TIME RELATIONS IN DREAMS: A preliminary note

Examples are given of hypnotically induced dreams, which support the notion that series of experiences corresponding to long spans of objective time may be represented in dreams of very short duration. Both stimulus and organismic factors determine the contents of such dreams.     

TIME AS A FACTOR IN A SPATIAL TASK*

Subjects drawn from a variety of populations were required to build simple models of geometric figures, pictures of which they were shown. The time taken to build each model was measured and its correctness assessed. It was found that it was probably erroneous to disregard time on the grounds that in certain cultures time has a relatively low social value when assessing subjects' performance. The best index of performance, the results tentatively suggest, is probably the ratio of the total time used by a subject to the number of correct responses. This offers a superior measure of the perceptual difficulties than either of the primary measures taken on its own.     

离散交叠作业中反应选择与反应组织加工关系的研究

实验结果支持反应选择瓶颈理论,并证实反应组织是在反应选择阶段完成的多任务之一。因此,反应组织不具备瓶颈性质。     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

A COMPARISON OF TIME DELAY AND DECREASING PROMPT HIERARCHY STRATEGIES IN TEACHING BANKING SKILLS TO STUDENTS WITH MODERATE HANDICAPS

Four students with moderate handicaps were taught to cash checks and to use an automatic teller through either a decreasing prompt hierarchy or time delay procedure. The strategies were compared within a multielement design. Results indicated that both strategies led to the acquisition of the target tasks; however, the decreasing prompt hierarchy was more efficient. Four and 8-week follow-up probes indicated that the strategies were equally effective in producing maintenance of performance.     

PERFORMANCE ON THE TEST OF MEMORY MALINGERING IN A MIXED PEDIATRIC SAMPLE

Performance on the Test of Memory Malingering (TOMM) was evaluated in a sample of 100 consecutively referred 6 to 16–year-old children with a wide range of clinical diagnoses. In the complete sample, 97 children met actuarially defined criteria for sufficient effort on the TOMM. Two children were correctly identified as providing suboptimal effort and only one case was a possible false positive. Performance on the second trial of the TOMM did not vary with gender, ethnicity, parental occupation, performance on an independent memory test, or length of coma. Although younger children tended to be somewhat less efficient on the TOMM than older children, more than 90% of children in the 6-8 years range met criteria originally developed for adults for sufficient effort on the TOMM. It is concluded that the TOMM is a potentially useful measure of effort in the clinical neuropsychological evaluation of school-age children.     

WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed‐upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta‐analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.     

MEAN RACIAL-ETHNIC DIFFERENCES IN EMPLOYEE SALES PERFORMANCE: THE MODERATING ROLE OF DIVERSITY CLIMATE

Using data from a sample of 6,130 workers employed in 743 stores of a large, U.S. retail organization, this study assessed whether diversity climate moderated mean racial-ethnic differences in employee sales performance. Findings indicated Whites exhibited significantly higher sales performance than Hispanics but not Blacks, as moderated by diversity climate. As hypothesized, racial-ethnic disparities disfavoring Blacks and Hispanics were largest in stores with less supportive diversity climates and smallest in stores with highly pro-diversity climates. Financial analysis of these interactions revealed sizable increments in sales per hour in response to effective diversity management, with strong organizational bottom-line implications. Limitations of the study and future research needs are noted.     

A COMPARISON OF TWO COHORTS OF COLLEGE STUDENTS IN RESPONSES TO THE MALE-FEMALE RELATIONS QUESTIONNAIRE

Two cohorts of male and female introductory psychology students from the same university, tested in 1978 and 1992, were given the male or the female form of the Male-Female Relations Questionnaire (MFRQ; Spence, Helmreich, & Sawin, 1980), which assesses respondents' personal gender-role preferences and behaviors in interpersonal situations. In both genders, the means of the majority of MFRQ items decreased significantly from 1978 to 1992, but item means were still fairly close to the midpoint of the response scale. Women tended to be less willing than men to assign leadership roles to men but in social interactions with the other gender, they admitted to deliberately acting feminine as much or more than men admitted to acting masculine. Correlations between the MFRQ and the Attitudes Toward Women Scale (AWS; Spence & Helmreich, 1978) were also determined and found to be substantial. Psychometric differences between the instruments suggested, however, that the MFRQ provides unique information and may often be more useful than the AWS in detecting relationships with other variables.     

FAKING IN PERSONNEL SELECTION: TRADEOFFS IN PERFORMANCE VERSUS FAIRNESS RESULTING FROM TWO CUT-SCORE STRATEGIES

Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool.     

CULTURAL ADAPTATIONS AND DIFFUSION FOR MANAGERIAL STRATEGIES AND RESPONSES IN HONG KONG

This paper addresses the issue of cultural adaptations and diffusion for managerial strategies in host societies to which work enterprises are not indigenous in terms of their capital and management or either. With illustrations drawn from a series of case-studies of work organisations in Hong Kong managed respectively by Chinese, British and Japanese capital, there was an appearance of support for the thesis of ‘cultural’ determinism and its implications for strategical adaptations in work organisations. The implication was drawn that the Oriental nexus of altruism, trust and subtlety could be rooted in the more laudible and perhaps global influence of Confucianism. Some subsequent issues are raised. First, the problem of cultural adaptation is not specific to multinationals or foreign firms visiting from outside but also applies where the management and their ethic background are not indigenous. The other issue is the extent of cultural adaptation within work organisations, as determined by the degree of affinity with a common mother culture. The paper suggests that a common denominating mother culture can serve a strategical starting point to bring about intra-organisational and organisation-society link and harmony.     

GENERALIZATION OF NAMING RESPONSES TO OBJECTS IN THE NATURAL ENVIRONMENT AS A FUNCTION OF TRAINING STIMULUS MODALITY WITH RETARDED CHILDREN

Picture-cards, photographs, and real objects were compared as training stimuli in order to determine which best facilitated the generalization of naming responses learned in a special training room to real objects in the natural environments of four retarded children. The amount of transfer of naming behavior between the three stimulus modes and the average amount of training time required per stimulus mode were also assessed. Three of the four children displayed considerably more generalization to the real objects in the natural environment when they were trained with real objects. The fourth child displayed substantial generalization regardless of the training stimulus mode. No particular training stimulus mode clearly facilitated the transfer of naming responses to other modes or greatly reduced training time. The results of two supplementary procedures conducted with one child showed that: (1) training in several environments facilitated generalization to real objects in the natural environment when real objects were used as training stimuli but not when picture-cards were used, and (2) transfer from picture-cards to real objects was facilitated by training other picture-cards and the real objects portrayed by them at the same time.     

A COMPARISON OF A DISADVANTAGED SAMPLE WITH A NATIONAL SAMPLE ON THE GATB

The GATB is widely used in making vocational decisions. The norms are based on a national sample tested in 1952. In the study reported here the GATB results of a sample of disadvantaged individuals were compared to the results of the 1952 sample. Significant differences were obtained for five variables: name comparison, computation, vocabulary, tool matching, and arithmetic reasoning. In each case the scores of the national sample were higher. The differences occurred on variables of an academic nature, although mean education was approximately the same in both samples. Some reasons for the differences are suggested in this article.     

SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS

This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods ( k  = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (ρ= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area.     

ELECTRODERMAL RESPONSES AS A FUNCTION OF QUANTIFIED THREAT

N iemelá , P. Electrodermal responses as a function of quantified threat. Scand. J. Psychol ., 1969, 10 , 19–56.—Threat was quantified by means of a 20 sec anticipation condition where the subject knew the exact time for the expected shock in advance, as well as the exact probability of receiving a shock. The probabilities used where 0.00, 0.25, 0.50, 0.75 and 1.00. The electrodermal responses (the amplitude of the skin resistance response, the amplitude of the skin potential response, and the number of electrodermal responses) during the anticipation period were found to vary systematically as functions of the probability of shock, and as functions of the time elapsed from the beginning of the experiment.     

A TALE OF TWO CLIMATES: DIVERSITY CLIMATE FROM SUBORDINATES' AND MANAGERS' PERSPECTIVES AND THEIR ROLE IN STORE UNIT SALES PERFORMANCE

Applying Zohar's (2000) multilevel model of organizational climate, this study assessed the main and interactive effects of subordinates' and managers' diversity climate perspectives on store sales performance. Across 654 store units of a large U.S. retail organization, we observed main effects of subordinate and managerial diversity climates on unit sales percentage change and a significant subordinate × manager diversity climate perspective interaction. The greatest sales growth was found in stores wherein subordinates and management perceived highly pro-diversity climates (positive consistency). In contrast, the lowest sales growth was evident for stores in which both subordinates and managers reported less hospitable diversity climates (negative consistency). Our findings underscore the positive financial ramifications of highly consistent perceptions that diversity is valued in a work context.