摘要:

This study tests the assumption that classroom training dynamics characteristic of many management training programmes (in this case concerned with teaching behavioural science concepts) closely parallel leadership‐group process dynamics in organizational settings outside the classroom. Accordingly, a situational leadership model incorporating three categories of variables is proposed and operationalized. The variable categories include: Traditional Instructor Qualifications; the Technological Favourableness of the Teaching Situation for the Instruction; and the Initial Motivational Favourableness of the Training Situation for the Instructor. Data are presented on 39 diverse groups of managers exposed to a specific but not atypical behavioural science training system. A total of 832 managers were involved, of whom approximately 20 per cent were female.The findings support the argument that a situational leadership/influence model may be usefully applied to the teaching processes in the industrial classroom. The findings also indicate that it may not be necessary in all cases to consider instructor differences in style or personality as vital to group effectivenes

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00001.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

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 discus

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00002.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00003.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

The Brook Reaction Test (BRT) is an objection word association test that provides an indirect measure of 22 personal interests. The purpose of the present study was to determine whether there were factors underlying 10 vocational interest categories on the BRT and a further category designated in the BRT Manual as ‘unclassified’. The BRT was administered as part of a battery of selection tests to 325 males. The 11 scales were analysed using a principal components analysis and a varimax rotation carried out on the first six factors. The six factors identified accounted for 69***.8 per cent of the variance and were largely bipolar in nature: Factor I, people vs. practical; Factor II, unclassified interests; Factor III, aesthetic vs. business; Factor IV, literary vs. secretarial; Factor V, biological sciences vs. agriculture; Factor VI, physical sciences vs. outdoor. A hierarchical cluster analysis applied to these 11 scales confirmed the factor solution and demonstrated the independence of the interest categories. Findings were related to: (i) three earlier factorial studies of the BRT; (ii) further evidence concerning its construct validity; and (iii) Holland's hexagonal classification of occupations and ACT‐OCS work‐task dimensions. Implications of the findings for practical test usage in guidance and selection are outlined, especially the necessity to score all the 11 vocational

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00004.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are difficult to locate, especially ones applicable to blue‐collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability and factor analytic data are described which show the scales to be psychometrically adequate and stable. To support the future use of the measures for diagnostic and evaluative purposes, normative data are also provide

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00005.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

The epidemiological technique known as the ‘found experiment’ was used to investigate whether or not an industrial sample showed non‐random differentiation with respect to individual accident rates. For the particular sample ‘found’, it was possible to control for such conditions as differences in the jobs being done and the environment in which they were undertaken, the period of exposure to risk, and the age and experience of the employees. Non‐random differentiation was found within the sample over the period of 8 years and 9 months for which accident records were available, in that the distribution of accidents over the sample did not differ significantly from the negative binomial distribution. This differentiation was also found to be stable over time, since the correlation between individuals' accident rates in the first and second halves of the period was + 0.67. Implications for future accident research of these findings and of the use of the ‘found experiment’ technique

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00006.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Non‐verbal behaviour (NVB) is an important component of the selection interview, yet it has received limited attention in the literature. In particular, little published research has examined NVB in real‐life interviews. A study is described in which 101 school‐leavers were interviewed by a four‐member panel for places on an engineering apprentice training scheme. The NVB of each candidate was categorized during the interview using a schedule of 10 classes of NVB divided into 30 components. When the interviews were grouped by outcome, i.e. accept, reserve, and reject, differences were found on several important classes of NVB. Alternative causal hypotheses are suggested for the observed relationship between NVB in the interview and the decision which w

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00007.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

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 job

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00008.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

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.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00009.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Book reviewed in this article:Instrumentation for Psychology. By A. CLEARY.Managers and Work Reform. By IVAN BERG, MARCIA FREEDMAN&MICHAEL FREEMAN.Human Relations in ManagementBy SAMUEL D. DEEP.The Social Psychology of Organizations, By DANIEL KATZ&ROBERT L. KAHN.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00010.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY