A COMPARISON OF RUSSIAN AND U.S. PAY ALLOCATION DECISIONS, DISTRIBUTIVE JUSTICE JUDGMENTS, AND PRODUCTIVITY UNDER DIFFERENT PAYMENT CONDITIONS

This article reports the results of two studies of pay-related attitudes and behaviors of Russian and U.S. managers and students. In a pay allocation role play, managers in both countries place primary emphasis on individual performance (equity) and secondary emphasis on coworker relations and equality. In addition, Russian managerial subjects utilized need in their pay allocations. In a series of experiments, both Russian and U.S. students preferred the equity rule, although there were no productivity effects across different allocation rules. Procedural justice effects were also observed. Implications for pay practices are examined.     

Adolescent Attachment,Identity, and Adjustment to College: Implications for the Continuity of Adaptation Hypothesis

We examined the concurrent relationship between late adolescent attachment to parents and peers and two broad indices of adolescent adaptation—personal and social identity and adjustment to college. Participants included 130 college freshmen and 123 upperclassmen. Although freshmen were disadvantaged relative to upperclassmen with respect to social and personal-emotional adjustment, there were no group differences on the attachment measures, on the measures of academic adjustment and goal commitment, and on the measure of social identity. Freshmen scored higher on personal identity than did upperclassmen. Women reported less alienation from peers, had more trust and better communication with peers, and had higher scores on personal and social idenitity than men. The attachment variables were significant predictors of personal and social identity. Pervasive relations were also found between attachment and adjustment to college, particularly for the upperclassmen sample.     

Reading Disability: A Model for the Genetic Analysis of Complex Behavioral Disorders

Family, linkage, and twin studies of reading disability are briefly reviewed, and evidence is presented from the twin component of the Colorado Reading Project that implicates genetic factors in the expression of reading disability. Recently developed behavioral genetic methodology is outlined, which provides an estimate of the magnitude of these genetic effects. The present report details the application of this methodology to reading performance data obtained from 96 identical twin pairs and 72 fraternal twin pairs in which at least one member of each pair was identified as reading disabled. Results indicate that approximately 50% of the reading deficit observed in the probands may be attributed to genetic factors. Although such an analysis assumes that reading disability is a homogeneous disorder, there may exist alternative forms with differing genetic etiologies. To test this hypothesis, the methodology can be extended to assess differential genetic etiology in alternative subgroups of disabled readers.     

The Search for Reliable Generalizations About Messages A Comparison of Research Strategies

Two ways of conducting the search for generalizations about messages are considered: Morley's (this volume) proposal that single-message research designs be used, with subsequent meta-analytic summaries, and Jackson and Jacobs's (1983) proposal that multiple-message designs be used, with messages treated as a random factor in the statistical analysis. Jackson and Jacobs's approach is shown to provide a more dependable, efficient, and practical means for gathering the requisite evidence for dependable generalizations. The charge that multiple-message designs suffer from irreparable problems of experimenter bias is refuted. The treatment of messages as a random factor is defended as statistically appropriate and as clearly preferable to the statistical alternatives.     

AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS

This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success.