... 2) an unstructured cooperative task which entailed writing a communication to Arabs concernin... more ... 2) an unstructured cooperative task which entailed writing a communication to Arabs concerning work ... called for the group to decide on hiring practices for an Arab-American venture. ... performance and adjustment, the effect was even greater for Americans who had returned to ...
Members selected from the Industrial/Organizational (10) Psychology Division of the American Psyc... more Members selected from the Industrial/Organizational (10) Psychology Division of the American Psychological Association were surveyed concerning their perceptions of the characteristics of I/O doctoral programs. Respondents were asked to indicate to what degree various characteristics described "best" and "adequate"programs in terms of recommendations to promising graduate students. In addition the respondents rated their familiarity with the 39 I/O PhD programs listed. Results indicated that the best I/O programs differed from adequate programs primarily in terms of faculty and graduate reputations, faculty publications, quantitative methods emphasis, experimental emphasis, access to research tools, and emphasis on personnel selection and training. Implications of these findings are discussed in relation to recommendations from the Task Force on the Practice of Psychology in Industry and to the recent trends in organizational development and organizational behavior. Recently, concern has been expressed about the practice of psychology in organizational settings Gordon, Kleiman, & Hanie, 1978). Complaints have centered on (a) research that is not firmly based in theory, (b) preoccupation with research methods rather than problems of "real consequence," (c) the publish or perish payoff matrix espoused in academic institutions, and (d) the selection and training of graduate students in industrial/organizational (I/O) psychology (i.e. personnel problems). Indeed, this last concern was thought to be of primary importance by the Task Force on the Practice of Psychology in Industry (1971). With regard to graduate training in I/O psychology, some Task Force members expressed concern that research methods were not being adequately taught and that academic psychologists were not keeping up with new developments in industry. More common complaints were that many young I/O psychologists lacked the personal characteristics and communication skills necessary to influence organizational practices. Perhaps the most frequently voiced concern was that graduate study had not prepared graduate students for the realities of life in industry. The Task force suggested the following remedial actions: (a) select students with skills in addition to academic ability, (b) accentuate the link between industry and psychology by developing programs that emphasize practical experience in industry (internships) as well as in research methods, (c) increase communication between individuals in academic industrial settings so that students and faculty can be aware of what is happening in industry. Assuming that market conditions will solve some of the problems identified by the Task Force, for example, attracting quality students, the question is then raised about the procedure these students can use to select a graduate program in I/O psychology. First, the student might consult survey data that attempt to rank schools (e.g., Cox & Catt, 1977; Roose & Andersen, 1970). Then a prospective graduate student might seek the advice of someone who is familiar with the various I/O psychology graduate 540
The author states that neither cutting-edge nor conventional instruction is the right choice for ... more The author states that neither cutting-edge nor conventional instruction is the right choice for all training demands. A close look at the learning tasks and learner abilities at hand will reveal the most appropriate, most productive method for meeting specific needs. (CT)
This study examined the relative effectiveness of different media in presenting modeling stimuli ... more This study examined the relative effectiveness of different media in presenting modeling stimuli to adult trainees in a supervisory skills training program and assessed their satisfaction with the training and their performance. Eighty undergraduate students were randomly assigned to one of four conditions--audio only, text only, audio plus text, or video plus audio--for training which focused on developing their skills in coaching an employee for improved performance. A videotape with or without the video image and a typewritten transcript of the videotape were used in different combinations to present the training, which consisted of an introductory discussion of coaching by a trainer, a modeling example in which a supervisor coached an employee using six key behaviors, and a group discussion in which the trainer and a group of trainees (actors) discussed and critiqued the model's use of the key behaviors. It was found that all four conditions were equally effective in terms o...
CONCEPTUAL FRAMEWORK OF CULTURAL BIAS Analysis of cross-cultural research argued for identifying ... more CONCEPTUAL FRAMEWORK OF CULTURAL BIAS Analysis of cross-cultural research argued for identifying and measuring culturally-specific response biases to control nonrandon error in research. A specific response bias among Korean respondents generalized across six different constructs. Control of common method variance enhanced construct validity.
The relative effectiveness of incentive plans administered on continuous and VR‐4 schedules of re... more The relative effectiveness of incentive plans administered on continuous and VR‐4 schedules of reinforcement was investigated with unionized employees using a within subjects design. Mountain beaver trappers working side by side were randomly assigned to one of two groups. In group A the trappers received $1.00 for every rat they trapped. At the end of four weeks, they were switched to a VR‐4 schedule in which they received $4.00 contingent upon trapping a rat and correctly guessing the color of one of four marbles prior to drawing it from a bag held by the supervisor. In group B the order of the schedules was reversed. The results were analyzed in terms of cost‐related, behavioral, and reaction criteria. The study increased employee productivity and decreased costs for the company. Inexperienced workers had higher productivity on the continuous reinforcement than on the VR‐4 schedule; experienced workers had higher productivity on the VR‐4 schedule than on the continuous schedule. ...
The correlations between each of five predictors and supervisory ratings of job effectiveness wer... more The correlations between each of five predictors and supervisory ratings of job effectiveness were not significantly different from zero. On the basis of the job analysis that preceded the validation study, the author concluded that the low correlations between each of the five predictors and the criterion were not due to problems inherent in either the tests or the performance appraisal instrument. Rather, it was hypothesized that the low correlations were a result of rating errors made by supervisors. The results of an eight hour training program (Latham, Wexley, and Pursell, 1975) designed to minimize rating errors supported this hypothesis. Four of the five predictors correlated significantly with the performance ratings that were conducted after the supervisors had received the training.
66 students from a midwest junior college participated in an investigation of the effects of trai... more 66 students from a midwest junior college participated in an investigation of the effects of trait and state anxiety on accuracy in interpreting nonverbal communication. The students were asked in normal and stress-induced settings to decode facial emotions from a series of slides depicting 6 categories of facial expressions. Analysis indicated that low trait-anxious subjects were more accurate in interpreting nonverbal facial expressions in stressful situations, whereas high trait-anxious subjects were superior in non-stressful situations but showed a significant deterioration in accuracy when subjected to situational stress.
Journal of Personality and Social Psychology, 1983
The author is indebted to D. Kenneth Spenner of the Boys Town C e n t e r for Y o u t h D e v e l... more The author is indebted to D. Kenneth Spenner of the Boys Town C e n t e r for Y o u t h D e v e l o p m e n t for not only m a k i n g the LISREL computer p r o g r a m available, but for his invaluable instruction and guidance that m a d e use of it possible; Dr. Dennis Dossett for innumerable suggestions, guidance, editorial assistance, and encouragement; the C o m m i t t e e-Dr. J. Brad Chapman, Dr. Carl Greenberg, Dr. Gaylon Oswalt, for reading and helpful comments; Mr. P a trick Jor d a n for coding data; Instructors who c ollected d aily a t tendance data and per m i t t e d the use of class time for ques t i o n n a i r e a d m i n i s t r a t i o n-M r. David Arnold, Dr. Carl Greenberg, Mr. W i l l i a m Grisham, Mr. G a r y Kinstlinger, Dr. Barbara Manning, Dr. C. R a y m o n d Millimet, and Mr. E d w a r d Ward; Instructors who p e r m i t t e d use of class time for p ilot sample da t a collection-Dr. Kenneth D e f f e n b a c h e r , Dr. J o s e p h LaVoie, Mr. J a c k Leon, Mr. Russell Montgomery, Dr. Gaylon Oswalt; and Mr. J i m Smith of the UNO Computer Netw o r k for m u c h a p p r e ciated technical assistance.
... 2) an unstructured cooperative task which entailed writing a communication to Arabs concernin... more ... 2) an unstructured cooperative task which entailed writing a communication to Arabs concerning work ... called for the group to decide on hiring practices for an Arab-American venture. ... performance and adjustment, the effect was even greater for Americans who had returned to ...
Members selected from the Industrial/Organizational (10) Psychology Division of the American Psyc... more Members selected from the Industrial/Organizational (10) Psychology Division of the American Psychological Association were surveyed concerning their perceptions of the characteristics of I/O doctoral programs. Respondents were asked to indicate to what degree various characteristics described "best" and "adequate"programs in terms of recommendations to promising graduate students. In addition the respondents rated their familiarity with the 39 I/O PhD programs listed. Results indicated that the best I/O programs differed from adequate programs primarily in terms of faculty and graduate reputations, faculty publications, quantitative methods emphasis, experimental emphasis, access to research tools, and emphasis on personnel selection and training. Implications of these findings are discussed in relation to recommendations from the Task Force on the Practice of Psychology in Industry and to the recent trends in organizational development and organizational behavior. Recently, concern has been expressed about the practice of psychology in organizational settings Gordon, Kleiman, & Hanie, 1978). Complaints have centered on (a) research that is not firmly based in theory, (b) preoccupation with research methods rather than problems of "real consequence," (c) the publish or perish payoff matrix espoused in academic institutions, and (d) the selection and training of graduate students in industrial/organizational (I/O) psychology (i.e. personnel problems). Indeed, this last concern was thought to be of primary importance by the Task Force on the Practice of Psychology in Industry (1971). With regard to graduate training in I/O psychology, some Task Force members expressed concern that research methods were not being adequately taught and that academic psychologists were not keeping up with new developments in industry. More common complaints were that many young I/O psychologists lacked the personal characteristics and communication skills necessary to influence organizational practices. Perhaps the most frequently voiced concern was that graduate study had not prepared graduate students for the realities of life in industry. The Task force suggested the following remedial actions: (a) select students with skills in addition to academic ability, (b) accentuate the link between industry and psychology by developing programs that emphasize practical experience in industry (internships) as well as in research methods, (c) increase communication between individuals in academic industrial settings so that students and faculty can be aware of what is happening in industry. Assuming that market conditions will solve some of the problems identified by the Task Force, for example, attracting quality students, the question is then raised about the procedure these students can use to select a graduate program in I/O psychology. First, the student might consult survey data that attempt to rank schools (e.g., Cox & Catt, 1977; Roose & Andersen, 1970). Then a prospective graduate student might seek the advice of someone who is familiar with the various I/O psychology graduate 540
The author states that neither cutting-edge nor conventional instruction is the right choice for ... more The author states that neither cutting-edge nor conventional instruction is the right choice for all training demands. A close look at the learning tasks and learner abilities at hand will reveal the most appropriate, most productive method for meeting specific needs. (CT)
This study examined the relative effectiveness of different media in presenting modeling stimuli ... more This study examined the relative effectiveness of different media in presenting modeling stimuli to adult trainees in a supervisory skills training program and assessed their satisfaction with the training and their performance. Eighty undergraduate students were randomly assigned to one of four conditions--audio only, text only, audio plus text, or video plus audio--for training which focused on developing their skills in coaching an employee for improved performance. A videotape with or without the video image and a typewritten transcript of the videotape were used in different combinations to present the training, which consisted of an introductory discussion of coaching by a trainer, a modeling example in which a supervisor coached an employee using six key behaviors, and a group discussion in which the trainer and a group of trainees (actors) discussed and critiqued the model's use of the key behaviors. It was found that all four conditions were equally effective in terms o...
CONCEPTUAL FRAMEWORK OF CULTURAL BIAS Analysis of cross-cultural research argued for identifying ... more CONCEPTUAL FRAMEWORK OF CULTURAL BIAS Analysis of cross-cultural research argued for identifying and measuring culturally-specific response biases to control nonrandon error in research. A specific response bias among Korean respondents generalized across six different constructs. Control of common method variance enhanced construct validity.
The relative effectiveness of incentive plans administered on continuous and VR‐4 schedules of re... more The relative effectiveness of incentive plans administered on continuous and VR‐4 schedules of reinforcement was investigated with unionized employees using a within subjects design. Mountain beaver trappers working side by side were randomly assigned to one of two groups. In group A the trappers received $1.00 for every rat they trapped. At the end of four weeks, they were switched to a VR‐4 schedule in which they received $4.00 contingent upon trapping a rat and correctly guessing the color of one of four marbles prior to drawing it from a bag held by the supervisor. In group B the order of the schedules was reversed. The results were analyzed in terms of cost‐related, behavioral, and reaction criteria. The study increased employee productivity and decreased costs for the company. Inexperienced workers had higher productivity on the continuous reinforcement than on the VR‐4 schedule; experienced workers had higher productivity on the VR‐4 schedule than on the continuous schedule. ...
The correlations between each of five predictors and supervisory ratings of job effectiveness wer... more The correlations between each of five predictors and supervisory ratings of job effectiveness were not significantly different from zero. On the basis of the job analysis that preceded the validation study, the author concluded that the low correlations between each of the five predictors and the criterion were not due to problems inherent in either the tests or the performance appraisal instrument. Rather, it was hypothesized that the low correlations were a result of rating errors made by supervisors. The results of an eight hour training program (Latham, Wexley, and Pursell, 1975) designed to minimize rating errors supported this hypothesis. Four of the five predictors correlated significantly with the performance ratings that were conducted after the supervisors had received the training.
66 students from a midwest junior college participated in an investigation of the effects of trai... more 66 students from a midwest junior college participated in an investigation of the effects of trait and state anxiety on accuracy in interpreting nonverbal communication. The students were asked in normal and stress-induced settings to decode facial emotions from a series of slides depicting 6 categories of facial expressions. Analysis indicated that low trait-anxious subjects were more accurate in interpreting nonverbal facial expressions in stressful situations, whereas high trait-anxious subjects were superior in non-stressful situations but showed a significant deterioration in accuracy when subjected to situational stress.
Journal of Personality and Social Psychology, 1983
The author is indebted to D. Kenneth Spenner of the Boys Town C e n t e r for Y o u t h D e v e l... more The author is indebted to D. Kenneth Spenner of the Boys Town C e n t e r for Y o u t h D e v e l o p m e n t for not only m a k i n g the LISREL computer p r o g r a m available, but for his invaluable instruction and guidance that m a d e use of it possible; Dr. Dennis Dossett for innumerable suggestions, guidance, editorial assistance, and encouragement; the C o m m i t t e e-Dr. J. Brad Chapman, Dr. Carl Greenberg, Dr. Gaylon Oswalt, for reading and helpful comments; Mr. P a trick Jor d a n for coding data; Instructors who c ollected d aily a t tendance data and per m i t t e d the use of class time for ques t i o n n a i r e a d m i n i s t r a t i o n-M r. David Arnold, Dr. Carl Greenberg, Mr. W i l l i a m Grisham, Mr. G a r y Kinstlinger, Dr. Barbara Manning, Dr. C. R a y m o n d Millimet, and Mr. E d w a r d Ward; Instructors who p e r m i t t e d use of class time for p ilot sample da t a collection-Dr. Kenneth D e f f e n b a c h e r , Dr. J o s e p h LaVoie, Mr. J a c k Leon, Mr. Russell Montgomery, Dr. Gaylon Oswalt; and Mr. J i m Smith of the UNO Computer Netw o r k for m u c h a p p r e ciated technical assistance.
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