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71.
How can we learn from our mistakes if we're unaware they exist? The present research tested the hypothesis that minority students receive less critical feedback on their written work from evaluators who are primarily externally motivated to inhibit their racial biases. Participants highlighted instances of good/bad writing in essays purportedly written by a White or a minority student. Results of two experiments showed that although participants provided equivalent amounts of positive feedback to both authors, they provided less negative feedback and gave higher grades to minority authors to the extent that they were externally but not internally motivated to respond without prejudice. This finding reveals that stigmatized students sometimes fail to receive the critical feedback necessary to identify areas needing improvement, particularly when evaluators are concerned about appearing prejudiced. The implications for educational equality are discussed.  相似文献   
72.
Whether known as Christian or Kingdom education, its very nature is opened for examination in this article. From the assumption that Christ is to be at the center of Christian education, it assumedly would be patterned after his life and activities on earth. A review of the Scriptures about Jesus points to an education orientation that is not well represented in extant Christian/Kingdom education. Closer alignment with Christ is recommended.  相似文献   
73.
Abstract

Noncompliance and the psychological and emotional states of patients with low back pain are major concerns for health professionals. The current study evaluated whether amount of information available to patients enhanced compliance to a medical regimen and whether it reduced negative emotions in patients with low back pain. Forty-five orthopaedic non-surgical patients with low back pain were randomly assigned to one of three information presentation conditions: 1) Standard, 2) Pre-examination, and 3) Post-examination. Patients were also separated by compensation and noncompensation within each information group. Patients completed questionnaires at their initial visit and at their follow-up which evaluated their: levels of compliance to a prescribed treatment program, psychological, and emotional states. Results indicated that some patients benefitted from receiving additional information as the Pre-examination and Post-examination groups demonstrated superior comprehension and recall as well as higher levels of compliance to a physical therapy program. In addition, compensation patients complained of more negative psychological and emotional behaviors in comparison to noncompensation patients. Implications of the research and future research considerations were discussed.  相似文献   
74.
This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six-factor structure that appears consistent with the second-order factors from other respectable personality measures. This suggests that the second-order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.  相似文献   
75.
Two experiments investigated discrimination learning with preweanling rats (Rattus norvegicus) following different experimental deprivation treatments. In Experiment 1, 10- to 11-day-old Sprague-Dawley rats were deprived for 24 h of either nutrients and maternal contact through placement in an incubator or only nutrients by placement in the nest of a bromocryptine mesylate-treated dam. Bromocryptine mesylate inhibits prolactin release and thereby prevents lactation with only minimal effect on maternal behaviors. After the deprivation period, pups were trained to perform a spatial discrimination for milk infusion into the oral cavity or for the opportunity to suckle the dry nipples of an anesthetized dam. The results revealed, irrespective of deprivation treatment, that pups failed to acquire a simple T-maze spatial discrimination for milk reward although they rapidly learned to approach and locate an anesthetized dam to suckle. Experiment 2 followed up with a different procedure. Results indicated that during bouts of suckling rat pups preferred an active, lactating dam letting down milk to an identical dam not letting down milk due to her pretreatment with bromocryptine mesylate. These results illustrate a constraint on learning which affects immature rats. The capability to learn on appetitively motivated spatial discrimination appears intricately tied to the context in which training occurs. Results are discussed according to how the organism's expectancy can mediate performance.  相似文献   
76.
This study validates the self-management leadership theory as operationalized by the Self-Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self-managing and 412 traditionally managed employees and 94 external leaders from 58 self-managing and 60 traditionally managed teams. Results support Manz and Sims' 6-factor pattern at the first-order level, and in addition, identify a common second-order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self-managing and traditionally managed work teams, suggesting that the construct of self-managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self-management leadership behaviors in the self-managing than the traditional work teams. Respondents evaluate self-managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self-managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self-rated effectiveness for both self-managing and traditional teams. In general, self-managing work teams are not that different from traditionally managed groups in the relationship of self-managing leadership to outcomes. We conclude that self-management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self-managing work teams.  相似文献   
77.
A META-ANALYSIS OF THE RELATIONS AMONG TRAINING CRITERIA   总被引:6,自引:0,他引:6  
An augmented framework for training criteria based on Kirkpatrick's (1959a, 1959b, 1960a, 1960b) model divides training reactions into affective and utility reactions, and learning into post-training measures of learning, retention, and behavior/skill demonstration. A total of 34 studies yielding 115 correlations were analyzed meta-analytically. Results included substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level. Utility-type reaction measures were more strongly related to learning or on-the-job performance (transfer) than affective-type reaction measures. Moreover, utility-type reaction measures were stronger correlates of transfer than were measures of immediate or retained learning. These latter findings support recent concurrent thinking regarding use of reactions in training (e.g., Warr & Bunce, 1995). Implications for choosing and developing training criteria are discussed.  相似文献   
78.
Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety-six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution at best.  相似文献   
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