职务评价的方差分析法在制定职务等级中的应用

职务评价的方差分析法的技术核心是通过方差分析确定职务可比价值各成分的权重。此方法的有效性和实用性已在协助国有企业内部分配改革的制定工资标准中得到验证,并显示其普遍性的方法论意义：职务评价值是职务价值的线性映射：凡涉及职务价值差异的问题都可用此方法解决。本研究应用方差分析法为国有金融系统行员制改革中制定统一的职务等级标准提供技术支持和科学依据。评价程序中,职务分析、职务分类、计算职务评价值等前三个步骤与制定工资标准的作法相同。然后,推算各类职务评价值的变异范围（以９５％置信区间代表）,再将各类职务按管理层次合并为大类。最后,寻求一个合理划分各管理层次大类变异范围的约数,划分整个评价值变异范围。对某银行系统４５２种职务的８４１个样本评价的结果,所确定的职务等级数、各职务大类的等级跨度、位次,都符合该银行系统的人事管理经验及改革设想     

不同预测率的不确定决策的ERP研究

该研究采用事件相关电位技术,对不同预测率的不确定决策的加工机制进行了研究。实验条件为四种不同预测率的不确定决策任务,控制条件为确定决策任务,对两种条件下的数据进行比较,结果发现：1）反应时,随着不确定性程度的增强而逐渐增长;2）正确率,被试决策的平均正确率基本上符合数字本身的可预测率。脑电结果发现：在200～300ms的时间窗口内,不确定和确定决策任务下的预测率都诱发了一个晚期的负成分（N2）,五种任务之间（随着不确定程度的降低）存在着一个梯度的变化,其中50％和62．5％之间不存在着显著差异,其它预测率之间都存在着显著差异。这些结果表明被试在不确定决策任务中会对不同预测率进行归类表征,并会对不同的不确定程度有不同的知觉。     

结果冲突与作业难度对双重作业绩效的影响

运用单作业和双作业操作探讨结果冲突与作业难度对双重作业绩效的影响。结果表明：（１）信息干扰对双作业操作有着明显的影响。信息干扰越大,结果冲突效应越大,双作业操作绩效越差。（２）作业难度对双作业绩效有明显影响。作业难度越大,双作业操作绩效越差。根据实验结果,本研究提出了双因素假设：信息干扰和资源竞争是影响双作业操作绩效的两个主要因素。     

心理学研究中的差异检验方法

心理差异的检验方法有两类,一类是确定心理差异是否存在,所用方法是平均数的差异检验和变异率;一类是确定心理差异的大小与重要性,所用方法是效应值.本文主要介绍了目前我国心理学研究中尚未广泛使用的变异率和三种效应值检验方法:ω²、d、BESD,这类方法弥补了方差检验中的某些弱点,它能显示出差异的方向与大小,并能比较、整合不同样本的差异值.     

信息提供者数量对职务信息完整性的影响

本研究探讨3种不同实验情境下,信息提供者数量对职务分析信息完整性及击中完整性的影响。方差分析表明:a)4名任职者可提供足够完整的职务信息;b)职务分析员数量与信息完整性的关系在情境间不稳定;c)职务分析实践中,采用4名任职者提供信息最合理,如可排除动机因素影响,采用3名任职者提供信息最合理;d)采用4名分析员凭经验提供职务信息最合理;如可阅读职务说明书,采用3名分析员最合理。     

银行保险业经济系列专业职称资格的职务分析

受国家人事部委托,为确定经济系列初中级专业职称资格考试的内容和形式,对银行及保险业１２４种职务的５６３个样本进行了职务分析．用描述性统计和逐步回归分析确定资格考试的专业知识范围及水平,用累积百分比确定各级专业职称的基本评定资格及评定周期。研究指出现行资格考试命题方面的两个缺陷：１．命题范围过于注重理论结构上的完整性,没有重点。２．命题形式与专业知识的实际应用脱节。根据研究结果向委托部门建义：１．职称资格考试分为中专和大专两个水平。２．在同一资格考试中分别为各行业系统专门命题。３．命题的内容及形式要联系各系统业务活动实际。４．吸收心理测量学家参与命题工作。５．各级职称的评定周期：经济员为１－２年;助理经济师为２－５年;经济师为３－６年。     

测验情境对错误记忆的影响

本研究采用DRM范式,通过两个实验考察测验情境对错误记忆的影响,结果发现：（1）在两个实验中均产生了错误记忆现象：实验一关键诱饵的错误再认率为M=0．514,SD=0233;实验二关键诱饵的总错误再认率M=0．510,SD=0．215：（2）学习词表的语义关联越大,错误再认率越低：实验一项目语义关联程度主效应显著,F（1,84）=6．145．MSE=0．312．P=0．015;实验二,F（1,84）=5．143,MSE=0．225,P=0．026;（3）关键诱饵的位置造成了不同的情境效应：实验一,关键诱饵出现在第一个位置和第二个位置之间错误再认率差异显著（P=0．024）;实验二,关键诱饵出现第二个位置和第三个位置之间的错误再认率边缘显著（P=0．052）。该研究揭示了情境对错误记忆的影响。     

3~6岁儿童执行功能子成分发展的研究

执行功能是对目标指向活动进行信息整合和控制调节的一系列认知能力,在学前期发展迅速。研究使用执行功能任务组软件考察了210名3~6岁儿童（6组,组间年龄跨度6个月）执行功能各子成分（工作记忆、抑制控制和认知灵活性）的发展特征。结果表明：（1）随年龄增长,3~6岁儿童执行功能呈上升趋势发展,4岁左右为抑制控制与认知灵活性的高速发展期;（2）执行功能各子成分发展不同步,抑制控制最快,工作记忆最慢;（3）各子成分间呈中度正相关。结论：3~6岁执行功能能力发展迅速,但各子成分的发展进程并不一致;幼儿阶段执行功能测试的年龄分组最好精确到6个月。     

成年人日常生活记忆的研究

采用三项记忆作业,对１２０例２０—８５岁的被试进行日常记忆和实验室记忆的比较研究,目的为探讨日常记忆的年龄差异及其年老化特点。结果表明：（１）三项记忆成绩均随增龄而减退,其中年老老年组减退明显;（２）作业难度比较：经方差分析结果表明,它对记忆成绩有显著作用,作业难度自评与方差分析相符,“地名”最易,“人姓”居中,“无意义图形再认”最难,因为“地名”为日常生活记忆,难度小于后者（为实验室记忆）。老年人日常生活记忆减退缓慢,他们可利用知识经验补偿记忆减退,使之保持较好。     

中国城区青少年对广告价值的评价:前因和后果

通过对北京市7所中学366名学生的调查,探讨了青少年对广告价值的评价以及何种因素影响青少年对广告价值的评价,广告价值的评价是否会进一步影响其决策等问题。运用AMOS 4.0建立结构方程模型对研究假设进行检验,结果表明：（1）青少年对广告价值的评价直接影响到他们的决策意图;（2）在探讨广告价值的影响因素时发现,对广告的知觉因素（信息性和娱乐性）和青少年对广告以及广告商的社会认知（观看广告的社会动机和对广告劝服技巧的认识）对广告价值的影响作用也十分显著,信息性、娱乐性与社会动机都对广告价值产生积极影响,而对广告劝服技巧的认识则对广告价值产生显著的负面影响     

WAGE SURVEYS: DISPELLING SOME MYTHS ABOUT THE "MARKET WAGE"

The comparable worth controversy has generated much discussion about the appropriate valuation of job worth. To date, academic inquiries into the measurement of job worth have focused primarily on job evaluation; however, recent court decisions suggest that market wages are a more compelling indicator of job worth than are job evaluation results. This paper examines the construct of "market wage" and the process by which it is measured (wage surveys). It is argued that both the construct and the measurement of the market wage have not been sufficiently examined by either academics or the courts. Implications for pay administration and future research are noted.     

INVESTIGATION OF BIAS IN JOB EVALUATION RATINGS OF COMPARABLE WORTH STUDY PARTICIPANTS

An experimental study was conducted to investigate the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. The sample consisted of 53 job evaluators in professional and scientific positions at the University of Iowa who had previously received 20 hours of training in job evaluation and participated in over 100 hours of job evaluations during the implementation of a comparable worth pay system. The hypothesis that jobs with high (manipulated) pay levels would receive higher evaluations than jobs with low (manipulated) pay levels was confirmed, although the effects were smaller than those reported in other studies. In addition, evidence of a pro-female bias was found ( p < .08) in the job evaluation ratings. Implications of these findings for job evaluation research and practice are discussed.     

SEX DIFFERENCES IN OCCUPATIONAL CHOICE, PAY, AND WORTH: A SUPPLY-SIDE APPROACH TO UNDERSTANDING THE MALE-FEMALE WAGE GAP

The purpose of this study was to explore the utility of adopting a supply-side approach to understanding the nature of wage differentials between men and women. Using an expectancy theory framework, a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth. Preferences for each job also were obtained using a paired comparison procedure. The results suggested that much of the wage gap between men and women can be explained by (1) evaluations of multiple outcomes other than pay and (2) gender-related differences in expectancies, instrumentalities, and valences with respect to these outcomes. Both the theoretical and practical utility of approaching the issue of comparable worth from a supply as well as a demand side are discussed.     

The Practical Effects of Bias on Compensable Factor Weights in Job Evaluation: A Policy-Capturing Experiment

Subjects (n=64) were shown videotapes of actors portraying incumbents of three jobs, then they completed job evaluation forms for two of them and indicated what they felt these jobs should be paid relative to the third. Job evaluations using the compensable factor weights determined in policy-capturing analyses were then conducted. Results of the job evaluations depended on whether effects of job type and gender bias on compensable factor weights were controlled. Failure to control for these biases produced a pronounced effect on job classification decisions. The estimate of this effect was three to four pay grades. Implications for the determination of weights in job evaluation plans are provided.     

Sex Biases in Comparable Worth Analyses

Remunerating jobs according to their comparable worth has been suggested as one way to reduce sex inequities in wages. To implement such a policy, it is necessary to obtain unbiased ratings of a job's worth. The present study investigated whether such ratings would be biased by the incumbent's sex, the sex composition of the occupation, or the job analyst's sex. A second purpose was to ascertain what job characteristics are viewed as worthy of financial compensation. Business school undergraduates viewed videotapes of a male enacting a low prestige, anchor job and either males or females enacting a moderate and a high prestige job. Ratings of the moderate and high prestige jobs relative to the anchor revealed that both male and female analysts perceived the jobs as higher in responsibility, in persuasive ability requirements, and in monetary worth when enacted by males than by females. The occupation's sex composition had no effect on any job ratings, a finding attributed to subjects' failure to recall the sex composition information provided. Regression analyses revealed that the only significant predictors of a job's monetary worth relative to the anchor were its perceived salary, its desirability, the training it required, and the gender of the incumbent. It was concluded that sex biases in comparable worth analyses may yield an underestimation of the wages that women's work is worth.     

AN EVALUATION OF ALTERNATE SCORING METHODS FOR THE MIXED STANDARD SCALE

This study investigated the psychometric properties of three methods of scoring a Mixed Standard Scale (MSS) performance evaluation: the patterned procedure as corrected by Saal (1979); a simple nonpatterned scoring procedure suggested by Prien, Jones, and Miller (1977), which gives equal weights to the performance statements; and a procedure that assigned differential weights to each statement on the basis of scale values provided by a panel of subject matter experts. Interrater reliabilities, scale variances for averaged ratings, and a convergent/discriminant validity analysis, which included an alternate method of job skill ratings, indicated no difference in the score distribution variance, interrater reliability, or validity of different method scores.