模拟情境中工作团队成员互动过程的初步研究及其测量

团队已经成为当今许多组织中的主要工作方式。已有文献虽然表明工作团队成员之间的互动对于团队工作绩效有显著的影响,但却缺乏测量团队成员互动的量表。本研究在了解影响团队绩效的互动因素基础上,编制出一个测量工作团队互动过程的量表。该测验将团队互动分为结构和人际两个维度,分别包括五个和四个题目。测验具有很好的信度和效度,符合心理测量学的标准,可用作测量团队互动的工具。     

TEARS AND WEEPING AMONG PROFESSIONAL WOMEN: IN SEARCH OF NEW UNDERSTANDING

Crying among adult professional women is a phenomenon experienced far more often than it is studied or publicly discussed. Guided by Sherifs (1982) theoretical work on gender identity, socialization, reference groups, and power, the authors explore several factors central to the topic. Among them are: the origins of conflict between women's experience of emotional expression and "public" tears; gender-related differences in crying and responses to crying; the role of reference groups in conflicting attitudes toward crying; and power in the workplace as influencing the meaning of crying. The role of images and imagery during times of conflicted and heightened emotion is discussed. It is suggested that most imagery related to crying in adults derives from perceptions of crying in infancy and that most responses to adults who cry are linked to an understanding of appropriate responses to a crying infant or child. Lewin's construct of behavior as a person-environment transaction is employed as a means of exploring the images experienced by the crier and the observer when female crying occurs in a professional situation. New images to guide more productive approaches to emotional expression in the workplace are suggested.     

FAMILY AND WORK PREDICTORS OF PSYCHOLOGICAL WELL-BEING AMONG HISPANIC WOMEN PROFESSIONALS

This study examines the relative contributions of job- and gender-related variables to the mental health of Hispanic women professionals. Hispanic women professionals, managers and business owners ( n = 303) were surveyed using the mailing list of a Hispanic professional women's organization. Results of multiple regression analyses indicate that income and Hispanic group were consistently related to mental health measures. Spouse support and ethnicity of spouse were associated with measures of stress in balancing roles and psychological distress symptoms. Marital status was related to personal life satisfaction (married women reported more satisfaction), and having young children was negatively associated with personal and professional satisfaction. Experience of discrimination, job stress and peer support were also significantly related to mental health measures. Although preliminary, this study underscores the importance of both job- and gender-related factors in research on the effects of employment on Hispanic women's mental health.     

THE IMPACT OF CHILDCARE RESPONSIBILITY AND SELF-EFFICACY ON THE PSYCHOLOGICAL HEALTH OF PROFESSIONAL WORKING MOTHERS

This study examined how childcare responsibility and self-efficacy to manage multiple role demands related to the psychological well-being and distress of 42 full-time professional women one month after they returned to their jobs after the birth of their first child. The results showed that greater childcare responsibility is associated with lower well-being and greater psychological distress. As predicted, perceived self-efficacy to cope with demands of occupational and familial roles appeared to mediate this relationship. A woman's belief in her capability to enlist the help of her spouse for childcare was the most consistent predictor of both well-being and distress.     

PSYCHOLOGICAL ADVERSITY AMONG PROFESSIONAL AND NON-PROFESSIONAL CRIMINALS IN PAKISTAN

The paper describes the psychological meaningfulness of a classification scheme of criminals proposed in the social and cultural context of Pakistan. On the basis of the suggested typology, 220 randomly selected male convicts were classified into two groups of Professional and Non-professional Criminals. Social psychological and legal factors which formed the basis of classification included convict's Occupational Life Pattern, Type of Crime, Interpersonal Context, Premeditation, Criminal Associations and Past Criminal Record. Two groups thus obtained were compared on three psychological variables: Physically Broken Home, Psychologically Disrupted Home, and Defective Modes of Discipline indicating Psychological Adversity during childhood and early adolescence. Professional Criminals differed significantly (p < 0.008) from Non-professionals whose crimes are explained in terms of the social and cultural conditions of Pakistan. Implications for further research and handling of prison inmates have been pointed out.     

IDENTIFYING WORK PREFERENCES AMONG INDIVIDUALS WITH SEVERE MULTIPLE DISABILITIES PRIOR TO BEGINNING SUPPORTED WORK

We evaluated a prework assessment for predicting work-task preferences among workers with severe multiple disabilities prior to beginning supported work. The assessment involved comparing worker selections from pairs of work tasks drawn from their future job duties. Results of workers' choices once they began their jobs in a publishing company indicated that the assessment predicted tasks that the workers preferred to work on during their job routines. Results are discussed regarding other possible means of determining preferred types of supported work.     

PREDICTION OF WORK RELEASE SUCCESS AT A FEDERAL CORRECTIONAL INSTITUTION USING THE MMPI

A pilot study was conducted at a federal correctional institution to determine the extent to which personality factors, as measured by the Minnesota Multiphasic Personality Inventory (MMPI), were related to work release success. The results indicated that only one MMPI scale (Pa) was significantly related to an inmate's success in the work release program. Implications for further research are discussed in the article.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

RELATIONSHIPS BETWEEN GRADUATE TRAINING, PROFESSIONAL AFFILIATION, AND INDIVIDUAL PSYCHOLOGICAL ASSESSMENT PRACTICES FOR PERSONNEL DECISIONS

Survey data on 321 psychologists who conduct individual assessments were analyzed to compare practices and opinions of those with differing graduate training (I/O or non-I/O) and professional affiliation (SIOP or non-SIOP). Differences in practice on the basisof training and affiliation occur in licensing, types of assessments conducted, specific testing instruments used, and knowledge of legal guidelines governing selection practices. However, when purpose of assessment was controlled for by examining only managerial selection assessments, few practice differences related to training and affiliation emerged. Implications for the training of individual assessors are discussed, and several practice variations warranting further research are presented.     

INCREASING ONE ASPECT OF SELF‐DETERMINATION AMONG ADULTS WITH SEVERE MULTIPLE DISABILITIES IN SUPPORTED WORK

We attempted to increase one aspect of self‐determination among 3 supported workers with multiple disabilities. Following Baer's (1998) self‐determination conceptualization, the workers were exposed to two conditions that involved working more versus less independently based on availability of assistive devices. Next, their condition preferences were assessed and honored. All participants consistently chose the more independent condition. Results reflect how self‐determination may be enhanced by giving workers increased control over work situations.     

STRESS, SOCIAL SUPPORT, AND HEALTH IN MARRIED PROFESSIONAL WOMEN WITH SMALL CHILDREN

Two hundred married professional women with small children were surveyed to investigate what types of occupational and role-conflict stresses are associated with physical and depressive symptoms, and whether social support could protect individuals from the negative health effects of stress. Six stress indices predicted physical and depressive symptoms, both Concurrently and 1 year later. These stresses reflected perceptions of lack of authority and influence on the job, sex discrimination, a heavy work load, work imposing on relaxation, family imposing on relaxation, and overall suffering from role conflict. Social support yielded no stress-buffering effects.     

WORK SAMPLE TESTS IN PERSONNEL SELECTION: A META‐ANALYSIS OF BLACK–WHITE DIFFERENCES IN OVERALL AND EXERCISE SCORES

Work sample exams are generally thought to have either low or comparatively low levels of ethnic group differences when used for personnel selection. Such exams are sometimes called “simulation exercises” and involve having applicants perform a set of tasks that are similar to those performed on the job. The nearly ubiquitous meta‐analytic value of Black–White subgroup differences in the literature is d= .38. Unfortunately, this estimate is plagued by a variety of problems (e.g., range restriction, inclusion of nonwork sample tests). Further, there are virtually no analyses that examine how the saturation of different constructs influence work sample tests. We gathered available data for Black–White ethnic group differences and found that overall work sample differences were markedly larger for samples of job applicants (d= .73) than previously thought. We also examined how different exercises and saturation of different constructs influenced work sample ds. For example, work sample test ratings of cognitive and job knowledge skills were associated with a mean observed d= .80, whereas ratings of various social skills were associated with mean observed ds that varied from .21 to .27. We urge scientists and practitioners to consider both the method and the constructs that are targeted when forecasting predictor ds.