Reasons for employee sabotage in the workplace

Unionized workers at a factory were asked to rate a variety of reasons which would justify the use of sabotage in an organization, as well as the justifiability of four general methods of sabotage (slowdowns, destructiveness, dishonesty, and causing chaos). Results showed that as compared to those who didn't accept a wide variety of reasons for sabotage, those who accepted a variety of reasons would more readily justify all forms of sabotage except dishonesty. The data is discussed in terms of the reasons for the lack of justification that dishonesty receives, as well as future directions for the study of sabotage.     

Toward the more efficient use of assessment center technology in personnel selection

Empirical research has consistently supported the validity and business utility of the assessment center method as a selection instrument. Nonetheless, the method as typically applied may be unnecessarily costly and inflexible. This paper begins by describing how the model for assessment center design that is widely used today came to be accepted as a standard. Then modifications in design and operation are discussed. These suggested modifications are intended to enhance the utility and flexibility of assessment centers, while at the same time maintaining, or even increasing, the validity of the process.Seymour Adler is Associate Professor of Applied Psychology at Stevens Institute of Technology, Hoboken, New Jersey, and Vice President of Assessment Systems Incorporated, a New York-based consulting firm.     

Male liberation

This article on Liberation approaches the subject from the perspective ofmen. Women have taken the lead in trying to throw off the bondage of patriarchy. Men have, for the most part, been reactors to the evolving changes. The author feels that there is a more creative role for men to play, but first, we must become more conscious of the ways in which our privileged position oppresses us. The author documents this dynamic as well as points to some possible directions for men to move in their personal and professional lives. The priority on developing collegiality and inclusiveness in our professional associations gives this subject an important place in our thinking and decisionmaking.This paper was read at a workshop on male liberation at the National A.A.P.C. Convention in San Antonio, April 30,1982.     

Auditory-visual interaction and the timing of inputs

Summary The objective of this study was to analyze the structural properties of the respective inputs that are conducive to immediate auditory-visual cross-modal bias. The study was designed as an updated and extended replication of one by Thomas (1941). Subjects were presented with either auditory or visual target signals in several positions around the median plane, together with a competing signal, always in the other modality, 15° to the left or to the right of that plane. The task was to indicate whether the target signal came left or right of center. Target and competing signals were delivered according to three temporal configurations: continuously on for 4 s, or periodically interrupted at either a fast or a slow tempo, and all combinations of the three configurations were used. Judgements of the location of the auditory target signal were attracted toward the visual competing signal in all conditions but two, those with a periodic target signal and a continuous competing one. Conditions with the two signals in the same configuration yielded larger biases than those combining different configurations, confirming that synchronization of discordant inputs is a major condition of cross-modal interactions. The occurrence of significant bias in nonsynchronous conditions, on the other hand, suggests that another factor might be the attraction of localization responses by competing signals with salient temporal configurations, and that interruption might be one important source of saliency. Auditory biases of visual localization were, as usual, smaller than visual biases, but nevertheless reached significance in a majority of conditions, and were also influenced by timing in much the same way as the latter.This work was supported in part by the Belgian Fonds de la Recherche Fondamentale Collective (FRFC) under convention 2.4505.80. The first author is Chercheur qualifié of the Fonds National de la Recherche Scientifique (FNRS). The results have already been reported at the Symposium on Perception, Action and Development, Brussels, January 1984     

The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses

A major home improvement chain located primarily in the western United States initiated the use of thePersonnel Selection Inventory, a written integrity test, as part of its pre-employment hiring process. For two years only, those job applicants who passed this test and other pre-employment criteria were hired by the chain. Following the introduction of the inventory, there was: (1) a 50% reduction in the number of employee terminations for theft, illegal drug use, and violence over a five year period and (2) a savings in shrinkage losses that amounted to over two million dollars over a two year period.     

Latent trait models and dichotomization of graded responses

This paper discusses thecompatibility of the polychotomous Rasch model with dichotomization of the response continuum. It is argued that in the case of graded responses, the response categories presented to the subject are essentially an arbitrary polychotomization of the response continuum, ranging for example from total rejection or disagreement to total acceptance or agreement of an item or statement. Because of this arbitrariness, the measurement outcome should be independent of the specific polychotomization applied, for example, presenting a specific multicategory response format should not affect the measurement outcome. When such is the case, the original polychotomous model is called compatible with dichotomization.A distinction is made between polychotomization or dichotomization before the fact, that is, in constructing the response format, and polycho- or dichotomization after the fact, for example in dichotomizing existing graded response data.It is shown that, at least in case of dichotomization after-the-fact, the polychotomous Rasch model is not compatible with dichotomization, unless a rather special condition of the model parameters is met. Insofar as it may be argued that dichotomization before the fact is not essentially different from dichotomization after the fact, the value of the unidimensional polychotomous Rasch model is consequently questionable. The impact of our conclusion on related models is also discussed.     

Interpersonal dominance and coronary prone behavior

Type A “coronary-prone behavior” is a risk factor for coronary artery and heart disease. Questionnaire research indicates that interpersonal dominance is one of the strongest behavioral correlates of the Type A behavior pattern, although little effort has been made to demonstrate a link between the behavioral manifestations of interpersonal dominance and Pattern A responding. This study was conducted to establish such a link. All possible combinations of extreme As (N = 42) and Bs (N = 42) were matched in dyads that negotiated extreme bipolar opposite positions on a “teacher dismissal” issue. Analysis of process and outcome behaviors suggested that type A individuals are unilaterally more dominant than their Type B counterparts. Possible physiological mechanisms mediating dominance and cardiovascular disease are discussed.     

Visual and auditory attention performance in hyperactive children: Competence or compliance

The effect of self-control and compliance on the attentional performance of hyperactive children was assessed. Visual and auditory attention tasks were presented in conditions in which the experimenter was either absent and therefore not imposing external control, or present and therefore imposing some degree of control. There was no difference in performance between hyperactives and controls when the experimenter was present, but the hyperactives' performance showed a greater deterioration than controls when the experimenter was absent. The amount of movement displayed during the tasks was greater for hyperactives and increased more for this group during experimenter-absent conditions. The results support the contention that noncompliance is a major contributor to the poor performance of hyperactive children, which can be seen as an application deficit rather than an ability deficit. These findings have relevance for the current debate on the association between hyperactivity and conduct disorder, and from an applied perspective they serve to stress the importance of situational contributors to the problem behaviors of hyperactive children.