A FACTOR ANALYTIC STUDY OF ACHIEVEMENT GOALS AND MEANS: AN INDIAN VIEW*

The present paper analyzes the meaning of achievement in the Indian socio-cultural context. Based on earlier studies of the authors, measures of goals and means of achievement were administered on samples drawn from rural and urban settings in north India. The responses were subjected to principal component factor analysis with varimax rotation. The results indicated that achievement is a multidimensional cognition and its structure in the Indian context is different from the concept of achievement employed in the traditional theory of achievement motivation. They implicate that a comprehensive understanding of achievement strivings requires attention to culture-specific aspects of achievement. Cette étude analyse le sens de l'accomplissement dans le contexte socio-culturel indien. Basées sur de précédentes études des auteurs, des mesures de finalités et des sens d'accomplissement ont été administrées à des échantillons issus de milieux ruraux et urbains du nord de l'Inde. Les résultats ont montré que l'accomplissement est multidimensionnel et que sa structure dans le contexte indien est différente du concept d'accomplissement utilisé dans la théorie traditionnelle de motivation. Ils impliquent qu'une compréhension profonde des efforts d'accomplissement nécessite d'ětre attentif aux aspects de l'accomplissement liés à la culture.     

ATTRIBUTIONS OF THE TERM FEMINIST: A FACTOR ANALYTIC DEVELOPMENT OF A MEASURING INSTRUMENT

This study attempts to develop a measure of the attributions of the term feminist . Seven hundred and sixty-eight undergraduate students (361 males and 407 females) completed a 91-item semantic differential test relevant to the label feminist . Principal components analysis with orthogonal rotation produced five factors indicating that when the term feminist is used, attributions of General Evaluation, Behavioral Characteristics, Political Orientation, Sexual Preference, and Gender Classification are likely to be made. Factor analysis of split halves of the sample shows an internal replication and consequently, a stability of the obtained factor structure. This study presents students' judgments on specific items defining these factors, thereby indicating the evaluative associations of the term.     

THE BELIEF STRUCTURE OF MANAGERS RELATIVE TO WORK CONCEPTS MEASURED BY A FACTOR ANALYTIC MODEL1

Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision-making. The latter is rejected very strongly by all the managers surveyed.     

A FACTOR ANALYTICAL STUDY OF TRANSFER OF TRAINING

An attempt is made to show that the problem of functional similarity between psychological activities, central to the analysis of transfer of training, can be studied with the aid of factor analysis. Some research designs are discussed, and a 'common factor model' for transfer of training presented. The results of an experimental study of transfer within the common factor space of three factors of manual performance, aiming, tapping, and finger dexterity, indicate that the amount of transfer tends to increase as a function of increasing factorial similarity between the activities involved.     

直销人员心理品质研究与测评

本研究从直销的特点出发,运用自编“直销人员心理品质测评量表”对１８３名优秀直销商进行测试,并对测试结果进行因素分析,抽取出优秀直销商必备的五项主要心理品质,即自我控制力、成就动机、社会适应性、推销技巧、职业兴趣。     

THE EFFECTS OF REALISTIC PREVIEWS: A STUDY AND DISCUSSION OF THE LITERATURE

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self-selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realism.     

THE EFFECT OF PERFORMANCE TIME AND RETESTING UPON THE FACTOR STRUCTURE OF INTELLIGENCE TESTS

Changes in the factor structure of intelligence tests between early and later stages of performance and between testing and retesting were studied. In addition to factor analyses, correlations between the test scores of various time periods and the final factor scores were computed. The principal findings were the powerful influence of the verbal ability in the initial stages of most tests, the gradual 'purification' of the factors, and the occurrence of a shift of the highest factor loadings of some tests from one factor to another, particularly in tests with increasing item difficulty.     

父母意识的结构与内涵初探

本研究尝试性地提出了父母意识的概念,运用自行设计的母性意识、父性意识调查表对300对父母作评估与分析,来探讨父母意识的结构与内涵.因素分析结果表明,母性意识可归为13种主要因子,累积解释率为59.6%,其中最突出的是自我丧失感和亲子一体感;父性意识可归为9种主要因子,累积解释率为51.2%,最为突出的是对家庭的接纳感和责任感.父母意识的结构与内涵丰富而复杂,且父性意识与母性意识有所不同.     

THE INFLUENCE OF TRAINING ON THE LEVEL OF TEST PERFORMANCE AND THE FACTOR STRUCTURE OF INTELLIGENCE TESTS

An attempt was made to study whether it is possible by specific training on one test to produce changes in the level of performance on similar tests and in the factor structure of a set of intelligence tests. Considerable improvement occurred in the level of performance on the test on which training was given, but no significant transfer effects to the performance on other tests were found. Slight differentiation was observed in the factor structure.     

THE USE AND ABUSE OF FACTOR ANALYSIS IN COMMUNICATION RESEARCH

This paper discusses several decisions that researchers must make in their application of factor analysis to data related to communication phenomena. Several suggestions are provided to aid researchers in reaching appropriate decisions.     

大学生学业成败归因特点与自尊的关系

为考察大学生学业成败归因与内隐自尊、外显自尊间的关系,对74名大学生进行内隐联想测验(IAT),并要求其完成Rosenberg自尊量表(SES)及学业成败归因量表(MMCS).统计分析表明: (1)内隐自尊与外显自尊相关不显著; (2)当学业成功时,内隐自尊水平高的大学生倾向于将成功归为自己的能力,而外显自尊水平高的大学生倾向于将成功归为努力、情境和运气; (3)当学业失败时,内隐自尊水平高的大学生倾向于将失败归于情境,而内隐自尊水平低的大学生倾向于将失败归为个人能力不足;同时外显自尊水平高的大学生倾向于将失败归为情境和运气,而外显自尊水平低的大学生更倾向于将失败归为个人努力不够.