The Efficacy of the General Aptitude Test Battery in Allocating Prisoners to Work and Trade Training Courses

Ninety trainees at Deerbolt Borstal, County Durham, were randomly assigned to four groups for placement on trade training courses and work. The first group was assigned on the basis of the General Aptitude Test Battery and a brief interview about their interests; the second group on the basis of the General Aptitude Test Battery; the third group on the interview about their interests; whilst the fourth group was assigned randomly to existing vacancies. A 16-week follow-up showed significant differences across the groups in terms of successfully completing placements, the General Aptitude Test Battery being the crucial factor in allocating individuals successfully. Ratings of trainee performance from supervisors taken after two weeks did not, however, show significant differences across the groups.     

Managing computer integrated manufacturing (CIM): A review of themes,issues, and practices

Large scale changes from traditional to computer integrated manufacturing (CIM) make fundamental alterations in the way work gets done in an organization. The incorporation of sophisticated computerized machinery into the work flow, however, is only the catalyst for a range of human resource and organizational issues. A review of the literature suggests that the management of these issues in the transition from traditional to computerized systems is critical to success. The review is presented within a time frame that encompasses the major themes of a CIM change effort. These themes include the decision phase or automation consideration, the developmental phase, the bridging phase that spans the gap between planning and implementation, and the implementation phase. Important management issues are summarized at each step, including cost justification, management commitment, planning, vendor and union relationships, employee resistance, education and training, job redesign, and organizational restructuring. Wherever applicable, specific practices and real-world examples for effectively managing these issues are presented.     

Motives and social evaluation: Actor-observer differences in the delineation of motives for a beneficial act

Adequate social evaluation of an intentional act depends on a specification of the actor's motives, that is, the consequences he or she anticipated when performing the purposeful behavior. Prior work in experimental social psychology has often underestimated the important social functions served by motive statements, including how they influence and regulate social conduct, permit adequate social analysis of purposeful behavior, and project desired identities. Two experiments examined actor-observer differences in the delineation of motives for the positive act of helping another person. In both studies, it was found that actors attributed their behavior largely to positive motives (e.g., to help the other) and minimized nonpositive ones (e.g., to make a favorable impression), while observers' attributions showed little or no differentiation as a function of the valence of the motives. Actors' self-enhancing attributions were somewhat more pronounced when the consequences were large, and occurred under private as well as public assessment conditions. Also, a reversal of the “typical” actor-observer effect was found in that actors attributed more personal than situational responsibility, while observers did the opposite. This pattern occurred under private assessment conditions and was even more pronounced when the actors' interpretations would be public. The results suggest the presence of motivational biases in the interpretation of social events, and are difficult to explain through recourse to the standard “logical” information processing alternatives.     

Career development of special populations: A framework for research

In view of the recent interest in the career behaviors of diverse groups of individuals, this article presents a model for conducting research on the career development of special populations. Available research paradigms are reviewed in terms of their potential impact on such efforts. An alternative framework, designed to make maximum use of available data sources while minimizing potential theoretical bias, is offered. An illustration of research conducted within the recommended framework is presented in which the impact of a variety of career-related variables on the attitudinal and cognitive aspects of vocational maturity is examined from the perspective of two special population groups, disabled and disadvantaged college students. Drawing upon previous research findings, variables under consideration included level of scholastic achievement and endorsement of rational, intuitive, and dependent decision-making styles. Also included were two population-specific variables related to the characteristics of membership in each of the two special groups. The regression analyses conducted to explore the relationships between vocational maturity and these predictor variables indicate, in general, that variance in the attitudinal and cognitive factors of vocational maturity can be at least partially explained by the variables considered. However, the relative contributions of the predictors and the resulting proportions of variance explained differs according to which population and which criterion factor is under examination. These findings are compared with those emerging from previous research, and implications for future efforts are discussed.     

Some problems of interarticulator phasing as an index of temporal regularity in speech

Tuller, Kelso, and Harris (1982) offered evidence that the relative timing of articulators in speech remains constant over changes in stress and speech rate. Their evidence is discussed in the light of the methods used, and alternative approaches are suggested. Further, the statements are compared with those of an earlier study within the same theoretical frame, and the implications for a model of speech production are briefly discussed.     

Personality types and recidivism among Borstal trainees

A cluster analysis of the 16 Personality Factor Questionnaire, Hostility and Direction of Hostility Questionnaire and Psychological Screening Inventory scores from 181 delinquents at Deerbolt Borstal, England, revealed four personality types which were labelled ‘Withdrawn’, ‘Normal’, ‘Disturbed’ and ‘Truculent’. A 3-year reconviction follow-up showed that the groups differed in terms of recidivism. Sixty-four percent of the Withdrawn group reconvicted whilst 87% of the Normal, 79% of the Disturbed and 76% of the Truculent group reconvicted. Controlling for the influence of number of previous convictions the Withdrawn group differed significantly from the other groups in terms of recidivism. The results are discussed with reference to similar results obtained in a previously reported study in a detention centre.     

The computerized continuous performance task: A new measure of inattention

Attentional performance was measured using a computerized continuous performance task, several psychometric tasks, and ratings of classroom behavior. Subjects were 51 children in the inpatient and day hospital programs of a psychiatric hospital. The relationship between performance on the computerized task and all other measures was examined. Results indicated that the continuous performance task significantly correlated with several other psychometric measures of inattention, ratings of inattention, impulsivity, and hyperactivity. The CPT had slightly better sensitivity and the same specificity as the Conners Teacher Rating Scale in identifying Conduct and Attention Deficit Disordered children. Implications for the use of the computerized continuous performance task as a screening measure for attentional difficulties is discussed.