EFFECTS OF WOMEN'S STUDIES COURSES ON GENDER-RELATED ATTITUDES OF WOMEN AND MEN

Attitudes about feminism, gender equality, and gender differences were assessed for male and female students enrolled in three women's studies courses and four control courses at the beginning and end of an academic semester. Compared to control students, women's studies students agreed more with feminist and equality items, and disagreed more with gender difference items, at the beginning of the term. Nonetheless, belief in gender differences decreased among men, but not women, enrolled in women's studies courses. Additionally, women's studies courses produced increased feminist attitudes among women, but decreased feminist attitudes among the small sample of men in the study.     

THE EFFECTS OF ON-SITE CHILD CARE ON EMPLOYEE ATTITUDES AND PERFORMANCE

Using a quasi-experimental posttest design, this study compared supervisor perceptions of performance and absenteeism and employee attitudes of 155 child care center users and waiting list employees. Although child care was not related to supervisor views of performance or absenteeism, employees were more likely to receive favorable appraisals if absenteeism was low. Child care had greatest impact on females and employees without a family buffer. Child care positively influenced users' attitudes toward managing work and child care responsibilities, and views on the attractiveness and administration of benefits. The greater the use of care across all dependents, the more favorable the attitudes. A "frustration effect" occurred involving the lowering of waiting list employees' perceptions of the attractiveness and fairness of child care. The study suggests that child care benefits are more likely to significantly effect employee attitudes and membership behaviors such as recruitment and retention than performance or absenteeism.     

ORGANIZATIONAL DEVELOPMENT INTERVENTIONS: A META-ANALYSIS OF THEIR EFFECTS ON SATISFACTION AND OTHER ATTITUDES

This meta-analysis examined the effects from 126 studies that employed organizational development (OD) interventions to modify satisfaction and/or other attitudes. Raju and Burkes's (1983) Taylor series approximation 1 (TSA 1) validity generalization procedure was used to conduct the meta-analysis. Multi-faceted interventions have been more effective in modifying satisfaction and attitudes than were OD interventions that used a single human-processes or technostructural technique. For specific interventions, team building and lab training were the most effective means of changing satisfaction and other attitudes. Also, OD seems to affect attitudes more than satisfaction. Caution is encouraged in generalizing these findings, given (1) the non-random selection of techniques, (2) the frequent moderating effects of both the participant's organizational level and the methodological rigor of the studies, and (3) this study's frequent failure to account for a substantial amount of the variability of the effect sizes.     

EFFECTS OF CHARISMATIC INFLUENCE TRAINING ON ATTITUDES, BEHAVIOR, AND PERFORMANCE

This study investigated the effectiveness of training in 2 components of charisma (charismatic communication style and visionary content). Forty-one business students received charismatic influence training, presentation skills training, or no training. All participants prepared and gave a speech. Groups of 2-3 students ( N = 102) watched 1 of the videotaped speeches and then performed a task based on the speech instructions. Charismatic influence trainees performed better on a declarative knowledge test and exhibited more charismatic behaviors than those in the other conditions. In addition, participants who viewed a charismatic influence trainee performed best.     

THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS-LEVEL EFFECTS OF HIGH-PERFORMANCE WORK SYSTEMS ON EMPLOYEES' ATTITUDES

Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel model of high-performance work systems (HPWS), using data obtained from 324 managers and 522 employees in 76 Japanese establishments. Results from cross-level analyses indicated that the relationships between establishment-level HPWS and employee job satisfaction and affective commitment were fully mediated by establishment-level concern for employees climate. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.     

EXAMINING THE EFFECTS OF BRIEF TRAINING ON THE ATTITUDES AND FUTURE USE OF BEHAVIORAL METHODS BY TEACHERS

Teachers from government and independent schools anonymously completed a measure of attitudes towards applied behavior analysis (ABA) before and after participation in a short seminar on ABA. A total of 187 primary teachers provided data on professional qualifications, years of teaching, school type, number of students in the classroom, and prior knowledge of ABA. Data were also collected on the number of students with a disability the teacher had instructed. Survey results suggested that, before and after the seminar, teachers held negative attitudes towards ABA. These attitudes, however, significantly and positively shifted after attending the seminar. Neither the number of students taught with a disability over the last 5 years nor teacher type (e.g., specialist or classroom) nor school type (e.g., independent or government) was significantly related to the attitude measure. The findings have implications for ongoing teacher education and professional development, as well as for school psychologists tailoring interventions and framing recommendations for teachers in mainstream primary settings. Copyright © 2014 John Wiley & Sons, Ltd.     

EFFECTS OF LEARNING ABOUT GENDER DISCRIMINATION ON ADOLESCENT GIRLS' ATTITUDES TOWARD AND INTEREST IN SCIENCE

Gender discrimination has contributed to the gender imbalance in scientific fields. However, research on the effects of informing adolescent girls about gender discrimination in these fields is rare and controversial. To examine the consequences of learning about gender-based occupational discrimination, adolescent girls ( n = 158, ages 11 to 14) were randomly assigned to either (a) a standard intervention program aimed at increasing girls' interest in science or (b) a nearly identical program that included information about gender discrimination. Girls' interest in, and attitudes toward, science were assessed using a pre/post design. Only girls who learned about gender discrimination showed increases in science self-efficacy and belief in the value of science; interest in scientific fields was unaffected by the intervention programs. Theoretical and educational implications are discussed.     

THE EFFECTS OF PERCEIVED JOB AVAILABILITY FOR WOMEN ON COLLEGE WOMEN'S ATTITUDES TOWARD PRESTIGIOUS MALE-DOMINATED OCCUPATIONS

This study investigated the effects of perceived job availability for women and sex role orientation on college women's evaluations of highly prestigious male-dominated occupations. In a mixed design, feminine, androgynous, and masculine women (as determined by the Personal Attributes Questionnaire) evaluated two professions described as providing good opportunities for women, two described as providing average opportunities, and two described as providing poor opportunities. Subjects were most likely to want to pursue occupations with good job availability for women and to expect the most intellectual stimulation and approval from others as a result of pursuing these occupations. In addition, sex role orientation was related to expectations concerning intellectual stimulation and approval from others but did not interact with level of job opportunity on any of the dependent measures.     

THE IMPACT OF RELIGION ON GENDER-ROLE ATTITUDES

Given the apparently growing significance of religion in American life, the general problem addressed in this paper was the relation between religious orientation and gender-related attitudes and behaviors. More specifically, this study examined variation over a range of dimensions of gender-role attitudes held by women in predominantly female and predominantly male college majors using religious devoutness and other variables as predictors. Five dimensions of gender-role attitudes were used familial roles, extrafamilial roles, male/female stereotypes, social change, and gender-role preference. No significanct difference was found between women in the two types of majors on any dimension of gender-role attitudes. Multiple regression revealed that religious devoutness was the most important variable among all those utilized in consistently predicting all five dimensions of gender-role attitudes.     

内隐态度实验研究:加工水平与黄,白,黑情感态度

研究使用肯定词和否定词分别与黄、白、黑三字搭配的实验卡片。随机抽取医学院本科生34名,采用2种加工水平×3种测量目标的混合设计来考察态度情感特征的无意识性。结果发现：1）加工水平对被试的自我报告和线索提取有不同的影响,即自我报告受加工水平影响,线索提取不受加工水平影响,发生实验性分离;2）加工水平对被试态度的实验性分离也有不同影响,即概念加工下出现高度分离,数据加工下则低度分离,3）经过改造的语义线索法是测量内除态度的有效方法。     

THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL

Studies of the influence of trainee characteristics on training effectiveness have focused on the ability level necessary to learn program content. Motivational and environmental influences on training effectiveness have received little attention. The purpose of this study was to test an exploratory model describing the influence on trainee career and job attitudes on training outcomes (learning, behavior change, performance improvement). Results of the study suggest that job involvement and career planning are antecedents of learning and behavior change. Future research directions and practical implications of the results are discussed.     

EVIDENCE FOR RELATIONAL-CODING IN CONCEPT FORMATION,AND A NOTE ON THE EFFECTS OF FEEDBACK*

The purpose of the present paper was to determine whether people encode relations among component features in experience, or whether they simply encode the occurrence of features separately as independent cues. This has become a major issue in theories of concept-formation at the present time. It is suggested in this paper that two problems have particularly obstructed a clear resolution of the issue. The first is a consistent failure to check to what extent training materials actually contain relations among features, before results are declared in favour of a particular model. The second is the use, hitherto, of only informal methods of analysing such relations, where they exist, and of predicting from them the structure of the concept. This paper describes an expression for measuring the overall relations among feature-variables in concept training materials. It also introduces a methodology, using log-linear models, for predicting concept structures on the basis of those relations. An experiment combined these methods to assess whether subjects abstracted relations among features, or whether they abstracted independent cues. A subsidiary aim was to assess how feedback, based on independent-cue information, during learning, affected the construction of the concept. The results came out strongly in favour of relational-coding and there was some evidence that feedback based on independent-cues retarded concept formation.     

SELF-ASSESSED TRAINING NEEDS: THE EFFECTS OF ATTITUDES TOWARD TRAINING, MANAGERIAL LEVEL, AND FUNCTION

Self-assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self-assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self-reported training needs. A training-needs survey consisting of items related to basic managerial, interpersonal, administrative, and quality control skills was completed by 506 lower and middle level managers across four functional areas. Correlational and regression analyses indicated that managerial level and function had some effect on reported administrative training needs, while function and attitudes towards training utility had some impact on self-reported training needs for quality control. Level, function, and attitude were not related to reported basic managerial and interpersonal training needs. The implications and limitations of the results are discussed, and future research directions are presented.     

RULES OF EVIDENCE:

Abstract— Statistical tests define rules of evidence in psychological science Agreed-upon rules of evidence are needed to discuss what is true Statistics are probability statements about the reliability of associations In public and journalistic debates about psychological topics, the need far statistical rules is evident Anecdotes, intuitions, and sensational and unlikely events often dominate popular discussions Psychological science demands that the probability of events and associations be evaluated by statistical means Understanding of statistical tests can be improved by abandoning the term significance, winch means reliability to psychologists, but in everyday English, means importance. The importance of a result depends on magnitude of association, not on whether the event has a nonzero chance of recurring. Given large samples and multiple measures, statistical tests are used too often to draw misleading conclusions about the importance of research results. Better uses of statistics would focus on the magnitude of effects and error estimates     

EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS,AND CUSTOMER SATISFACTION

The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR‐attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit‐level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.