GRIEVANCES: A REVIEW OF RESEARCH AND PRACTICE

Behavioral and industrial relations literature on grievances were reviewed. As a result, serious methodological, theoretical, and ethical questions were raised. Fundamental research is required to establish the reliability of grievance phenomena. Further, the use of grievance data as criteria is dubious because of conceptual problems of deficiency and contamination. Given existing threats to traditional grievance systems, basic research, especially program evaluation, on proposed structural and behavior variants of grievance procedures is necessary.     

SOME LIKE IT HOT: CONSCIOUSNESS AND HIGHER-ORDER THOUGHTS

Philosophical Studies -     

ORAL COMMUNICATION APPREHENSION: A SUMMARY OF RECENT THEORY AND RESEARCH

Editors Note: With this issue we inaugurate a new section of HCR devoted to summaries of research and theory in specialised areas within the field of human communication. Papers in this section will he designed to bring research and theory in a given area together so that both specialists and nonspecialists can determine the “state of the art” in that area up to the time the paper is published. Scholars who wish to prepare papers for this section are requested to contact the editor and make their interests known. Generally, papers for this section will be commissioned. However, unsolicited papers will be given full consideration.     

TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH

Transfer of training is of paramount concern for training researchers and practitioners. Despite research efforts, there is a growing concern over the "transfer problem." The purpose of this paper is to provide a critique of the existing transfer research and to suggest directions for future research investigations. The conditions of transfer include both the generalization of learned material to the job and the maintenance of trained skills over a period of time on the job. The existing research examining the effects of training design, trainee, and work-environment factors on conditions of transfer is reviewed and critiqued. Research gaps identified from the review include the need to (1) test various operationalizations of training design and work-environment factors that have been posited as having an impact on transfer and (2) develop a framework for conducting research on the effects of trainee characteristics on transfer. Needed advancements in the conceptualization and operationalization of the criterion of transfer are also discussed.     

A WAY FORWARD FOR SOCIOLOGICAL RESEARCH ON SCIENCE AND RELIGION: A REVIEW AND A RIFF

John Evans’s new book Morals Not Knowledge pushes scholars to rethink contemporary debates about religion and science by moving past the rhetoric of societal elites to examine the perspectives of everyday Americans, identifying the moral conflicts at the heart of debates. We review Evans’s key contributions while also extending and challenging his arguments, urging consideration of how renewed moral debates might be informed by a broader set of U.S. “publics.” Drawing on empirical research, we highlight four sets of voices that are missing from Evans’s analysis. Specifically, we highlight the voices of racial and ethnic minorities, religious communities (as opposed to individuals), members of minority religious traditions, and everyday religious scientists. Through doing so we offer avenues for future research on these diverse publics that will help facilitate a broader set of better and more informed debates about moral conflict between religious and scientific communities.     

THE EMPLOYMENT INTERVIEW: A SUMMARY AND REVIEW OF RECENT RESEARCH1

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.     

SOCIAL COMPARISON THEORY AND THE EVALUATION OF PEER EVALUATIONS: A REVIEW AND SOME APPLIED IMPLICATIONS

Some of the more fundamental characteristics of peer evaluations were reviewed and their striking industrial validity was noted. Subsequently, the theories put forth to account for the validity of peer evaluations were examined and found to be wanting. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process. This theory was then related to the characteristics of peer evaluation and certain applied implications were suggested. It was concluded that further empirical research along these lines might have some value.     

WHAT IT FEELS LIKE TO BE IN A SUPERPOSITION. AND WHY

This paper attempts an interpretation of Everett's relative state formulation of quantum mechanics that avoids the commitment to new metaphysical entities like worlds or minds. Starting from Everett's quantum mechanical model of an observer, it is argued that an observer's belief to be in an eigenstate of the measurement (corresponding to the observation of a well-defined measurement outcome) is consistent with the fact that she objectively is in a superposition of such states. Subjective states corresponding to such beliefs are constructed. From an analysis of these subjective states and their dynamics it is argued that Everett's pure wave mechanics is subjectively consistent with von Neumann's classical formulation of quantum mechanics. It follows from the argument that the objective state of a system is in principle unobservable. Nevertheless, an adequate concept of empirical reality can be constructed.     

PERSONAL AND ORGANIZATIONAL STRATEGIES FOR HANDLING JOB STRESS: A REVIEW OF RESEARCH AND OPINION

The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed. The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists. Many strategies for managing job stress exist but their effectiveness has not been evaluated. It is important that such strategies receive the immediate, scientific attention of I/O psychologists. Issues that must be faced before significant progress can be achieved are discussed.     

TWENTY YEARS OF RESEARCH ON ROLE-MOTIVATION THEORY OF MANAGERIAL EFFECTIVENESS

Research related to the various hypotheses of managerial role-motivation theory is reviewed. In general this research supports the theory, although there are numerous areas that require further investigation. A total of 21 studies have been conducted to test the theory's validity and all have yielded significant results; 5 of these studies are predictive. Similar studies conducted outside the theoretical domain have uniformly failed to produce significant findings. Research carried out to evaluate the effectiveness of managerial role motivation training has indicated positive effects in 16 of 17 instances, and the construct validity of the primary measure used to operationalize the theory's variables, the Miner Sentence Completion Scale, has been established in relation to a number of other instruments. Relationships to other theories of motivation and leadership are considered, suggestions for future research are presented, and certain proposals for theoretical extensions are set forth.     

ON THE METHODS AND THEORY OF CLUSTERING

The need for methods of clustering individuals into homogeneous groups seems clear. One hopes, by applying them to his data, to discover clusterings which may prove to be important. This aim appears straightforward, but the methods which exist do not necessarily satisfy them. The procedures which employ the correlation measure of profile similarity, and those which employ the distance measure are discussed. Technical and logical problems are shown to exist for both measures. The key defect in almost all clustering procedures seems to be the absence of a statistical model. The suggestion is made that the clustering problem be stated as a mixture problem. The need for further work by psychologists and statisticians is pointed out.     

RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

PERSON-SITUATION SELECTION: A REVIEW OF SOME ABILITY-SITUATION INTERACTION RESEARCH

A review of literatures thought to be relevant for understanding situational contributions to ability-performance relationships was conducted. The review suggested that only three sets of variables, incentive systems, job characteristics, and leadership style/management philosophy ("climates") have recieved research attention from an ability/situation vantage point. It was also shown that in both experimental and survey research these three factors can moderate ability-performance relationships. Because these same three sets of variables are also known to have main effects on average performance levels, an hypothesis is presented that when organizations establish work conditions which facilitate the display of task-relevant individual ability, then validity for ability measures, average performance levels, and general levels of satisfaction will all be high.