The effects of organizational frames and problem ambiguity on decision making

This paper investigates how organizational climate and information quantity influences choice of decision making strategies. A simulated company with an organizational climate was manipulated to be either supportive or non-supportive of participative decision making methods. Subjects then solved problems in which information available to make a decision was manipulated. Results indicated that climate has an effect on choice of decision making strategies independent of information quantity. A second study was then conducted to assess how the climate manipulation affected subjects' decision-making. Organizational climate information appears to affect decisions in a manner analogous to Tversky and Kahneman's (1981) decision framing model.The contribution of each author is equal for this paper. The order of authorship was determined by a coin flip. This research was supported by Ohio Board of Regents and University of Akron Faculty Research grants to the second author. Portions of this paper were presented at the 1989 Society of Industrial Organizational Psychology Meetings and the 1991 Association of Management Meetings.     

Computer-based training versus traditional lecture: Effect on learning and retention

This study investigated the effectiveness of computer-based training (CBT) versus the standard or traditional lecture method. The study was conducted at a large pharmaceutical manufacturing site located in Eastern North Carolina. Subjects were chemical processors in the bulk chemical production division (N=54). All subjects completed a comprehensive hazardous chemicals safety training program, with one treatment group completing the course via a self-directed computer program (n=27) and one completing the course via traditional instructor-led sessions (n=27). Both delivery formats were identical relative to learning objectives and content. Level of learning was assessed via a 33-item pretest and posttest. Subjects were also administered a 33-item retention test one month following completion of the program. Subject biographical data, including educational level, were collected by questionnaire and the Computer Anxiety Index (CAIN) was administered to assess subjects' level of computer anxiety within the CBT group. Satisfaction with training was assessed in both treatment groups. Results indicated 1) both groups demonstrated significant learning following training, 2) there was no significant difference in level of learning between the two groups, 3) retention after one month was significantly higher in the CBT groups, 4) there was no correlation between educational level or computer anxiety and learning, and 5) there was no significant difference between the two groups on satisfaction with the training experience.     

Do the bishops have it right on health care reform?

The National Conference of Catholic Bishops has argued for significant government involvement in health care in order to assure respect for what they regard as the right to health care. Critics charge that the bishops are wrong because health care is not a right. In this article, it is argued that these critics are correct in their claim that health care is not a right. However, it is also argued that the premise that health care is not a right does not imply that the market is the most equitable and just system for providing health care. Natural law arguments in the tradition of Roman Catholic social teaching lead to the conclusion that a just and prosperous society has a moral obligation to provide health care even if there is no such right. Further, there are strong moral grounds for concluding that the bishops are correct in their claim that health care ought not to be considered a market commodity. It is argued that if health care ought not to be considered a commodity, then national health insurance is the best available alternative for fulfilling the social obligation to distribute health care resources justly and fairly at this time in American history. The bishops' case for government involvement can be made on the strength of the Catholic tradition in theological argumentation, independent of the claim that health care is a right.     

Competing interests: The need to control conflict of interests in biomedical research

Individual and institutional conflict of interests in biomedical research have becomes matters of increasing concern in recent years. In the United States, the growth in relationships — sponsored research agreements, consultancies, memberships on boards, licensing agreements, and equity ownership — between for-profit corporations and research universities and their scientists has made the problem of conflicts, particularly financial conflicts, more acute. Conflicts can interfere with or compromise important principles and obligations of researchers and their institutions, e.g., adherence to accepted research norms, duty of care to patients, and open exchange of information. Disclosure is a key component of a successful conflict policy. Commitments which conflict with a faculty member's primary obligations to teaching, research, administrative responsibilities, or patient care also need attention. Institutional conflict of interests present different problems, some of which are discussed in an analysis of an actual problem posed by two proposed clinical trials. This paper is adapted from a lecture presented to a Symposium on Scientific Integrity, Warsaw, Poland, 23 November 1995. Daniel Steiner was Vice-President and General Counsel of Harvard University (1972–92) and in that capacity became familiar with conflict of interest issues. He is currently Counsel to the Boston law firm. Ropes and Gray, and is Adjunct Lecturer in Public Policy at the John F. Kennedy School of Government. Harvard University.     

Evidence that blocking is due to associative deficit: Blocking history affects the degree of subsequent associative competition

Rats were trained on an appetitive discriminated operant procedure according to a blocking design, in which training with a compound stimulus (A + B) was given with or without prior training with A alone. Stimulus B was then presented in compound with a new stimulus (B + C compound). The ability of Stimulus B to block acquisition of control by Stimulus C was decreased by B having itself been blocked by A during the prior training. The results imply that the mechanism of blocking during the initial blocking procedure was a reduced association between Stimulus B and the reinforcer, and not a performance deficit such as that postulated by comparator models of learning.     

Stress,coping resources,and injury risk

Over the last two and a half decades, researchers have tried to determine if psychological variables predispose or buffer athletes from injury. They have found that sport participants who experience many recent stressors, and who do not have the resources and skills to cope with the stress, seem most at risk for injury. This article reviews that research as well as efforts to identify mechanisms that might explain why the stress-injury relationship occurs and interventions that will hopefully reduce the injury risk. Because the multicomponent stress-injury model of Andersen and Williams (1988) helped provide the impetus and theoretical base for much of that research, it serves as the foundation for organizing and summarizing the findings. Although the research has focused largely on sport injuries, the findings have relevance for understanding and potentially preventing many accidents and injuries that occur outside the realm of sport participation.     

The “good manager”: Sex-typed,androgynous, or likable?

Recent studies have indicated that people describe a “good manager” in masculine terms. It was hypothesized that this could simply reflect cultural stereotypes, rather than people's perceptions of what combination of traits is desirable in a leader. In Experiments 1 and 2, subjects were presented managerial profiles ascribing all masculine, all feminine, or a combination of masculine and feminine traits (i.e., “androgynous” profiles) to hypothetical managers. Feminine-trait combinations were rated as significantly less desirable than either masculine or androgynous combinations, which were rated as equally desirable. Thus, while femininity per se was not seen as desirable in a leader, it was not viewed as a liability when combined with masculinity, a corroboration of much behavioral research on androgyny. Experiment 3 varied trait likableness and sex-role orientation. Experiments 1 and 2 were replicated for unlikable traits. Surprisingly, the opposite pattern was obtained for likable traits: the feminine combinations were rated as the most desirable, and the masculine combinations were rated as the least desirable. The results are discussed in the context of early research on impression formation and recent work on social cognition.