Behavioral skills training in scent detection research: Interactions between trainer and animal behavior

Animal trainers working in scent detection programs are responsible for arranging training contingencies as well as for observing and recording animal behavior. We provided behavioral skills training (BST) to animal trainers working with scent detection rats to improve the treatment integrity of scent‐detection research sessions. We evaluated the trainers' behavior at baseline and during the sequential introduction of each component of BST (instructions, modeling, and feedback). We observed incremental improvements in treatment integrity with the introduction of each BST component. Posttraining probes revealed that these improvements were sustained at least 3 weeks post‐BST. As the trainers' behavior was modified during BST, we observed decrements in measures of rat performance. We discuss the nature of these interactions and their implications for the use of BST in scent detection research and in situations in which intervention with one party produces concomitant effects on the behavior of another.     

Supervisors’ Ethical Leadership and Employee Job Satisfaction: A Social Cognitive Perspective

Although several studies explored the relationship between supervisors’ ethical leadership and employee job satisfaction, little information is available on this relationship in the Chinese context. We propose that moral cognition is an essential process in the relationship between supervisor’s ethical leadership and employee subjective well-being. The present study, through the lens of the social cognitive theory, examined the relationship between supervisors’ ethical leadership and employee job satisfaction, as well as the employee moral-cognitive processes between them. Based on 371 employees in a Chinese enterprise, the present study employed structural equation modeling to examine the hypothesized research model. The results confirmed that supervisors’ ethical leadership was positively related to employee moral awareness, moral identity and job satisfaction, respectively. Moreover, employee moral awareness and moral identity partially mediated the relationship between supervisors’ ethical leadership and employee job satisfaction. The theoretical and managerial implications were further discussed.     

A sustained analysis of the behaviors of schooling

Educationally significant behaviors of students, teachers, and supervisors were directly assessed daily for a fiscal year in a residential school in which the results of behavior analysis research are applied to all levels of schooling. The variables assessed included those found to be concomitantly related to effective schooling as determined by the educational research literature, and functionally related to effective teaching as determined by the literature of behavior analysis. Weekly summaries of the following variables were analyzed for each of two daily shifts of teachers and supervisors: (a) number of trials presented and correct number of trials, (b) number of instructional sessions conducted, (c) number of learning objectives achieved, (d) percentage correct in each of three curricular areas, (e) weekly teacher observation scores, and (f) the total and rate per hour of supervisors' task accomplishments. There were strong positive correlations between: (a) instructional sessions and learning objectives, (b) teachers use of behavioral techniques in weekly observations by supervisors and students' achievement, (c) number of supervisor tasks completed and number of instructional sessions conducted by teachers, (d) number of teacher observations by supervisors and teachers' performance during observations, and (e) number of student objectives attained and number of tasks completed by supervisors. The assessment is the most comprehensive and sustained analysis of the daily behaviors of schooling. The relationships found between students and teacher behaviors replicate the effects of numerous experiments but do so in a total school setting. The relationships found between supervisor and student behavior have not been demonstrated in prior research. There is a need for similar school wide assessments in other types of schools to determine the generality of the relationships obtained in the present article.     

Stages of Change in Physical Exercise and Social Support: An Integrated Socio‐Psycho‐Economic Approach

The present research attempts to integrate behavioral and social science theories (e.g., theory of reasoned action, social cognitive theory, transtheoretical model) in assessing the effect and sources of social support of persons in various stages of physical exercise. Using multinomial regression to analyze the data collected via interviews from a sample of over 1,500 working adults in Jamaica, strong statistical support was found for the role of social support in initiating and maintaining exercise. The importance of various providers depends on the individual's stage of behavioral change. Health workers, relatives, and friends are important during early stages; while friends and physical trainers are important during later stages. Other results, limitations, and suggestions for future research are discussed.     

Effects of Organizational Perspective on Implicit Trait Policies About Correctional Officers' Job Performance

This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings.     

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.     

Self-esteem and job complexity as moderators of performance and satisfaction

Self-esteem and job complexity were investigated as moderators of self, supervisor, and peer ratings of performance and satisfaction with work, supervisors, and peers testing balance and activation theories. One hundred and fifty-three registered nurses served as subjects. Measured self-esteem was not significantly related to the performance or satisfaction measures. Rather, the important variable was perceived job complexity as predicted by Scott's activation theory. Self-ratings of performance and satisfaction with work and peers were greatest at optimal complexity with lower values at high and low complexity. Some support was found for self-esteem as a moderator of the relationship between performance and satisfaction measures in line with Korman's formulations.     

Dependency,Imitation Learning,and the Process of Identification

Social learning theory posits a relationship between dependency and imitation learning. Since the previous findings regarding this postulate were inconclusive, a study to clarify the relationship between dependency and imitation learning was implemented with use of 73 preschool children. Instrumental dependency and emotional dependency were measured by a naturalistic behavioral observation technique. Purposive and incidental imitation learning were taught by modeling procedures. The children's degree of emotional dependency was found related to their propensity to imitate the model's irrelevant behavior (i.e., incidental learning). While the nature of the postulated relationship remained unclear, the results suggested that sex and age were influential factors.     

Predictors of effective formal mentoring: Is the mentor’s commitment all that matters?

The present research explores how the intersection of motivation and ability contributes to mentoring success. Extending the motivation-aptitude model of performance to mentoring effectiveness and building on socioanalytic theory, we examined whether mentor commitment and other mentor attributes impacted supervisors’ evaluation of mentors’ effectiveness. Using self-report and third-party rating data from a sample of 102 mentors and 14 supervisors from a multinational organization, support was found for our hypotheses. Consistent with our theorizing about the importance of supplementing mentor commitment with important aptitudes, the results of the multilevel analyses showed that mentor commitment did not translate to mentoring effectiveness as rated by one’s supervisor when mentors lacked getting along (i.e., self-monitoring and political skill) or getting ahead (learning goal orientation and strategic outlook) attributes.     

Effects of Job Redesign: A Field Experiment1

A telephone company project to redesign the job of directory assistance operator was: studied in order to determine the effects on workers of “job enrichment” programs. The change increased the amount of variety and the decisionmaking autonomy in the operator's job. However, no change in work motivation, job involvement, or growth need satisfaction occurred as a result of the changes; instead, the changes had a significant negative impact on interpersonal relationships. After the changes, the older employees reported less satisfaction with the quality of their interpersonal relationships, and those supervisors whose jobs were affected by the changes reported less job security and reduced interpersonal satisfaction. Implications of these findings for the theory of job redesign proposed by Hackman and Lawler (1971) are discussed.     

Effects of Self‐Deceptive Enhancement on Personality–Job Performance Relationships

Theoretical and empirical evidence distinguishes between two types of response distortion: impression management (IM) and self‐deceptive enhancement (SDE), although most research in Industrial/Organizational Psychology has focused on the effects of IM. The present study compared the effects of IM and SDE on job performance and personality validity. Two‐hundred and sixty‐one managers completed Big Five Personality, SDE, and IM measures. The managers' supervisors, peers, and subordinates rated their job performance. In accordance with previous research, accounting for managers' IM scores did not increase prediction of job performance. On the other hand, accounting for SDE did increase prediction. Increased prediction was due to an interaction between Extraversion and SDE, and an increase in the predictive validity of Emotional Stability when SDE was held constant. Results suggested that findings from previous research demonstrating that IM does not affect job performance or personality validity cannot be extended to SDE.     

Cognitive dissonance as a function of self-esteem and logical inconsistency

An experiment was conducted to test the importance of self-esteem in the arousal of cognitive dissonance. Recently, Aronson (1969) suggested that the reason an attitude-discrepant speech can arouse dissonance is that it is an indecent act committed by an individual who likes to think of himself as a good and decent person. Looking at counterattitudinal behavior as a discrepancy with one's self-concept rather than as a logical discrepancy between behavioral and attitudinal cognitions differs from Festinger and Carlsnuth's (1959) original notion In the experiment reported, subjects volunteered to take a personality inventory and received either neutral, very favorable, or very unfavorable feedback In this way, subjects' level of self-esteem was raised or lowered Following this procedure, subjects were induced to record a speech that was known to be discrepant with their private beliefs. They were offered either a small or a large inducement for their statements. It was predicted that, regardless of their level of self-esteem, subjects would manifest the inverse relationship between incentive magnitude and attitude change predicted by dissonance theory The major analysis of the results, and the concomitant internal analysis, generally supported the prediction With one qualification, the results were held to be consistent with Festinger and Carlsmith's version of dissonance arousal and inconsistent with the self-esteem analysis     

The Role of Self-Esteem in the Stress Process: Empirical Results From Job Hunting1

A longitudinal field study of 205 students interviewing for jobs tested self-esteem as a mediator and a moderator in the stress process. Support was found for the mediating role of self-esteem. Perceived success in the job hunt was positively related to self-esteem, and self-esteem was positively related to well-being. The direct relationship between job hunt success and well-being was not significant. Furthermore, no support was found for a moderating effect of the self-esteem variable. The results extend Steele's (1988) theory of self-affirmation.     

The Search for Employment: Motivation to Engage in a Coping Behavior1

The search for employment was examined as coping through engagement in motivated behavior. A model predicting social networking and employer contact behavior was tested with a sample of persons anticipating college graduation. Proposed relations among behavioral antecedents were primarily drawn from Ajzen's (1985) theory of planned behavior, with the addition of cognitively appraised challenge. Structural equations analysis revealed general support for hypothesized relations among attitude, norms, perceived behavioral control, intentions, and behaviors. Cognitively appraised challenge partially mediated the effects of perceived behavioral control on job search intentions. Significant variance in job search attitude was attributed to a valence by outcome expectancy interaction. Findings may be useful in promoting job search efforts, as well as furthering theoretical delineation of the search process.     

A theory‐driven investigation of prospective applicants' intentions to submit video résumés

As a quickly growing trend among job seekers, video résumés represent an area where practice has outpaced research. This study investigated whether the theory of planned behavior (TpB) can be used to understand future job seekers (n = 154) video résumé submission intentions and behaviors. Results supported the TpB model. Attitudes, subjective norms, and perceived behavioral control predicted intentions, which in turn predicted video résumé creation behaviors. Compared with perceived behavioral control, attitudes and subjective norms were more important predictors. As one of the first empirical studies on video résumés, this research breaks important new ground. It also extends what is known about the TpB because it is the first study to use a relative importance analysis to statistically compare the influence of the theory's antecedent constructs.     

They are afraid of the animal, so therefore I am too: Influence of peer modeling on fear beliefs and approach-avoidance behaviors towards animals in typically developing children

This study investigated the effect of filmed peer modeling on fear beliefs and approach–avoidance behaviors towards animals in 8- to 10-year-old typically developing children. Ninety-seven children randomly received either a positive or negative modeling film in which they saw peers interact with a novel animal. Before and after this film, children’s fear beliefs and avoidance tendencies towards the modeled and non-modeled control animal were measured. A behavioral approach task was also administered post-modeling. Following positive peer modeling, children’s fear beliefs and avoidance tendencies towards the modeled but also towards the non-modeled animal decreased significantly. After negative modeling, children’s fear beliefs towards the modeled animal increased significantly, but did not change for the non-modeled animal. Negative modeling did not change avoidance tendencies for the modeled animal, while it decreased children’s avoidance of the non-modeled animal. No significant effects were observed on the behavioral approach task. These results support Rachman’s indirect pathway of modeling/vicarious learning as a plausible mechanism by which children can acquire fears of novel stimuli and stresses the important fear-reducing effects of positive peer modeling. Clinical implications and directions for future research are discussed.     

Influences on Job Search Self-Efficacy of Spouses of Enlisted Military Personnel

In this cross-sectional study we examine antecedents of the job search self-efficacy (JSSE) of 6,411 spouses of enlisted military personnel. Drawing on social cognitive theory, we suggest that individual circumstances either impact an individual's mastery beliefs about job search skills or act as barriers, which can impede job search activity and efficacy through a form of resource drain. Antecedents explored in this analysis represent environmental, behavioral, and personal factors that may be associated with self-efficacy beliefs. Structural equation modeling analysis indicates that mastery mechanisms of current employment status, education level, financial resources, and use of employment assistance programs offered by the military are positively related to JSSE. In addition, family responsibility variables (e.g., number of children and financial resources) operate as barriers to JSSE via childcare conflict's negative relationship with this specific form of self-efficacy. Limitations and future research directions are discussed.     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

THE INTERFACE PROJECT: BEHAVIOR MODELING AS SOCIAL TECHNOLOGY IN SOUTH AFRICA1

The Inter Face Project was a pilot study to improve race relationships between supervisors and employees in South African industry. The ultimate intent of this project was to find a path for more extensive research aimed at improving inter-racial attitudes and behavior in South Africa, especially in work situations. Nevertheless, this project is only a small step in the direction of improved inter-race relationships in that country. Behavior modeling training was the vehicle for attempting to change the behaviors. Several measures were used because it was uncertain how change would be found. However, performance records were incomplete and therefore not useful. A questionnaire and expectation scale did not reveal significant change, possibly because of the small sample size and the reluctance on the part of supervisors to be candid. Structured interviews, however, indicated dramatic improvements in inter-race attitudes and observations for both supervisors and employees. Second post-test improvements (20 weeks after training) were, in fact, even greater than improvements noted at the first post-test (six weeks after training). Before and after training comments by employees and supervisors provided strong evidence of the extent of change that occurred. Several suggestions for follow-up research were outlined.     

Factors Affecting Stayers’ Job Satisfaction in Response to a Coworker Who Departs for a Better Job1

Two studies examined the consequences of turnover, by investigating factors affecting the job satisfaction of people who remain (i. e., stayers) in response to a coworker (i. e., leaver) who departed for a better job. Consistent with Tesser and Campbell's (1983) self-esteem maintenance model, three factors were found to influence the job satisfaction level of stayers: (a) the extent to which they compared their job situation to the leaver's new one, which was negatively related to stayers’ level of satisfaction, (b) the relevance of the leaver to the stayer for social comparison purposes, which was negatively related to the stayers’ level of satisfaction, and (c) the stayers’ trait self-esteem, which was positively related to the stayers’ level of job satisfaction. Theoretical implications, limitations, and future research directions are discussed.