INTERVIEWER DECISIONS AS A FUNCTION OF APPLICANT RACE, APPLICANT QUALITY AND INTERVIEWER PREJUDICE

This study investigated the impact of the racial attitudes of interviewers, applicant race, and applicant quality on the ratings given applicants. This study used a posttest-only control group approach which was analyzed by a 2 × 2 × 2 factorial ANOVA design. Subjects were 176 white business administration students from a large urban university.
Videotapes of simulated job interviews were produced to control applicant quality and applicant race. A black male and a white male each role-played both a high and a low quality applicant. The main effect for applicant quality was significant, accounting for 50% of the variance in applicant ratings. The main effect for race was significant but not in the predicted direction. Black applicants were rated higher than white applicants. While high quality applicants were rated highly regardless of race, the low quality black applicant was rated higher than the comparably performing white applicant. The interaction of race and interviewers' level of prejudice was significant but not in the predicted direction. Highly prejudiced subjects rated black applicants higher than white applicants. The implications of these results for further research were discussed.     

EFFECTS OF APPLICANT RACE, SEX, SUITABILITY, AND ANSWERS ON INTERVIEWER'S QUESTIONING STRATEGY AND RATINGS

Impression formation research (Snyder & Swann, 1978) suggests that people engage in information seeking strategies designed to confirm their impressions of others. In an extension of this work to the selection interview, Sackett (1982) found, however, that subjects did not consistently adopt a confirmatory information seeking strategy. This study is a further examination of Snyder and Swann's theory. In simulated interviews 170 subjects (1) read resumes of hypothetical applicants, (2) selected ten questions to ask each applicant, (3) received written responses to each question immediately on its selection, and (4) rated each applicant's suitability. An interaction accounting for 73% of variance indicated that applicant ratings were based primarily on the content of applicants' responses, but initial impressions also played a part. No clear-cut, confirmatory information seeking strategy was observed.     

THE EFFECT OF BODY LEAN AND STATUS OF AN INTERVIEWER ON THE NON-VERBAL BEHAVIOR OF JAPANESE INTERVIEWEES

This study was a preliminary investigation of non-verbal communication in Japanese subjects. Sixteen males and sixteen females were interviewed by one of two male confederates. The confederates were described and dressed as either high or equal status persons. They assumed either a forward lean or a backward lean during the four minute interview. Tape and video recordings were analyzed across a wide spectrum of non-verbal behaviors emitted by the subjects during the interview. Both status and body lean variables affected a variety of dependent measures, particularly for female subjects. A factor analysis of the non-verbal behaviors produced some unexpected results which have implications for similar studies done in other cultures.     

ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTION

This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies.     

EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.     

部件启动对合体汉字字形识别的影响

本实验探索了部件启动对左右型合体汉字字形识别的影响,得到以下结果：（1）启动部件与目标字中左部件同形或相似（少一笔划或多一笔划）,会促进对目标字的字形识另询工,表现出正向启动效应;相反,异形部件对目标字加工有干扰作用,表现为负向启动效应;（2）各种启动刺激类型所产生的启动量随启动刺激呈现时间增长而变化。通过对各种实验条件下,启动量的分析,笔者认为：本实验为汉字相互作用激活模型提供了新的证据。     

QUESTIONING THE EFFECTIVENESS OF BEHAVIOR MODELING TRAINING IN AN INDUSTRIAL SETTING1

The intention of this study was to improve behavioral modeling's effectiveness by substituting managers for professional trainers and to evaluate the effect on 44 male supervisors using Kirkpatrick's four levels of evaluation: reaction, learning, behavior on the job, and performance. Twenty-two supervisors were trained with six behavior modeling modules and the effect was compared to a control group consisting of 22 supervisors. The research also examined the effects of trainees’ self-esteem and the perceived power of the trainers. The results showed that behavior modeling resulted in favorable reactions and an increase in learning, but did not produce behavior change on the job, or improved performance results. Power and self-esteem did not moderate the training effectiveness. The findings are compared with previous behavior modeling research. The discussion concludes with a recommendation for researchers to identify more complete theoretical models which explain behavioral change on the job (e.g., Maltz's theory of psycho-cybernetics) as opposed to relying solely on Bandura's social learning theory.     

AN INVESTIGATION OF THE DIFFERENCE DEFICIT HYPOTHESIS USING THE CLOZE PROCEDURE

Abstract

This study considers the hypothesized differences of difference and deficitreaders using the cloze procedure in narrative passages at the fourth grade level. The authors reject the hypothesis that deficit readers are better able to use surrounding context than difference readers. While the study's experimental design to test the difference/deficit hypothesis may not be the most powerful, it is a modified replication of a previous study from which the difference/deficit hypothesis was drawn (Cromer & Weiner, 1966). As such it does not seem to support difference/deficit notions of reading disability.     

SELF-DISCLOSURE AS A RELATIONSHIP DISENGAGEMENT STRATEGY: AN EXPLORATORY INVESTIGATION

Interactants are strategic goal seekers in their interpersonal communication. However, to date, research has concentrated almost exclusively on the communicative strategies by which actors achieve a goal of relationship initiation. Relationship disengagement occupies an important motivational force, as well. This study initiated exploration of the communicative strategies by which actors disengage their relationships, focusing in particular on the verbal strategy of self-disclosure. Undergraduate volunteers were exposed to one of four hypothetical scenarios: Respondent Intent (Maintain or Disengage) and Other's Intent (Maintain or Disengage). Twenty Likert-type items of willingness to self-disclose on a variety of topics constituted the dependent measures and were clustered into three primary factors. Multivariate analysis of variance revealed that respondents were less willing to self-disclose when they desired to disengage the relationship.     

IMPRESSIONS OF MOTHERS AND FATHERS ON THE PERIPHERY OF CHILD CARE

This study was designed to assess impressions of employed mothers and fathers who do not provide the primary child care in their familial context. Participants read a story about an employed mother or father who demonstrated very little direct involvement in the care of his or her child. As hypothesized, impressions of a mother who did not play a central role in caregiving were more affected by whether or not she had a clear situational reason for not providing care (i.e., she was out of town) than impressions of a father. These findings imply continuing differences in child care expectations for mothers and fathers.     

THE CONTOURS OF AN EMERGING TERRITORY:IMPRESSIONS OF TWENTY YEARS OF ZYGON:JOURNAL OF RELIGION AND SCIENCE

Abstract. Abstract. While the general territory mapped by the founders ofthe Center for Advanced Study in Religion and Science and Zygonremains the same, how one delineates the contpurs of this territorydepends partly on personal histories and on whether one is atheologian, a scientist, a scholar of religious studies, or a philoso-pher. However, the pluralism in the CASIRAS-Zygon communitycan be placed in a more comprehensive, evolutionary framework, in which the different approaches exert cultural selection pres-sures on each other. The most important selection pressure ishaving to make scholarly work usable by nonscholars seekingmeaning for their lives in a scientific age.     

AN INVESTIGATION OF THE EFFECTS OF TOKEN REINFORCEMENT ON DIVERGENT VERBAL RESPONDING1

The effect of token reinforcement on three classes of divergent verbal responding to verbal stimulus items from three measures of the Wallach-Kogan Creativity test was examined. The subjects consisted of two “gifted”, two “average”, and two “learning disabled” children from a public-school setting. The design utilized both an intra-subject and inter-subject multiple-baseline design with a reversal design added. Tokens were dispensed contingent upon the number of appropriate verbal responses to each stimulus item, i.e., a continuous schedule of reinforcement was used—one token per appropriate response. Interobserver agreement on “appropiateness” was 993%. The tokens could be used to “purchase” items listed in a “menu” format (e.g., ball and jacks—100 tokens). Consistently large effects of token reinforcement were observed, without generalization of effect across the three classes of behaviors, or conditions. These results support the works of Goetz and Baer (Journal of Applied Behavior Analysis, 1973, 6 , 209–217), Goetz and Salmonson (Behavior Analysis and Education, G. Semb, (Ed.), University of Kansas, 1972, 53–61), and Maloney and Hopkins (Journal of Applied Behavior Analysis, 1973, 6 , 425–434). Implications lie in continued experimental analysis of behavior approach to the concept called “creativity”. Additionally, implications are made in classroom application of assessing and intervening in the area of divergent responding for children with deficits in those areas.     

有关开设思维能力训练课程对中学生智能水平影响的实验研究

本实验探讨思维能力训练课程对于中学生(初一和高一)智能的影响。实验历时三个月,12课时。结果表明:中学生在掌握了一定的思维策略后,能够在较短的时间内提高其智能水平;在一定的范围内思维能力训练效果是可以迁移的;性别、年龄差异对训练效果没有显著影响;学生原有的智能水平与训练效果之间存在着交互作用。     

任务难度、决策培训诸因素对群体决策的影响

通过3人群体的人员选拔模拟实验。考察了任务难度、群体结构和决策培训三个变量对群体决策信息取样的影响。结果显示：(1)部分证明了Stasser的信息取样模型,分享信息具有讨论的优势,同时偏好是影响群体决策的中介因素,但是,该模型只适合于任务难度较大的情况;(2)设立具有信息管理作用的领导者这种群体结构在信息取样中没有表现出主效应,它只是通过与决策培训和任务难度一起对信息取样产生影响;(3)策略计划和信息警戒性的决策培训对信息取样有影响,一定程度上提高了非分享信息的讨论比例,然而这种影响仅发生在任务难度小或适中的情况下。决策培训对信息取样的影响发生在讨论的开始部分,并影响了讨论前的个体偏好;(4)群体结构和决策培训具有交互作用,从而影响了群体讨论的信息取样,群体结构和决策培训都受到任务难度的影响。