A FIELD STUDY OF THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL FEEDBACK ENVIRONMENT AND PERFORMANCE

This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed.     

THE MODERATING EFFECT OF SITUATIONAL CONTROL OF PERFORMANCE VARIANCE ON THE RELATIONSHIP BETWEEN INDIVIDUAL DIFFERENCES AND PERFORMANCE1

The present study investigated the existence of a moderating effect for situational control of performance variance on the relationship between individual differences and performance. An experimental simulation was conducted and validity coefficients were calculated. Results supported the presence of the predicted moderating effect. The implications of these data for validation research and testing programs are discussed.     

THE RELATIONSHIP BETWEEN SUPERVISORY RATINGS AND RESULTS-ORIENTED MEASURES OF PERFORMANCE: A META-ANALYSIS

A meta-analysis was conducted with 23 studies to assess the relationship between supervisory ratings and results-oriented measures of performance. As hypothesized, the corrected mean correlation was higher when a relative (versus absolute) rating format was used and when a composite (versus overall) rating method was used. These differences did not, however, account for all of the remaining variance around the relationship between ratings and results. Suggestions are offered for the direction of future research and practice.     

PSYCHOMETRIC PROPERTIES OF SELF-APPRAISALS OF JOB PERFORMANCE

This paper reviews literature of psychometric properties of self-appraisals of work performance. It summarizes evidence of leniency, variability, halo, bias, and construct validity. Comparisons with appraisals by supervisors, peers, and subordinates suggest that self-appraisals tend to show more leniency, less variability, and less discriminant validity. Different factor structures have been found among self, supervisor and peer-ratings. On the other hand, self-appraisals showed less halo. Self-appraisals were significantly correlated with other sources in some studies and failed to correlate in many others. Existing data do not allow any conclusion whether the quality of self-appraisals is a function of scale format, amount or rater training, type of judgment, or purpose of appraisal. The effects of the observed psychometric qualities of self-appraisals on various applications are discussed. Problems may exist when they are used for administrative decision making, diagnosis of training needs, applied criterion measurement, measurement of constructs in basic research, or for selection purposes.     

AN EXAMINATION OF THE RELATIONSHIP BETWEEN WORK GROUP CHARACTERISTICS AND PERFORMANCE: ONCE MORE INTO THE BREECH

This paper describes an investigation of the relationship between a measure of work group characteristics and both subjective and objective measures of group performance. To assess the relationship between the work group characteristics and performance, objective performance data and manager ratings were collected for customer service work groups who completed the measure. Correlational analyses provided evidence of a relationship between specific work group characteristics and various performance measures. In addition, a factor analysis of the measure provided a more parsimonious set of dimensions that were also related to the criterion measures. The results are discussed in terms of the factors related to work group effectiveness and their relevance to work groups in various types of organizations.     

THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all 3 times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR practices with future performance. Implications are discussed.     

FURTHER ANALYSIS OF THE RELATIONSHIP BETWEEN SELF-INJURY AND SELF-RESTRAINT

It has been suggested that self-restraint, a phenomenon often correlated with self-injurious behavior (SIB), may be maintained by negative reinforcement in the form of escape from the aversive properties of SIB (e.g., pain). We examined the effects of blocking SIB (and presumably removing any aversive effects) on the self-restraint of a 19-year-old male with severe mental retardation. Consistent with the negative reinforcement hypothesis, blocking SIB resulted in near-zero levels of SIB and moderate reductions in self-restraint.     

STUDIES OF THE RELATIONSHIP BETWEEN COMMUNICATION APPREHENSION AND SELF-ESTEEM

This paper reports research conducted as a part of a continuing program designed to provide empirical delineation of the communication apprehension construct. Five studies are reported which indicate a substantial correlation (r =?.52 to r =?.72) between oral communication apprehension and self-esteem. Results from two college student samples (N = 192 and N = 272), two samples of elementary and secondary teachers (N = 202, N = 384), and a sample of federal employees (N = 211) indicate highly consistent relationships across age groups and occupational types.     

THE RELATIONSHIP BETWEEN VIOLATIONS OF EXPECTATIONS AND THE INDUCTION OF RESISTANCE TO PERSUASION

This investigation expanded and refined a model of resistance to persuasion developed by Burgoon, Cohen, Miller, and Montgomery (1978). It is argued that a logical shortcoming of this model of resistance to persuasion is its failure to incorporate the notion of confirmation and disconfirmation of receiver expectations. Support was found for the prediction that violations of induced receiver expectations and the intensity of a persuasive message are mediators of resistance to persuasion. Positive violations of expectations induce counterarguing and lead to reversals of initial positive attitudes after receipt of a second message arguing on the same side of an attitude issue. Negative violations of receiver expectations decrease the probability of counterarguing, and increase the vulnerability of people to subsequent persuasive attacks. Strong support for the predictions was obtained in this investigation. Competing explanations for the results were ruled out through the utilization of a counterbalanced design and control procedures. These results provide a partial replication of the earlier empirical evidence supporting this new model of resistance to persuasion and cannot be explained by other models of resistance to persuasion. Moreover, the findings break new theoretical ground in their explanation of findings that appear counterintuitive without reference to this theoretical rationale.     

THE RELATIONSHIP BETWEEN DIFFICULTY AND FACTOR LOADINGS OF SOME VISUAL-PERCEPTUAL TESTS

WERDELIN, I. & STJERNBERG, G. The relationship between difficulty and factor loadings of some visual-perceptual tests. Scand. J. Psychol. , 1971, 12, 21–28. – The study aimed at investigating whether it is possible to change factor loadings by varying the difficulty and complexity of the same visual-perceptual tests. 171 sixth grade pupils were given 27 tests. Some of these defined reference factors, others were differently difficult versions of four tests from separate parts of the visual-perceptual field. Data were treated by factor analysis, yielding the four factors R, S, N and P. It was found that the more difficult the test the higher its loadings on the S and R factors, and the easier the test the higher its loadings on the N and particularly the P factor.     

KARL BARTH AND THE RELATIONSHIP BETWEEN PHILOSOPHY AND THEOLOGY

It is commonly held that Karl Barth emphatically rejected the usefulness of philosophy for theology. In this essay I explore the implications of Barth's theological epistemology for the relationship and proper boundaries between philosophy and theology, given its origin in Barth's theology of revelation. I seek to clarify Barth's position with respect to philosophy by distinguishing the contingency of its offence from any necessary incompatibility. Barth does not reject philosophy per se, but the way in which philosophy is typically conducted. This is made explicit through an analysis of Barth's censure of the uncritical acceptance in theology of modernist philosophical presuppositions. I nuance Barth's response to a collection of philosophical assumptions that are rarely distinguished in theological literature. Finally, I highlight a representative instance of Barth's reflections on philosophy in relationship to theology, to demonstrate that the criterion for evaluating the usefulness of philosophical assumptions and methods in the service of theology is the same criterion by which theology is itself evaluated.     

小学生数学问题表征发展与流体智力的关系

基于关系一表征复杂性模型编制了复杂程度能序列变化的长方形面积问题,以此测量了4～6年级共310名学生的问题表征水平及其与由瑞文标准推理测验测定的流体智力的关系.结果表明, (1)被试对长方形面积问题的表征水平与流体智力有显著相关; (2)表征复杂性水平随年级的升高而升高.可见,基于该模型所设计的材料能测定随年龄而变化的表征水平.且与经典的流体智力测验结果有稳定的关联.由此体现出该模型的合理性.     

THE RELATIONSHIP BETWEEN OPINION LEADERSHIP AND INFORMATION ACQUISITION

Previous research has demonstrated that opinion leaders consistently have more information on the topic of their leadership than do non-opinion leaders. This study tested two theoretical explanations for this phenomenon: selectivity in exposure to information, and differential attention to information. The results provide support for both explanations. Opinion leaders were found to acquire more information than non-opinion leaders under conditions of both voluntary and forced exposure to a mediated message. Both opinion leaders and non-opinion leaders acquired more information under forced exposure than under voluntary exposure.     

ON THE RELATIONSHIP BETWEEN SELF-INJURIOUS BEHAVIOR AND SELF-RESTRAINT

Many individuals who exhibit self-injurious behavior (SIB) also exhibit self-restraint. Three hypotheses about the determinants of self-restraint have been suggested: (a) Self-restraint is maintained by escape from or avoidance of aversive aspects of SIB, (b) self-restraint and SIB are members of the same functional class, and (c) self-restraint and SIB are functionally independent. This study examined a method by which the relationship between self-restraint and SIB may be investigated using functional analysis. Data were collected on the self-restraint and SIB exhibited by 5 mentally retarded males, while conditions suspected to maintain SIB were manipulated. Results suggested that self-restraint, like SIB, may be maintained by idiosyncratic contingencies. Implications of an understanding of self-restraint for the analysis and treatment of SIB are discussed, as are some general possibilities for future research.