Gender differences in performance attributions: Students' explanations for personal success or failure

Women are often said to exhibit an externality bias in their performance attributions. To test this hypothesis, male and female college students made effort, ability, luck, and task difficulty attributions for their performance on a recent course examination. Measures of the students' affective reactions toward their performance were also obtained. Successful students, whether male or female, made internal attributions and were pleased with their performance. Stronger internal attributions were associated with more positive affective reactions for these students. Unsuccessful female students made external attributions, were displeased with their performance, and felt better when they attributed their failure to unstable factors. Unsuccessful male students were also displeased with their performance, but tended to make more internal attributions for their failure, and felt better as a result. These findings, which suggest the influence of an internality bias among men, rather than an externality bias among women, were interpreted in terms of the male sex role.     

The effects of specifying job requirements and using explicit warnings to decrease sex discrimination in employment interviews

To determine the relative effectiveness of instructions designed to reduce sex discrimination in employment interviews, 96 students rated resumes for both a male and a female applicant. In one instructional condition subjects were told the specific requirements necessary for success on the job. In a second condition subjects were warned that it was illegal to discriminate on the applicant's sex. A third condition received both instructions, and a fourth received neither. Results revealed a series of interactions suggesting that the use of legal warning alone tended to increase the ratings of male applicants in some cases and influenced how male evaluators rated all applicants in other cases. The major implications were that legal warnings may actually bias ratings in favor of male applicants and may occasionally lead male evaluators to make lenient ratings. The specification of job requirements was suggested as a viable method of reducing discrimination.This work was supported in part by funds from the Foundation of the University of North Carolina at Charlotte and from the State of North Carolina. The author wishes to thank P. S. Siegfried, J. Thomas Puglisi, and an anonymous reviewer for their comments and revisions of an earlier draft.     

Behaviors associated with “good” and “poor” outcomes in a simulated career decision

What career decision-making procedures enable people to make decisions that yield consequences congruent with their own values? The 40 “best” (most congruent) and 40 “worst” decision makers on the Career Decision Simulation were compared in a sample of 148 community college students. No significant differences appeared in the amount of double checking, number of occupations and information sources checked, amount of information collected, decision time required, and the proportion of information sought about high values. The “best” decision makers, however, were significantly more persistent in immediately seeking more information about an occupation that seemed to match one of their most important personal work values. Following a values-guided search appears more effective than simply searching exhaustively.     

The predictive efficiency of Holland's SDS summary codes in terms of career choice: A four-year follow-up

This study was designed to investigate the predictive efficiency of the primary and secondary summary codes of Holland's Self-Directed Search for Educational and Vocational Planning (SDS) in terms of expressed career choice 4 years later. In 1974, 126 voiationally undecided high school seniors were given the SDS, followed by a revision of Trow's Vocational Choice Inventory (VCI) in which they were asked to express a career choice or a state of indecision. In 1978, this same group was mailed a posttest VCI; the responses of 84 subjects were then analyzed. The subjects' expressed career choices on both the 1974 and 1978 VCI were compared to the primary and secondary summary codes on the SDS which they had taken in 1974. Inspection of the responses indicated that 21.4% of the subjects had made career choices predicted by their primary summary codes and 51.2% had made vocational choices found among their secondary summary codes. Only 27.4% chose a career area not predicted by their 1974 SDS results. The results of this study appear to lend support to the validity of using the SDS summary codes to predict eventual career decisions.     

Acknowledgement

Four experiments examined the effects of noise on semantic memory. The first was a replication of a study by Eysenck, in which subjects had to retrieve words beginning with particular letters which were also instances of specified categories (e.g. Fruit-A). Whereas Eysenck had found that both noise and activation level of the individual interacted with the dominance of the category instance possible, the present study failed to repeat the findings.The remaining experiments used a paper-and-pencil modification of Eysenck's technique; the second and third were successful in showing interactions of dominance and noise, but in opposite directions. The two experiments differed only in the previous experience of the subjects. In a fourth experiment, the same materials were presented in a different sequence, mixing dominant and non-dominant instances. The interaction then disappeared again.These experiments therefore suggest that the effect of noise on memory is not a uniform and mechanical exaggeration of dominance, but depends on the retrieval strategies being employed by the particular subject.