AN EXPLORATORY EXAMINATION OF PERSON-ORGANIZATION FIT: ORGANIZATIONAL GOAL CONGRUENCE

Relationships between organization members'agreement on organizational goats and their attitudes and intentions regarding the organization were investigated in this study. A constituency approach was used to operationalize the organization into meaningful units as the basis for comparison between organizational members. Specifically, the congruence between hierarchical levels (supervisor-subordinate) and within a level (member-constituency) was examined. Both types of congruence were hypothesized to relate positively to job satisfaction and organizational commitment and negatively to intention to quit. The hypotheses were tested using data from 356 principals and 14,721 teachers, each rating the importance of goals for their school. The results confirmed the hypotheses regarding goal congruence among members of a constituency (teachers) and between hierarchical levels (principals and teachers), with member-constituency congruence having the greater impact on teachers'attitudes and intention to quit.     

SOCIALIZATION TACTICS AND PERSON-ORGANIZATION FIT

We examined how firms' socialization tactics help establish person-organization fit between newcomers and organizations. We used a 3-wave longitudinal design that followed individuals over 2 years: we distributed the first survey before their job search began and the last survey 18 months after their college graduation. Results indicated that newcomers' subjective fit perceptions, as well as changes in their values, were associated with two types of socialization tactics: content (i.e., tactics that are sequential and fixed vs. variable and random) and social aspects (i.e., tactics that emphasize serial and investiture processes rather than disjunctive and divestiture processes). The context dimension of socialization tactics, where socialization is collective and formal (vs. individualized and informal) , was not related to P-O fit in this study.     

PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT

Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person-job (P-J) and person-organization (P-O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P-J fit, and values and personality traits more often to assess P-O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P-J and P-O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P-J and P-O fit during early interviews.     

PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON-ORGANIZATION FIT PERSPECTIVE

The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers, that these pay systems would affect applicant attraction to organizations, and that different types of job seekers would be attracted to different types of pay systems. The sample comprised 171 college students who were seeking jobs during the study, and who represented six majors, three degree types, and two degree levels. Experimental policy-capturing results and results obtained about actual companies with which the job seekers would potentially interview supported hypotheses that organizations perceived to offer high pay levels, flexible benefits, individual-based pay, and fixed pay policies were more attractive to job seekers. Results further suggested that the attractiveness of these pay policies may be heightened by greater levels of fit between individual personality traits and compensation system characteristics.     

PERSON-ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES

This study examined the effects of two measures of fit on newcomers' commitment and turnover intentions, P-O fit and P-P fit. Newcomers preferences for organizational cultures were compared with supervisors' and peers' perceptions of organizational culture (P-O fit) and with their preferences for organizational culture (P-P fit). The supervisors and peers that were involved had been the newcomer's recruiters during the selection procedure and they had hired the newcomer. Subjects' culture preferences and perceptions yielded two dimensions of organizational culture: concern for people and concern for goal accomplishment. Results revealed that newcomers' concern for people P-P fit with their supervisor was related to organizational commitment and turnover intentions. P-O fit measures for both dimensions of organizational culture were not related to newcomer affective outcomes.     

AN EMPIRICAL ANALYSIS OF MEASUREMENT EQUIVALENCE WITH THE INDCOL MEASURE OF INDIVIDUALISM AND COLLECTIVISM: IMPLICATIONS FOR VALID CROSS-CULTURAL INFERENCE

The INDCOL measure of individualism and collectivism ( Singelis et al., 1995 ) has been used increasingly to test complex cross-cultural hypotheses. However, sample differences in translation, culture, organization, and response context might threaten the validity of cross-cultural inferences. We systematically explored the robustness of the INDCOL, for various statistical uses, in the face of those 4 threats. An analysis of measurement equivalence using multigroup mean and covariance structure analysis compared samples of INDCOL data from the United States, Singapore, and Korea. The INDCOL was robust with regard to the interpretability of correlations, whereas differences in culture and translation pose an important potential threat to the interpretability of mean-level analyses. Recommendations regarding the interpretation of the INDCOL and issues in the analysis of measurement equivalence in cross-cultural research are discussed.     

FORMATIVE EVALUATION: AN INTEGRATIVE PRACTICE MODEL AND CASE STUDY

Training evaluation research and practice has been dominated by a focus on outcomes of completed training programs, or on methods used to assess these outcomes. This focus has largely neglected formative evaluation, which involves evaluating training during design and development. The purpose of this paper is to review existing models of formative evaluation and suggest an integrative practice model that is specifically targeted at improving training delivered in work organizations.     

工作倦怠的测量及其干预研究综述

工作倦怠不仅会给组织和家庭带来消极的影响,而且会严重损害个体的身心健康,因而有必要采取措施进行干预。文章首先描述工作倦怠的定义,接着对其测量进行介绍,然后在此基础上分析其相关的影响因素,并指出如何实现有效的干预,最后对研究的热点进行了展望。     

SOCIOBIOLOGY AND ITS THEOLOGICAL IMPLICATIONS

Abstract. The broad character of the arguments used by sociobiologists is assessed, particularly in relation to criticisms coming from anthropology. The implications of sociobiology for theology are developed with respect to the general impact of evolutionary ideas, the reductionist assumptions of sociobiologists, whether or not "survival" can be a value, and more holistic accounts of the physical and biological grounding of the mental and spiritual lives of human beings.     

SENIORITY: A REVIEW OF ITS LEGAL AND SCIENTIFIC STANDING

Though an important and widespread industrial relations concept, seniority has been a neglected subject of study by behavioral scientists. The purpose of this paper is to emphasize the importance of the topic by reviewing seniority's legal status in the management of human resources. Further, while there is little research on seniority per se, conjecture and empirical study on the concept's salient behavioral dimensions, viz., tenure and reward, were reviewed. Suggestions were offered for the methodological and theoretical aspects of future research on seniority.     

CONCEPTUALIZATIONS OF WORK,FAMILY AND LEISURE BY MANAGERS OF INFORMATION TECHNOLOGY*

This study analysed the way 20 managers in the information technology industry in Australia viewed their lives, and identified two dimensions of central importance cutting across the work, family and leisure spheres encompassed by them. One dimension was positively loaded towards activities which were challenging, creative and under the individual's control. These activities were enjoyable, and included examples such as consulting with clients, creating new business, and communicating and dealing with others, whether at work or at home. The opposite pole of this dimension involved activities such as completing paperwork, general administration, doing the shopping, and disciplining the children. Such activities were seen as necessary, routine or stressful, and were generally disliked. The other dimension dealt with activities which, at one pole, were emotionally involving or involved moral standards, and included examples such as attending meetings, doing things as a family, and settling disputes, either at work or at home. At the other pole were activities which were usually done alone and involved no sense of social or moral obligation. Leisure activities typically fell into this category. The results indicated that these managers generally pursued a lifestyle which was seen to be non-stressful, and one valued for the challenge, enjoyment, freedom of choice and personal control which it offered.     

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.     

计算的脑科学研究及其对数学教育的启示

脑科学研究发现,简单心算主要涉及算术事实的提取,依赖于左半球的语言中枢,而复杂心算激活了左侧顶—额叶网络和双侧颞下回,与视觉空间表征和视觉表象加工有关;精算主要激活左额叶下部区域,而估算激活了两半球更大的区域。在计算过程中所激活的脑区受年龄发展与个体差异以及训练的影响。研究对有效地促进儿童计算能力的发展提供了重要启示。     

THE MEASUREMENT OF TRUST AND ITS RELATIONSHIP TO SELF-DISCLOSURE

This study examined the relationship of trust to self-disclosure. A measure of individualized trust was developed and used in conjunction with a multidimensional measure of disclosure to reassess the relationship between the two. A modest, linear relationship between individualized trust and various dimensions of self-disclosure was discovered. Moreover, a higher level of trust (as opposed to lesser trust as well as distrust) was found to be associated with more consciously intended disclosure and a greater amount of disclosure.     

SMOKING AND SELF-CONCEPT IN YOUNG ADULTS: AN IDIOGRAPHIC METHOD OF MEASUREMENT

An idiographic repertory grid method of measuring self-concept was used in a nomothetic design to study the relation between smoking behavior and four components of self-concept: real self, ideal self, social self, and ideal social self. Personal constructs were elicited from 32 smoker and 32 nonsmoker male and female college students. Differences between smokers and nonsmokers on all four components of self-concept supported the criterion-related validity of the measures. Implications were discussed for the assessment method and clinical practice.     

A CRITIQUE OF LEADER MATCH AND ITS IMPLICATIONS FOR LEADERSHIP RESEARCH

It is argued that Fiedler and Mahar's (1979a) conclusion that Leader Match is a promising method for improving leadership effectiveness is unjustified. The core assumption of Leader Match is that congruence between leaders' LPC score and their situations accounts for a major proportion of the variance in group performance. This assumption does not seem sustainable in view of what we currently know about the determinants of group performance, and furthermore it has not been demonstrated by research using the Contingency model. Contingency model research has shown only that leadership style may affect productivity when a number of other structural/situational variables are controlled for. A brief review of empirical research using Leader Match indicates that evidence for the model is unconvincing because of the serious problem of identifying appropriate criteria of leader effectiveness and the prevalence of a number of alternative explanations for the results of many of the studies. The implications of this critique for leadership research in general are then considered.     

发展性阅读障碍语音缺陷的脑科学研究及对阅读教学的启示

阅读障碍语音缺陷是阅读障碍的关键原因之一。脑科学研究发现,拼音文字系统中阅读障碍者在语音加工的神经机制上存在缺陷,相关脑区包括颞—顶—枕联合区和额下回;而汉语阅读障碍者语音加工时,激活的脑区和拼音文字系统阅读障碍者激活的脑区不同,涉及左额中回和右脑一些皮层。基于此,提出了相应的阅读教学建议。