The shifting salience of valence and instrumentality in the prediction of perceived effort,satisfaction and turnover

The role of valence and instrumentality was examined in predicting three work-related criteria in a military setting: satisfaction, perceived effort, and turnover. A total of 323 enlisted men responded to desirability and instrumentality scales for each of four categories of performance outcomes: extrinsic rewards, personal fulfillment, recognition, and autonomy. Multiple regression analyses indicated that the different outcome types varied substantially in their relationship to the criteria, ranging from strongly positive to no relationship to strongly negative. Furthermore, the salience of valences and instrumentalities changed as a function of the criterion being predicted in a manner not deducible from current expectancy-valence models. Several implications of the results were discussed in terms of assumptions underlying general expectancy-valence approaches to motivation.This research was supported in part by Grant DAHC19-77-G0017 to New York University (Samuel Shiflett, principal investigator) from the Army Research Institute for the Behavioral and Social Sciences. This work was conducted while the authors were members of the Army Research Institute. The interpretations and opinions expressed herein are those of the authors and do not necessarily reflect the opinions or policies of the Department of the Army or the Department of Defense. The authors gratefully acknowledge the support and assistance of John Turney at various stages of the project.     

Life change and the sensation seeking motive

College undergraduates were administered the Life Experiences Survey, the Discomfort scale of the Psychological Screening Inventory, and the most recent version of the Sensation Seeking Scale. The findings did not replicate Smith et al.'s results concerning the role that sensation seeking plays in the relationship between negative life change and psychological distress. However, the data suggest that the sensation seeking motive is a causal variable that is predictive of recent life events that college students have experienced, and that future life-stress research should examine the occurence of controllable life events as a function of subjects' personality traits.     

Ambiversion: characteristics of midrange responders on the Introversion-Extraversion continuum

Sixty-nine midrange responders on the Introversion-Extroversion (IE) scale of the Eysenck Personality Questionnaire (EPQ) were given an experimental measure to assess tendency toward ambivalence (i.e., both strongly introverted and strongly extraverted responses) vs. moderation (i.e., midrange responses), and degree of importance given to IE types of activities. The participants were divided into those showing ambivalence vs. those showing moderate responses, and into those reporting high vs. low importance of such activities. As was predicted, the ambivalent group showed significantly higher scores on the neuroticism scale of the EPQ, while the low importance group tended to show more psychoticism, but not to a significant degree. Both of the midrange scores were unrelated to the Bem Sex Role Inventory. Based on the findings, at least two groups are posited in the midrange of the IE dimension: an ambivalent group with mixed strong introversive and extraversive tendencies, and an ambiverted group with midrange scores.     

Communication patterns in pedodontics.

This investigation examined communication patterns between 16 randomly selected senior dental students and their child patients. Interactions were videotaped during a regular treatment appointment and analyzed according to four Practitioner Communication categories and four Child Cooperation categories. Communication categories included Directive Guidance Behavior, Permissive Behavior, Coercive Behavior, and Other Behavior. Child behavior categories included Cooperation, Resistance, Noncooperation, and Other. The probability that a given category of child's behavior would follow a given category of practitioner's behavior was calculated. Results indicated a .85 probability that Directive Guidance would be followed by Cooperation; a .67 probability that Permissiveness would lead to Noncooperation; and a .97 likelihood that Coerciveness would lead to either Noncooperation or Resistance. Practitioners' confidence was also considered; less confident operators account for 95% of the Coercive behaviors, 86% of Permissive behaviors and 87% of Uncooperative behaviors.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

Social facilitation

Video-recording procedures have been used in previous research as a motivational manipulation. The present study investigated the permanent recording of behavior as a manipulation of evaluation apprehension and its effects upon behavioral performance and upon autonomic arousal. Twenty-four subjects (12 males, 12 females) were randomly assigned to one of four conditions formed by completely crossing two levels of audience status (peer or authority) with two levels of behavioral record (non-permanent or permanent). Another 24 subjects were assigned to an external control group to the 2×2 design. Subjects' performance on a hidden-word task and their arousal level (as assessed by the Palmar Sweat Index) were measured. Analyses of variance results showed a significant performance (p<.05) and a significant arousal (p<.05) difference between the behavioral record conditions as predicted. The control group was also found to be significantly (p<.05) different from the experimental groups on the behavioral performance measure. The results were related to previous research findings and interpreted within the context of the evaluation apprehension notion presented within social facilitation research.The author would like to thank Angelia Mellors, Valerie K. Golish, and Judy Cohen for serving as experiments, and Susan L. Doman and Cheryl Primmer for scoring the PSI measures.     

RELATIVE EFFECTIVENESS OF TEACHER ATTENTION AND THE “GOOD BEHAVIOR GAME” IN MODIFYING DISRUPTIVE CLASSROOM BEHAVIOR1

A variety of behavioral procedures have been employed in recent years to modify disruptive classroom behavior. Such methods have been developed with the belief that curtailing disruptive behavior would strengthen positive classroom performance. In this study, two procedures, the good behavior game and the teacher-attention method, were compared to determine short-run effectiveness. Four teachers (two fourth-grade and two fifth-grade) implemented both methods in their classrooms over a five-week period. Presentation of methods was alternated in a counterbalanced design to control for order effects. Each of the four classrooms consisted of 25 students. A time-sampling procedure was used to record the presence or absence of disruptive behavior within 15-second intervals. Disruptive behavior was defined as any talking-out or out-of-seat behavior without permission. The results indicated that both procedures were effective in modifying disruptive classroom behavior, but that the good behavior game reduced disruptive behavior significantly better than the teacher-attention method. In addition, all teachers preferred the game to the teacher-attention procedure. This reaction seemed related to the effort involved in initiating the two activities. The good behavior game required less effort on the teacher's part. However, use of the game alone raises certain ethical considerations. One such issue involves abuse of peer pressure. Also, there is a possibility that negative rules may tend to promote resentment. Positively stated rules would ameliorate that problem. Another relates to the possibility that some teachers might be carried away by the ease of the game's implementation to the extent that behavior control becomes the primary objective in the classroom. As a result, one might consider use of the game to maximize short-term change, but then phase out this procedure in favor of another method (e.g., teacher attention) for long-run effects.