SELF-MONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE

This study examined the hypothesis that self-monitoring moderates the relationship between Big Five personality traits and interpersonal performance. The findings from a sample of 102 employed Executive MBA students reveal that when self-monitoring was high the relationships between 3 of the Big Five personality traits (Extraversion, Emotional Stability, and Openness to Experience) and supervisory ratings of interpersonal performance were attenuated. These effects were replicated using peer ratings of interpersonal performance for Extraversion and Emotional Stability but not for Openness to Experience. Further, as expected, self-monitoring did not moderate the relationships between personality traits and supervisory or peer ratings of task performance. Implications for future research in the area of personality and other motivational theories are discussed.     

RIASEC TYPES AND BIG FIVE TRAITS AS PREDICTORS OF EMPLOYMENT STATUS AND NATURE OF EMPLOYMENT

This prospective study investigated the validity of the Five-Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO-PI-R (1992) and Holland's Self-Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects ( N = 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction-Selection-Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee-driven, being better at predicting the nature of employment, whereas the FFM is more employer-oriedted, with greater validity in evaluating the employability and employment status of applicants.     

SEX DIFFERENCES IN THE ATTRIBUTION OF SOCIALLY DESIRABLE AND UNDESIRABLE TRAITS TO OUT-GROUP MEMBERS*

One hundred and forty-four male and female Australian subjects rated an Australian or a Vietnamese target group on the possession of five socially desirable and five socially undesirable personality traits. As predicted, the out-group was perceived less favourably than the in-group, but only by the males, the females not making the distinction.     

AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES

We use data from 220 individuals in 45 teams to examine team member roles as a cross-level linking mechanism between personality traits and team-level outcomes. At the individual level, peer ratings of task role behavior relate positively with Conscientiousness and negatively with Neuroticism and Extraversion. Peer ratings of social role behavior relate positively with Agreeableness and negatively with Openness to Experience. At the team level, a composition process of aggregation operates such that the mean for social roles corresponds with social cohesion. Compilation processes of aggregation also occur, as the variance of social roles corresponds negatively with task performance, and the variance of task roles corresponds negatively with cohesion. Skew of the distribution for social roles within each team—a measure of critical mass of members individually enacting the role—also correlates with social cohesion.     

ONGOING CONSULTATION AS A METHOD OF IMPROVING PERFORMANCE OF STAFF MEMBERS IN A GROUP HOME

A model of ongoing consultation was implemented in a community group home for 8 adults with severe and profound mental retardation. Two consultants, highly experienced in working with people with mental retardation and in the procedures used in group homes, taught staff members to use a token reinforcement system, to engage the adults in a variety of activities, and to improve the content and style of the staff members' interactions with the adults. The consultants taught skills to 9 staff members through brief mini-workshops, direct observation of the staff members' use of the skills during regular activities in the group home, and individual verbal feedback regarding a staff member's performance of the skills. Evaluation of the ongoing consultation process by the 2 consultants showed it to be effective in improving the performance of the staff members and in changing the behaviors of the adults who lived in the home. Continued implementation of the process, however, appeared to be necessary for the behavior changes of staff members to be maintained at high levels.     

NATURALISTIC OBSERVATIONS OF INSTITUTIONALIZED RETARDED PERSONS: A COMPARISON OF LICENSURE DECISIONS AND BEHAVIORAL OBSERVATIONS

In the last several years, various organizations have produced strikingly similar documents by which institutions for retarded persons are judged for licensure. The purpose of the present study was to determine whether residential units that were licensed differed from residential units that were not licensed in terms of the active programming behaviors of their staff and residents. Data were collected through a time-sampling procedure that yielded about 160,000 observations on eight staff and six resident behaviors. Results showed that the licensed units were just as derelict as unlicensed units in providing habilitative programming for their retarded residents. Maladaptive responding by residents occurred at least as much as task-related behaviors: residents spent as much time self-stimulating as they did in programming; they also engaged in self-abusive behavior about as much time as they engaged in on-task responding. Results were discussed in terms of the failure of governmental regulations that are not based on observation to adequately assess habilitative programming.     

COMPARISONS OF MANAGERIAL AND EMPLOYEE SATISFACTION WITH A PERFORMANCE APPRAISAL SYSTEM

Questionnaires were administered to managers and employees in a large multinational corporation to assess satisfaction with various aspects of a performance appraisal system. Comparisons of managers' and employees' satisfaction were made by conducting factor analyses for each sample. The results indicate moderate similarity between the two groups. However, two significant differences were revealed by the analysis. First, there is evidence that employees perceive certain aspects of the appraisal system in a global way, whereas managers differentiate among various components and see them as distinct entities. Second, the relative importance of the factors differs between the two groups. The largest portion of variance accounted for in the employee sample pertained to general satisfaction with the system whereas for managers it pertained to the types of ratings made on the appraisal form. The results are discussed in terms of the different perspectives managers and employees have in the appraisal process.     

营销人员心理品质的研究及其测评

运用自编的＂营销人员心理品质评定量表＂分析了成功营销人员应具备的七项心理品质,它们分别是自我控制力、社会适应能力、自信心、成就动机、推销技巧,创造性和职业兴趣。结果表明,该量表具有较好的信度与效度,这些心理品质可以作为人员选拔的指标。     

VERBAL CONDITIONING AS A FUNCTION OF AWARENESS AND MANIFEST ANXIETY1

Les AA. examinent la relation entre anxiété et conditionnement verbal d'une part, anxiété et conscience du renforcement d'autre part, dans une épreuve de construction de phrases. L'analyse des résultats non concordants apparus dans les études antérieures et qui concernent la relation entre anxiété et conditionnement verbal suggère L'hypothèse que la direction de cette relation dépend de la conscience des sujets au cours du conditionnement. Les résultats présents montrent que les sujets conscients à forte anxiété se conditionnent mieux que les sujets conscients à faible anxiété. Mais les sujets non conscients à faible anxiété donnent significativement plus de réponses “Je-Nous” que les sujets non conscients à forte anxiété. La non-concordance avec les résultats antérieurs est sans doute due à des différences de population (sujets malades ou normaux).     

CONFESSIONS OF A PRACTICING NATURALISTIC THEIST: A RESPONSE TO HARDWICK,PEDERSON, AND PETERSON

Abstract. In my response to the comments of Charley Hardwick, Ann Pederson, and Greg Peterson, I continue the narrative, confessional mode of my writing in Dancing with the Sacred. First, I sketch some methodological decisions underlying my naturalistic, evolutionary, practical theology. I then respond to the encouraging suggestions of my commentators by further developing my ideas about naturalism, mystery, creativity as God, the place of ecological responsibility in my thinking, sin, and eschatology. I offer suggestions as to how I might widen the practical applications of my theology beyond environmental and medical ethics to other areas of moral responsibility in relation to the creative process. I do all this with much appreciation for the care and careful critical reflection that my commentators have devoted to my thinking.