How we make discoveries

In trying to make discoveries, we are trying to uncover knowledge of HIDDEN realities. It appears impossible to uncover knowledge of hidden realities. How can we evaluate results? (How can we find out whether they are true or even good approximation when we cannot compare them to the hidden realities?) But we are often able to do things which appear impossible; it depends on whether we have chanced onto, or discovered, or invented, the relevant OPERATING PRINCIPLES. It appeared impossible to fly to the moon in one lifetime. We discovered the principle of the rocket. If we can discover the operating principle for making discoveries, we know how we make discoveries. In this paper, I show step by step how we can discover this operating principle.     

Employment demographics and attitudes that predict preferences for alternative pay increase policies

A survey of 942 university staff employees shows that performance and cost of living are preferred over seniority as criteria upon which to base pay increases. Multiple regression analysis reveals that preferences for performance-based pay increases are most strongly related to perceptions that merit pay does not decrease co-worker cooperation, perceptions that performance differences exist among co-workers, employment in white collar jobs, and never having belonged to a union. Preferences for seniority-based and cost of living-based pay increases are most strongly related to the perceived need for a union, perceptions that merit pay reduces cooperation, education level, and gender. In addition, preferences for seniority-based pay increases are related to years of service.An earlier version of this paper was presented at the 1989 meetings of the Midwest Academy of Management.     

Technology and the structuring of jobs: Employee satisfaction,performance, and influence

This research investigated the relationships between technology, interdependence, job characteristics, and employee satisfaction, performance, and influence. Technology was operationalized at the individual level of analysis to include the dimensions of input uncertainty, conversion uncertainty, and output uncertainty. Pooled, sequential, and reciprocal interdependence was assessed. The results indicated that input and conversion uncertainty and interdependence were strongly related to such job characteristics as autonomy, skill variety, task identity, task significance, and task feedback. While the job characteristics related positively to employee satisfaction, input and conversion uncertainty related negatively to satisfaction, thus creating a mutual suppression effect. Although the uncertainty dimensions did not relate significantly to performance, there is some evidence that this negative relationship was being suppressed by the positive relationship between job characteristics and performance. Both the job characteristics and the technology dimensions related positively to influence. Results were discussed in terms of appropriate matches between technology and job characteristics.     

The Hispanic Treatment Program: Principles of effective psychotherapy

The Hispanic Treatment Program was an inpatient psychotherapy Unit at the Colorado State Hospital that operated from October 1979 to February 1982. Staffed exclusively with personnel of Hispanic heritage, the Program emphasized the use of linguistic and cultural elements, as well as the customs and beliefs characteristic of Hispanic culture. A specialized inpatient treatment unit for Hispanic patients with psychotic (especially, schizophrenia) disturbances, the Program offered a unique opportunity to these patients by providing a variety of psychotherapies conducted in a culturally-sensitive manner. Spanish and English were used in a manner conducive to enhancing the treatment process, with flexibility in use of language.This project was supported by Grant No. ROlMH29016-01A2, awarded by the National Institute of Mental Health, Center for Minority Group Mental Health.The authors acknowledge Gregorio Kort, M.D. and Wayne Smyer, M.A. and other staff for their contributions to the development and success of the Hispanic Treatment Program.Original version of paper was selected for the First Senior Award given by the Psychological Services Center's (NYSCP) Minority Mental Health Award Competition.