Effects of gender similarity on relationships between person–group value fit and work attitudes

The present study assessed the effect of gender similarity as a potential moderator of the relationships between person–group (P–G) value fit and work attitudes. Specifically, we predicted that the effect of P–G value fit (in terms of social integration values) on individual attitudes would be stronger for individuals who had a similar gender than those of a different gender. Based on data obtained from 197 employees in South Korea, we found that when the focal individual had high gender similarity with his or her group, the relationships between P–G value fit and job satisfaction and between P–G value fit and turnover intentions were more prominent. Furthermore, these moderating effects were significant for men, but not for women.     

Persuading young car drivers to take part in a driving skills test: The influence of regulatory fit on informational-assessment value and persuasion

Two studies were conducted to examine the relative effectiveness of differently framed messages advising young car drivers to take part in a driving skills test. It was hypothesized that messages promoting such detection behaviour should be more persuasive when the message frame was compatible versus incompatible with the recipient’s level of perceived risk. It was also hypothesized that such effects would occur because the “feeling right” experience resulting from the compatibility effects based on regulatory fit could be transferred to the informational-assessment value of the proposed feedback. Consistently, moderate perceived driving skills (Experiment 1) and high perceived risk drivers (Experiment 2) found the driving skills test more valuable for assessment purposes after having read a loss versus gain framed message and consequently, were more interested in taking part in the test. Furthermore, low perceived risk drivers (Experiment 2) showed a reversed pattern of responses. Implications for message framing in the road safety area are discussed.     

On value and culture

Value stands for the significance of things, and concepts of value are ideas, opinions and attitudes about what kind of things are significant. Studies on the concept of value cannot be separated from culture. Every society has its own distinct culture and concept of value shared by its people. The relationship between concept of value and culture shows that the building of the concept of value must be based on culture. Developing culture, providing excellent products of culture and better humanitarian environment are the premise for people’s possession of the correct concept of value. __________ Translated from Hebei Xuekan 河北学刊 (Hebei Academic Journal), 2005 (1) by Dong Lihe     

Predicting the intensity of losses vs. non-gains and non-losses vs. gains in judging fairness and value: A test of the loss aversion explanation

Three studies examined the predictions that in the context of evaluation of fairness and concessions in negotiations, losses would be perceived as more intensely negative than non-gains, and that non-losses would be perceived as more positive than gains. Extant studies tested only the first of these predictions. These predictions derive from the principle of loss aversion (LA), according to which losses are experienced more intensely than gains of similar objective magnitude. In this view, losses and non-losses are measured against the steep loss part of the value curve, whereas gains and non-gains are measured against the shallow part of the value curve. Our studies replicated extant studies in confirming the first prediction but failed to confirm the second prediction. Specifically, opposite to the prediction of LA, gains were perceived as more intensely positive than non-losses. It seems, therefore, that LA is not a sufficient explanation of why losses are perceived as more averse than gains. Feature positive and regulatory focus effects are discussed as additional potential contributors to the phenomenon.     

Perceptions of the utility of personality assessment for personnel selection in the South African context: An exploratory study

This study explored South African industrial psychologists’ perceptions of the utility of personality assessment for personnel selection. Eleven industrial psychologists (2 male, 9 female) from the Johannesburg area, South Africa were the participants. They participated in semi-structured interviews exploring their understanding of the place of personality assessment in personnel selection within organisational settings in South Africa and the common practices employed. Thematic analysis was used to analyse the data. Four dominant themes emerged from the data: person-environment fit; specific uses of personality tests; commonly used tests and validity and ethical concerns. Based on the findings, personality assessment use in South African industry settings appears multi-layered and consistently evolving.     

The utility of verbal and behavioral assessments of value.

Subjects lived in a laboratory apartment for up to 30 days, engaging in ordinary activities such as reading, sewing, and artwork. The amount of time devoted to each activity was recorded and compared with periodic verbal ratings of the amount of time devoted to the activities. The verbal and observational assessments of the time distribution were very similar, but there were some discrepancies. Based on self-reports and on observation of time actually devoted to the activities, contingencies were arranged in which time devoted to one activity produced time available for a second activity. When the contingency relation was based on behavioral assessment, predictions of time redistribution were more accurate than when the relations were based on verbal assessment. The close correspondence between observed distributions of time and verbally assessed distributions was probably due to the well-specified situation and rigorous assessment methods. Contrary to some cognitive-behavioral accounts, the contingency results suggest that verbal assessment is not necessarily preferable to observation when the two make discrepant predictions. It is suggested that verbal reports might be used more often in behavior analysis in place of lengthy or difficult observations, and attention is drawn to a personality model that parallels important components of behavior analysis.     

结构方程模型常用拟合指数检验的实质

拟合指数检验是评价结构方程模型(SEM)的重要环节。从协方差结构分析的角度将SEM与传统的回归模型比较,容易理解为什么SEM需要拟合指数。揭示了目前几种流行的拟合指数检验的实质:基于卡方的绝对拟合指数(如RMSEA)检验的实质是重新设定卡方检验的显著性水平(不同于通常的.05),相对拟合指数(如NNFI和CFI)检验的实质是基于虚模型设定均方(卡方与自由度之比)降低到的比例;在NNFI大于临界值后,报告和检验CFI是不必要的。根据研究结果提出了一些方便实用的拟合检验建议。     

Everyday value conflicts and integrative complexity of thought

This study examined the value pluralism model in everyday value conflicts, and the effect of issue context on complexity of thought. According to the cognitive manager model we hypothesized that respondents would obtain a higher level of integrative complexity on personal issues that on professional and general issues. We also explored the relations of integrative complexity to value priorities, measured by the Schwartz Value Survey, and to emotional empathy. The value pluralism model was not supported by the data collected from 126 university students from social science, business and technology. The cognitive manager model was partially confirmed by data from females but not from males. Concerning value priorities, more complex respondents had higher regard for self-transcendence values, and less complex respondents for self-enhancement values Emotional empathy was also significantly related to complexity score.     

人-组织匹配研究的新进展

本文概述了国外关于人-组织匹配研究的最新发展。人-组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之问的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才。而且也有利于提高员工工作绩效和满意感。     

检验的临界值：真伪差距多大才能辨别？ ——评《不同条件下拟合指数的表现及临界值的选择》

Hu和Bentler（1998,1999）通过模拟研究推荐结构方程模型拟合指数临界值后,受到不少批评和质疑。此后有关拟合指数的研究重点不再是推出新的临界值标准。郭庆科等人的文章《不同条件下拟合指数的表现及临界值的选择》,仿照Hu和Bentler的做法,通过模拟研究推荐新的拟合指数临界值标准。本文旨在揭示这种做法的错误所在。用简单的Z检验,说明检验的临界值是不能通过模拟研究确定的。通过将一个特定真模型的众多错误模型分类,说明结构方程分析中真模型与错误模型差距的多样性,无法通过模拟一对真伪模型来代表。讨论了统计检验的本质和确定临界值的逻辑,还谈到应当从哪些角度检验和评价结构方程模型     

个人—组织匹配的研究现状与展望

个人—组织匹配主要探讨个人和组织之间的相容性以及实现这种相容性的前提和结果。个人与组织可能以附助或补偿的方式形成匹配。尽管在操作指标的选择上,研究者们没有达成共识,但他们的研究结论都同样体现了个人—组织匹配在员工的组织进入、工作态度、离职意向、工作压力、亲社会行为、工作绩效和组织文化培训等方面的管理价值。展望该领域的进一步研究,自我报告的研究方法以及高水平匹配的益处是令人质疑的,匹配的评估指标也亟待明确。     

论病历资料的法律价值

从法律价值角度,探讨病历资料具有的外在价值、内在价值及法治价值,病历资料作为证据法中的书证,能够证明客观事实的内在品质和其外在的证明作用、法治功能,在司法证明活动和处理医疗纠纷中发挥着重要作用,旨在提高人们对病历资料证据的认识,规范病历资料的书写、归档、保存和利用,促进司法证明和医疗服务质量的提高。     

Rethinking value elicitation for personal consequential decisions

The application of multiattribute decision analysis to personal consequential decision problems can be unhelpful particularly where the analysis fails to help the decision maker to discover new values, or where the decision maker is unable to visualize the experience that may result from choosing a particular course of action. We concur with James March that values are best discovered by the act of choosing and experimenting but acknowledge that the act of choice can lead to irreversible consequences. Both of these problems suggest that techniques which assist the decision maker to envisage the consequences of choice need to be developed and incorporated into the modelling process. We suggest some forms that these techniques might take. Copyright © 1999 John Wiley & Sons, Ltd.     

Heightened interpersonal security diminishes the monetary value of possessions

People may value their possessions, in part, because ownership of goods promotes feelings of security. If so, increasing their sense of security should reduce the value they place on possessions. In two studies we tested this prediction. In Study 1, participants who were assigned randomly to write about an instance of receiving social support placed less monetary value on a blanket they owned relative to participants who were assigned randomly to write about a pleasant restaurant experience. In Study 2, participants who were unobtrusively primed with security-related words placed less monetary value on a pen they just received relative to participants who were primed with positive or neutral words. Results suggest that enhancing interpersonal security reduces valuing possessions.     

Face value: testing the utility of contextual face cues for face recognition

The presence of multiple faces during a crime may provide a naturally-occurring contextual cue to support eyewitness recognition for those faces later. Across two experiments, we sought to investigate mechanisms underlying previously-reported cued recognition effects, and to determine whether such effects extended to encoding conditions involving more than two faces. Participants studied sets of individual faces, pairs of faces, or groups of four faces. At test, participants in the single-face condition were tested only on those individual faces without cues. Participants in the two and four-face conditions were tested using no cues, correct cues (a face previously studied with the target test face), or incorrect cues (a never-before-seen face). In Experiment 2, associative encoding was promoted by a rating task. Neither hit rates nor false-alarm rates were significantly affected by cue type or face encoding condition in Experiment 1, but cuing of any kind (correct or incorrect) in Experiment 2 appeared to provide a protective buffer to reduce false-alarm rates through a less liberal response bias. Results provide some evidence that cued recognition techniques could be useful to reduce false recognition, but only when associative encoding is strong.     

The role of utility value in achievement behavior: the importance of culture

Two studies tested how participants' responses to utility value interventions and subsequent interest in a math technique vary by culture (Westerners vs. East Asians) and levels of initial math interest. Participants in Study 1 were provided with information about the utility value of the technique or not. The manipulation was particularly effective for East Asian learners with initially lower math interest, who showed more interest in the technique relative to low-interest Westerners. Study 2 compared the effects of two types of utility value (proximal or distal) and examined the effects on interest, effort, performance, and process variables. Whereas East Asian participants reaped the most motivational benefits from a distal value manipulation, Westerners benefited the most from a proximal value manipulation. These findings have implications for how to promote motivation for learners with different cultural backgrounds and interests.     

Cross‐cultural evidence of value structures and priorities in childhood

We broaden the developmental focus of the theory of universals in basic human values (Schwartz, 1992, Advances in Experimental Social Psychology) by presenting supportive evidence on children's values from six countries: Germany, Italy, Poland, Bulgaria, the United States, and New Zealand. 3,088 7–11‐year‐old children completed the Picture‐Based Value Survey for Children (PBVS‐C, Döring et al., 2010, J. Pers. Assess., 92, 439). Grade 5 children also completed the Portrait Values Questionnaire (PVQ, Schwartz, 2003, A proposal for measuring value orientations across nations. Chapter 7 in the Questionnaire Development Package of the European Social Survey). Findings reveal that the broad value structures, sex differences in value priorities and pan‐cultural value hierarchies typical of adults have already taken form at this early age. We discuss the conceptual implications of these findings for the new field of children's basic values by embedding them in the recent developmental literature.