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871.
The present study simulated an organizational dispute to test 12 hypotheses about mediator behavior that were derived from the strategic choice model of mediation. This model is based on the assumption that mediators have four basic strategies to resolve disputes: (a) integrate, which involves a search for mutually acceptable outcomes; (b) press, which involves lowering one or both parties' aspirations; (c) compensate, which involves offering positive benefits in exchange for concessions; and (d) inaction, which involves letting the parties handle the dispute by themselves. The major proposition of the model is that two factors, the mediator's assessment of the likelihood of a mutually acceptable agreement and the mediator's concern for the parties' aspirations, interact to predict mediator behavior. Nine of the 12 hypotheses derived from the model were supported. Pressing by mediators occurred most when mediators had a low estimate of the likelihood of agreement in combination with a low concern for the parties' aspirations. Compensating occurred most when mediators had a low estimate of the likelihood of agreement in combination with a high concern for the parties' aspirations. Inaction occurred most when the mediators' estimate of the likelihood of agreement was high and their concern for the parties' aspirations was low. Integrating occurred most when the mediators had a high concern for the parties' aspirations. 相似文献
872.
JAMES J. KIRK 《Journal of Employment Counseling》1989,26(4):161-168
Type C careerists perceive their second occupations as being more intrinsically, extrinsically, and generally satisfying than they did their initial occupations. 相似文献
873.
MARK J. MILLER 《Journal of Employment Counseling》1989,26(4):169-177
The field of occupational psychology relies heavily on the idea that vocational behavior is a developmental process (Vondracek & Kirchner, 1974). This article describes first the general characteristics of the elementary school child, followed by pragmatic activities and strategies for counselors to use at this level. 相似文献
874.
Marilyn Likins Charles L. Salzberg Joseph J. Stowitschek Ben Lignugaris/Kraft Rita Curl 《Journal of applied behavior analysis》1989,22(4):381-393
In two studies, co-workers of persons with disabilities were taught to use coincidental training procedures while completing their own jobs. In Study 1, the effects of coincidental training on the salad-making skills of 3 trainees with mild and moderate mental retardation were evaluated. Coincidental training by co-workers resulted in improved accuracy of the salad-making skills of the trainees. In Study 2, trainees were also coincidentally taught to make quality-control checks of their salads. An alternating treatments and multiple baseline design indicated that the trainees more readily acquired the skills when taught to check the correctness of their work. 相似文献
875.
Daniel J Brass 《Organizational behavior and human decision processes》1985,35(2):216-240
This research investigated the relationships between technology, interdependence, job characteristics, and employee satisfaction, performance, and influence. Technology was operationalized at the individual level of analysis to include the dimensions of input uncertainty, conversion uncertainty, and output uncertainty. Pooled, sequential, and reciprocal interdependence was assessed. The results indicated that input and conversion uncertainty and interdependence were strongly related to such job characteristics as autonomy, skill variety, task identity, task significance, and task feedback. While the job characteristics related positively to employee satisfaction, input and conversion uncertainty related negatively to satisfaction, thus creating a mutual suppression effect. Although the uncertainty dimensions did not relate significantly to performance, there is some evidence that this negative relationship was being suppressed by the positive relationship between job characteristics and performance. Both the job characteristics and the technology dimensions related positively to influence. Results were discussed in terms of appropriate matches between technology and job characteristics. 相似文献
876.
This paper presents 10 general observations about current software for instruction in psychology and examines selected examples employing four instructional techniques for computer-assisted instruction. We find that although the number of programs employing experimental or data-oriented approaches to psychology as a primary vehicle of instruction is increasing, tutorial drill and practice programs and gaming are not well represented. 相似文献
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