JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.     

THE ROLE OF SELF-ESTEEM IN COMPETITIVE CHOICE BEHAVIOR1

Le rôle de L'estime de soi dans les choix compétitifs — Un programme transnational de recherche sur les déterminants des processus de décision s'est concentré dans une première phase sur la relation entre L'estime de soi et le comportement compétitif dans un jeu de type « Dilemme du prisonnier ». Des étudiants américains, chez lesquels une grande estime de soi avait été induite, firent davantage de choix compétitifs que les sujets chez lesquels on avait induit une faible estime de soi. Une des deux expériences avec des étudiants français a reproduit les mêmes résultats, alors que des expériences avec des sujets italiens ont produit des résultats inverses. Différentes interprétations théoriques des résultats sont proposées et critiquées.     

ROLE PERCEPTIONS IN PERU1

Perception des râles au Pérou. — Le Différentiateur de Rôle (RD) a été utilisé pour étudier comment les Péruviens (N = 161) perçoivent les rôles. Les analyses factorielles font apparaître cinq facteurs de comportement identiques pour chacune des deux formes de l'instrument qui ont été utilisées. Une analyse factorielle (two-mode factor analysis) à 6 types de sujets pour chacune des deux formes, mais il n'y a pas de différences majeures dans les structures de réponses par rapport aux facteurs de comportement. Les échantillons sont supposés provenir de la même population. Les résultats sont cohérents avec l'hypothèse selon laquelle des normes de conduite clairement définies sont liées aux différences dans le statut social des paires de rôles qui reflètent le caractère hiérarchique de la société. l'hypothèse d'une invariance interculturelle de la structure factorielle des normes de conduite est confirmée. Les AA. résument brièvement les différences essentielles qui apparaissent dans la perception des rôles chez les Américains, les Grecs et les Péruviens.     

THE ROLE OF THE PRESS IN DETERMINING VOTER REACTIONS TO PRESIDENTIAL PRIMARIES1

A conceptual scheme has been presented to examine media influence during the presidential primary season. The scheme, a byproduct of research on the role of the press in setting the public issue agenda, allows for an examination of media effects on what has been labeled the cognitive components of candidate image. Data from a longitudinal study conducted in upstate New York in the spring of 1976 are used to empirically test the conceptual framework. The data are interpreted to indicate that indeed there is a great deal of flux in certain aspects of public opinion during the presidential primary season. The media are seen as partial determinants of that flux.     

THE ROLE OF COMMUNICATION IN BARGAINING

This essay classifies, reviews, and critiques the current literature on the role of communication in the bargaining process. As such, it provides an up-to-date review of the research findings within four areas: communication opportunity, information exchange, message strategies, and categories of interaction. These areas illustrate three different perspectives of communication: the mechanistic, the psychological, and the pragmatic views. Integration of this literature reveals that bargaining interaction differs from group problem solving in the types of messages used and in the evolution of bargaining stages, and that communication patterns distinguish between the initial and the latter stages of bargaining.     

THE ROLE OF LOCUS OF CONTROL IN LEADER INFLUENCE BEHAVIOR1

This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed.     

THE ROLE OF FEEDBACK IN VOLUNTARY CONTROL OF BLOOD PRESSURE IN INSTRUCTED SUBJECTS1

Forty normal male volunteers were randomly assigned to one of four experimental conditions and instructed to raise and lower their systolic blood pressure. Subjects received either beat-to-beat feedback contingent on pressure changes, noncontingent beat-to-beat feedback, noncontingent feedback presented randomly with respect to the occurrence of each heart beat, or instructions alone. The order of increase and decrease trial blocks was counterbalanced across groups. Subjects receiving contingent feedback were monetarily rewarded for appropriate pressure changes. Subjects receiving noncontingent feedback received rewards and feedback equal to the mean received by the contingent group. Subjects in the instructions-only condition were also paid this bonus but were informed of their earnings only at the conclusion of the experiment. Results indicated that in the presence of instructions, feedback, whether contingent or noncontingent, added little to subjects' ability to control pressure during a single session. Theoretical and clinical implications are discussed.     

心理学为提高企业素质服务

心理学为社会主义建设服务,这是当前的一项重要任务。为发展生产、改进经营管理服务则是我们近年来探索的一个重点。因为管理的改革十分需要心理学工作者参加解决与人的因素有关的问题。在现代管理学中行为科学起着日益为人重视的作用。 提高企业素质是当前我国管理研究中的一个中心课题。邓小平同志说,从“六五”计     

輻合在大小知觉恒常性中的作用

問題 謝切諾夫在很早以前便提出知觉是反射活动的观点,并且強調了网膜视象和眼肌的紧张在大小知觉中的作用。他說:“网膜中映象的实际大小和使眼睛适应远近距离的肌肉的紧张程度,是对用一只眼睛看的各种对象的大小的真正表象的基础。謝切諾夫的这种天才思想,为知觉的反射活动的研究提供了基础。继謝切諾夫之后,巴甫洛夫进一步把大小知觉看作是网膜視象、眼肌运动的刺激組合与物体的触觉刺激經过多次联系所形