tests and consecutive examination ratings. Text‐based tests were more predictive than subskills or speed stress tests. It is concluded that tests would aid candidate selection, and estimates of improved selection are given. The relationship between test type and interpreting is discussed together with possible reasons underlying differential performance on tests of the same kind.
Men without jobs: Some correlates of age and length of unemployment
Authors: WARR PETER , JACKSON PAUL
Published: August 2011

Measures of reported health change, financial stress, financial strain, and commitment to the labour market were used with a sample of 954 unemployed working‐class men, selected to cover equally all levels of age and several levels of length of unemployment. It was found that psychological deterioration, financial stress and strain, and labour market commitment were greatest among middle‐aged unemployed men. Deterioration in health and degree of financial strain were found to be greater among men unemployed for longer periods in contrast with those who had more recently become unemployed, but no association was observed between length of unemployment and the measures of financial stress and commitment to the labour market. The probability of having an employed wife was found to be negatively associated with length of unemployment, consistent with the operation of a household strategy for income maintenance.
The effectiveness of Japanese styles of management: A review and critique
Authors: SMITH PETER B.
Published: August 2011

A detailed review is presented of studies bearing on the performance and effectiveness of Japanese managers, with particular attention to comparative data. Japanese managers within Japan are found to show continuing marked differences from those within other countries. These differences are not easily conceptualized within established Western models of management style and systems of decision making, and are thus frequently misunderstood. Japanese firms in the West are found to utilize only some of the practices used in Japan. Researchers in this field have often failed to distinguish between the occurrence of a particular behaviour and the manner in which it is interpreted within and between particular cultures. The similarities and differences between effective management in Japan and in the West will only become clear when studies are undertaken which make such distinctions.
Type A behaviour, financial performance and organizational growth in small business firms
Authors: BOYD DAVID P.
Published: August 2011

Eight hundred randomly selected members of the Smaller Business Association of New England were mailed the Jenkins Activity Survey (JAS) and a biodata questionnaire. A total of 368 chief executive officers completed both instruments, representing a response rate of 46***.0 per cent. Based on the JAS, 82 per cent of the respondents were characterized by the Type A or coronary‐prone behaviour pattern. Corporate performance was plotted against Type A and B scores. Firms run by Type As showed a higher return on investment and greater five‐year growth in sales revenue than firms run by Type Bs, but this pattern was found only for the Job Involvement subscale.
An empirical study of occupational families in the youth labour market
Authors: STAFFORD ELIZABETH M. , JACKSON PAUL R. , BANKS MICHAEL H.
Published: August 2011

This research aims at identifying job families for use in broadly based training for young people. A total of 455 job incumbents in the youth labour market were interviewed using the Job Components Inventory (JCI). The job sample was heterogeneous, reflecting a wide range of industries and job titles; some of these were skilled but mainly they were semi‐ and unskilled. The JCI covers the use of tools and equipment, physical and perceptual skills, mathematical requirements, communication, decision making and responsibility. Cluster analysis of items identified 36 skill components. These formed the basis for job‐holder profiles, which in turn were grouped by hierarchical clustering. The optimal solution resulted in six clusters, the characteristics of which were described in terms of JCI component scores. The six clusters were labelled as clerical, skilled interpersonal, operative, unskilled manual, intermediate skilled technical and skilled technical. The stability of these six clusters was assessed using split‐half replications. Results are discussed and evaluated in the context of contemporary youth training needs.
Validity generalization: Some critical remarks on the Schmidt‐Hunter procedure*
Authors: ALGERA JEN A. , JANSEN PAUL G. W. , ROE ROBERT A. , VIJN PIETER
Published: August 2011

This article presents some critical comments on the validity generalization procedure which has been presented by Schmidt, Hunter and others. They have put forward a method for testing the hypothesis that the variance in validity coefficients across situations for job‐test combinations is due to what they consider to be statistical artifacts. The Schmidt‐Hunter approach is criticized on the following points: the compilation of validity data, the use of criterion measures, and the test of the hypothesis of no situational specificity. Further, the relation between the concepts ‘situational specificity’ and ‘validity generalization’ is considered. In addition, it is noted that Schmidt, Hunter and others have defined the concept ‘situation’ in a different way than classical writers. It is concluded that the Schmidt‐Hunter approach to validity generalization shows fundamental shortcomings. As a consequence their far‐reaching conclusions for the practice of personnel selection should be considered premature.
Recruiting source effects: A test of two alternative explanations
Authors: BREAUGH JAMES A. , MANN REBECCA B.
Published: August 2011

This field study examined two alternative explanations for recruitment source effects which have been consistently reported in previous studies. For this sample of 98 social service workers, the ‘ realism’ explanation for source differences received more empirical support than the ‘ individual difference ’ explanation. Employee referrals were found to have more realistic expectations than individuals who responded to newspaper ads or directly applied to the organization. In addition, recruitment source was found to be related to employee performance and involuntary turnover. The authors suggest an, as yet, unexamined individual difference variable (motivation) as a possible explanation for the unexpected performance findings.
The development of an instrument to measure occupational stress in teachers: The Teacher Stress Inventory
Authors: FIMIAN MICHAEL J.
Published: August 2011

The content validity, factorial validity, and internal consistency reliability of a scale developed to assess occupational stress in teachers were investigated. The content validity of the scale was determined from expert opinion and appraisal data collected from 92 teachers, stress researchers and practitioners. Data collected from two samples of special education teachers (n = 370; n = 371) and one sample of regular education teachers (n = 433) were then subjected to factor analyses followed by varimax and oblique rotations. Six factors resulted for each of two measures: stress strength and stress frequency. Additional analyses indicated that each subscale has moderate‐to‐high internal consistency reliabilities for both strength and frequency dimensions, moderate‐to‐high correlations between the strength and frequency measures of each subscale, and a large degree of agreement for the content validity of each subscale, for each of six subscales: Personal/Professional Stressors; Professional Distress; Discipline and Motivation; Emotional Manifestations; Biobehavioural Manifestations; and Physiological‐Fatigue Manifestations.
Mineworkers' scores for the Rotter Internal‐External Locus of Control Scale
Authors: SIMS MARIE T. , GRAVES RODNEY J. , SIMPSON GEOFFREY C.
Published: August 2011

The study examined the performance of 250 British volunteer mineworkers on Rotter's Internal‐External Locus of Control Scale. Scores for this group are provided and compared with those presently available for other samples.
Machine‐paced work and the Type A behaviour pattern
Authors: HURRELL JOSEPH J.
Published: August 2011

This article examines the moderating effects of the Type A behaviour pattern on the relationship between paced work and psychological (mood) disturbance. The study was part of a broader survey investigation seeking to characterize job stress and health relationships among postal workers engaged in machine‐paced letter‐sorting operations. Data from 2803 paced letter sorters and 2715 non‐paced Postal Service employees were analysed in a behaviour pattern × pacing × sex (2 times 2 × 2) design. Paced work was found to have a significant effect on mood state. However, no evidence of a Type A moderating effect was found. Results of the study for males but not females were consistent with Sales' (1969) theory that the Type A person possesses personality traits that predispose self‐selection into stressful jobs. It was suggested that future studies of the relationships between pacing and the Type A pattern include multiple measures of the behaviour predisposition.
The aspirations of trade apprentices and their implications for apprenticeship
Authors: CAMMOCK PETER , INKSON KERR
Published: August 2011

The future aspirations of trade apprentices have important implications for further supplies of skilled labour. An interview survey of 89 engineering apprentices in Auckland, New Zealand, revealed that the majority intended to travel overseas following qualification, and to move into occupations not directly connected with their trade. Few intended long‐term service with their training organizations, and large institutional settings were generally rejected. These results are interpreted as supporting a trend towards ‘post‐materialist’ values among young people, and are in direct contradiction to fundamental assumptions concerning employee commitment on which the apprenticeship system is based.
Personal meanings of occupational stress: Cases from the clinic
Authors: FIRTH JENNY
Published: August 2011

This paper takes a psychodynamic perspective to consider the topic of occupational stress. Using case studies from managerial/professional clients referred to a psychology clinic for help with severe stress, it describes the personal meanings for their distressing experiences which lie behind the traditional role stress categories. In doing this it provides a qualitative account of the way that one type of individual difference, early experience, interacts with the work environment to produce feelings and symptoms of stress. It concludes that the psychodynamic method can be used, alongside questionnaire and interview studies, to provide an extra perspective on the causes of occupational stress.
The predictive validity of pre‐ and post‐discussion assessment centre ratings
Authors: WINGROVE JANET , JONES ALAN , HERRIOT PETER
Published: August 2011

The predictive validities of pre‐ and post‐discussion assessment centre ratings of suitability for initial training as a Naval Officer were compared. The criterion measures were assessments of technical knowledge and officer qualities made on the completion of training. No differences in validity were observed, even for cases where the discussion resulted in more change or where assessors initially disagreed. The value of the discussion procedure for improving predictive validity is questioned.
Rater beliefs about others: Their effects on rating errors and rater accuracy
Authors: WEXLEY KENNETH N. , YOUTZ MARGARET A.
Published: August 2011

This study investigated the relationship between rater characteristics, rating errors and rater accuracy. Several types of rater characteristics were studied: personality, cognitive and job‐related variables, and rater beliefs about human nature. It was hypothesized that rater beliefs would correlate significantly with both rating errors and rater accuracy and that there would be a significant relationship between accuracy and rating errors. The results supported the first hypothesis. However, rating errors and rating accuracy were not significantly correlated. Practical implications of these results are discussed.
Goal‐setting theory: Unexplored areas and future research needs
Authors: AUSTIN JAMES T. , BOBKO PHILIP
Published: August 2011

Goal‐setting research and applications of goal setting to organizations are critically examined along a unidmensional/multidimensional continuum. Four relatively unexplored areas in the goal‐setting paradigm are considered in detail: (a) the distinction between quantity and quality goals and performance measures, (b) conflicts inherent in goal‐setting processes, (c) individual versus group levels of analysis, and (d) laboratory versus field research support for the goal‐setting paradigm. The resultant research needs suggest limits to the application of goal setting as well as some needs regarding theory building and research design.
Adaptation by employees to new technology
Authors: PATRICKSON MARGARET
Published: August 2011

Newspaper compositors, whose work has been redefined following the replacement of hot‐metal technology by an electronic production process, have been surveyed and interviewed some three years after the change. Data were sought concerning their attitudes to their new task content, their reaction to the change in work methods and control, and their ideas about their future. The sample has experienced reduced influence over the decisions of senior management, less utilization of old skills, and reduced future opportunities. However, the majority have adjusted to the change and some prefer it.
The two sides of the tactics of influence: Agent vs. target
Authors: EREZ MIRIAM , RIM YESHAYAHU , KEIDER IDA
Published: August 2011

The study reported here focused on both the target and the agent of influence, and examined the differences in their perceptions of the reasons for and the tactics of influence. Following attribution theory, it was hypothesized that agents would give more reasons than targets signifying power over the targets' behaviour and exercise strong tactics to influence their targets. On the other hand, targets would minimize the strong tactics being exercised upon them and emphasize reasons signifying their self‐control and agents' dependence on their help. The differences between agents and targets were expected to be more significant for bosses as agents and subordinates as targets than for any other status‐perspective combination. A total of 206 middle‐level managers participated in the study; 125 of them responded as agents and 81 responded as targets. Kipnis et al.'s (1980) questionnaire, consisting of five reasons for influencing others and 58 tactics of influence, was used. Nine dimensions of influence were found by factor analyses. Results clearly supported the research hypotheses.
Accuracy and reliability of SDy estimates in utility analysis
Authors: DeSIMONE RANDY L. , ALEXANDER RALPH A. , CRONSHAW STEVEN F.
Published: August 2011

The accuracy and reliability of SDy estimates (the standard deviation of job performance in Dollars) derived using the method introduced by Schmidt et al. (1979) was investigated using estimates for the position of medical insurance claim approver. As a test of accuracy, the resulting estimates of SDy and Dollar values of performance at the 15th, 50th, and 85th percentiles were compared to more objective values of these parameters based on job information. Although the estimates of SDy were significantly lower than the actual SDy value, the estimates of the Dollar value of performance at all three percentiles were not significantly different from the actual values. The inter‐rater reliability of the Schmidt el al. method was investigated within the context of generalizability theory and was found to be relatively low (p̂2=0·56), as was the stability of SDy estimates over a six‐month period (r=0·38).
An evaluation of psychotherapy for job‐related distress
Authors: FIRTH JENNY , SHAPIRO DAVID A.
Published: August 2011

This paper reports findings from a project which evaluated two forms of individual psychotherapy for 40 managerial/professional workers seeking help for clinically severe job‐related distress. In order to throw light upon the paradox suggested by previous research that psychotherapeutic techniques differ in their content but are quite similar in outcome, these clients suffering from clinical levels of psychiatric symptoms, received eight sessions of Prescriptive (cognitive/behavioural) and eight sessions of Exploratory (relationship‐oriented) therapy in a crossover design, with each client seeing the same therapist throughout. At three‐month follow‐up results showed a reduction in distress to within the normal range in three‐quarters of clients. Results favoured Prescriptive therapy for reduction of overall symptoms, but showed no difference between therapies for the relief of job‐related problems. It is argued that treating individuals suffering from acknowledged distress is perhaps a more useful way of approaching stress management than the preventive group work for non‐stressed subjects usually reported. In addition the paper considers the types of job‐related problems presented by clients seeking help.