EFFECTS OF ETHNICITY,ACCENT, AND JOB STATUS ON SELECTION DECISIONS

The present study investigated the effects of ethnicity, accent, and job status in the selection interview. Two hundred and ten student subjects viewed simulated, videotaped selection interviews in which applicant ethnicity, applicant accent, and job status were manipulated in a completely crossed 3 × 2 × 2 factorial design. Two sets of ratings were obtained, selection decision ratings of the job applicant, and subjective importance ratings based on the previous selection decisions. Significant main effects were obtained for ethnicity and job status in selection decision as predicted. Contrary to predictions however, the main effect for accent was not found significant. Further analysis of the importance ratings indicated a significant main effect for accent, but not for ethnicity. These findings indicated that applicant ethnicity and job status were important in selection interview decision and accent was not. Contrary to this however, subjects considered that accent was important in their selection decision ratings, while ethnicity was not.     

EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.     

STRUCTURE AND CONTENT OF GENDER STEREOTYPES: EFFECTS OF SOMATIC APPEARANCE AND TRAIT INFORMATION

Two components of gender stereotypes were examined in order to determine their influence on judgments of gender–related characteristics. Male and female subjects were presented with photographs of female stimulus persons who differed in somatic appearance and were given information about traits. Subjects were asked to estimate the probability that the stimulus person possessed other gender–related traits and engaged in gender–related behaviors. Results provide support for a multiple–component construction of stereotypes, with physical appearance being the most potent component. An unfavorable image of low attractive women was also indicated.     

SEX EFFECTS IN CONVERSATIONAL INTERACTION: ANOTHER LOOK AT MALE DOMINANCE

The present study represents a contemporary test of traditional assumptions about sex effects in social interaction. An experiment was conducted to assess the independent and interactive effects of communicator sex, listener sex, and interpersonal distance on temporal measures of conversational interaction. Results demonstrated that the average duration of speech acts was significantly longer for females than for males; that communicators, regardless of sex, speak for a greater proportion of the total conversation when the listener is female as opposed to male; and that within the sex-same male dyads, far interpersonal distance is associated with significantly greater simultaneous speech when compared to the near condition. Results are interpreted as refutation for traditional notions of male dominance.     

THE EFFECTS OF WIVES' EMPLOYMENT ON HUSBANDS' JOB AND LIFE SATISFACTION

Previous research has established that wives' employment has a negative effect on the mental health of husbands. This result is not yet well understood. Analyzing survey data from a national sample of workers, this study focuses on the work domain to investigate this result further. Findings reveal that wives' employment has negative effects on husbands' job and life satisfaction. These results suggest that the overall negative mental health effect may derive, in part, from the occupational domain.     

THE EFFECTS OF SELF-REGULATORY COPING ORIENTATION ON NEWCOMER ADJUSTMENT AND JOB SURVIVAL

In a field experiment new hires to entry-level service jobs were randomly assigned to either a comparison group, which received information warning of negative aspects of the job and information about specific coping behaviors, or to an experimental group, which received the same information as the comparison group, plus training in cognitive restructuring and positive self-talk, and statements to bolster self-efficacy. It was expected that the experimental group would exhibit less turnover and report higher levels of supportiveness, satisfaction, and commitment and less anxiety than the Comparison Group. However, the experimental group exhibited more early turnover. The coping information provided to the Experimental Group increased perceptions of negative job information, and such perceptions may have resulted in a self-selection effect. Of those remaining at 4 weeks, those from the experimental group were significantly more likely to report intentions to remain for a year or longer, and to report greater job satisfaction.     

THE PERCEPTUAL THEORY OF PAIN: ANOTHER LOOK

The essential logical deficiency of the perceptual theory of pain, as I tried to show in my paper,¹ is that feeling pain cannot be perceiving anything. The conceptual framework that would make it possible for us to understand "feel" in this use to be a perception concept does not exist. The concept of a glimpse, which George Pitcher relies upon to supply this framework,²cannot begin to do so because it is a secondary perception concept entirely dependent upon that of seeing. This primary concept of visual perception is tied up with actions and supporting concepts like looking, glancing, gazing, glimpsing, watching, and the like. These are different ways in which one's visual perceiving may be characterized. Without the primary concept and the actions connected with it, there would be nothing to characterize. The word "feel" in contexts involving pain is not a perception concept and efforts to make it one are doomed to fail. The supporting actions and concepts do not exist.     

THE EFFECTS OF SEQUENTIAL PICTORIAL CUES,SELF-RECORDING,AND PRAISE ON THE JOB TASK SEQUENCING OF RETARDED ADULTS

The present study investigated the effects of a self-recording procedure using sequentially organized picture cues on independent task changes of four mentally retarded adults. Independent task changes were identified as the beginning of new tasks without directives or instruction. In addition to investigating treatment effects, the long-term maintenance of the task-change behavior was measured. During self-recording and picture-cue training, the subjects completed an increased proportion of independent task changes, and this behavior was maintained for more than 10 wk following removal of the training procedures. Self-recording using picture cues was shown to be an effective procedure for teaching mentally retarded adults to function more independently in a job setting.     

EFFECTS OF HANDICAP AND JOB CHARACTERISTICS ON SELECTION EVALUATIONS

An experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants. The applicant was either an amputee, an epileptic, or "normal." The job either involved public contact or it did not; and, it either involved supervisory responsibilities or it did not. Generally, handicapped applicants were evaluated no differently than normal applicants. Epileptic applicants, however, were expected to establish better relationships with clients and customers as well as with other employees than were normal applicants. Further, amputees were offered a smaller salary than normals. Implications for future research and unfair discrimination are discussed.     

知识类别和特点对内隐序列学习的影响

用序列学习中的反应时和错误个数间接测量被试的内隐知识,用再认成绩和预测成绩直接测量被试的外显知识,通过倒转不同的规则探讨了知识类别和特点对内隐序列学习的影响。结果表明：(1)内隐学习和外显学习可能分别依赖于两个独立的学习系统,且互不干扰;(2)当内隐序列学习既包含运动知识又包含概念知识时,知识类别和特点影响被试对序列知识的获得,被试较易获得运动知识;(3)在内隐序列学习中练习的数量也影响被试对序列知识的获得,序列学习是一个动态的过程。     

GENDER, JOB AND FAMILY CONDITIONS, AND PSYCHOLOGICAL SYMPTOMS

This study examined the hypothesis that gender differences in psycho-logical distress are mediated by job and family role conditions. Previous research has failed to directly test such mediational hypotheses but rather has inferred effects of role conditions from simple role-occupancy variables. The sample consisted of full-time employed married respondents including 161 women with full-time employed spouses, 142 men with nonemployed spouses, and 126 men with full-time employed spouses. Although the sample reported low psychological symptomatology overall, the women in dual-earner families reported more psychological symptomatology than did either group of men. Hierarchical regression equations indicated that work and family conditions fully attenuated this gender differential. Women in dual-earner families also reported less job enrichment, less time at work, and more household labor inequity than did either group of men. They also reported more childcare difficulty than did men with nonemployed spouses. Work-family interference predicted psychological symptomatology and partially accounted for its relationship with some job and family conditions. We discuss processes through which gender affects psychological distress.     

EFFECTS OF HIGHER ORDER NEED STRENGTH ON THE JOB PERFORMANCE–JOB SATISFACTION RELATIONSHIP

This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non-supervisory employees in a large retail-drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

A MODERN LOOK AT THE ORIGIN OF THE UNIVERSE

Abstract. In what follows, I review the modern theory of the origin of the universe as astronomers and physicists are coming to understand it during the last decades of the twentieth century. An unexpected discovery of this study is that the story of "cosmogenesis" cannot be completely told unless we understand the fundamental nature of matter, space, and time. In the context of modern cosmology space has become not only the bedrock (so to speak) of our physical existence, it may yield a fuller understanding of the universe itself.     

A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.