Sex differences in expectancy of examination results

Abstract.— Within a group of undergraduates it was found that men had higher expectancy than women in a psychology examination. Although importance of examination results for future career was positively related to expected results in both sex groups, women did not regard results as less important than men did, and the sex difference in expectancy could not be attributed differential value of examination for women and men. Whereas estimated importance of results for future career was positively related to importance of results for self-regard in the male group, no such relationship was found for women.     

Achievement motivation and field independence

Abstract.— Previous studies on the relationship between achievement motivation and field independence appear to have concentrated on the hope of success motive and Embedded Figures Test measures of field independence. The present study relates measures of both hope of success and fear of failure to performance on the Rod and Frame Test. It was found that a group with high Hope of Success/high Fear of Failure and one with low Hope of Success/low Fear of Failure were more field dependent than a group with high Hope of Success/low Fear of Failure and one with low Hope of Success/high Fear of Failure. The results were interpreted in line with the Yerkes-Dodson law. High Hope of Success/high Fear of Failure was assumed to reflect a too high level of effort output or arousal, whereas low Hope of Success/low Fear of Failure was assumed to reflect a too low level of effort expenditure. According to a second interpretation, the field dependent performance of high/high and low/low groups was assumed to relate to a confused/uncertain self image.     

T. S. Eliot's The Family Reunion—"Schizophrenia" Reconsidered

T. S. Eliot's play, The Family Reunion ( 4 ), can be interpreted as a representation of a "schizophrenic" and his family. As such it illustrates some of the clinical insights of both individual psychiatry and family psychiatry. This paper will discuss the play from a clinical vantage point and conclude with a re-consideration of the concept of schizophrenia.     

Birth of A Person: One Woman's Reflections on Survival and Growth

Through her words written in a daily log, a woman examines her life and goals, her relationship with her husband, and the influence in her life of an assertion-training course.     

The Effects of Early Religious Training: Implications for Counseling and Development

The simplistic conception of god commonly taught to children is distinguished from the God of theology and philosophy. There is evidence that children feel a considerable amount of anxiety in connection with their deity. A thorough analysis of the god of childhood reveals that many children believe in and internalize an authoritative being who is both good and evil, kind and abusive. Modeling of this being can continue into adulthood and may have a continuing effect on cognition and behavior. Implications for counseling and development are discussed.     

BEHAVIORAL MANAGEMENT AND TASK PERFORMANCE IN ORGANIZATIONS: CONCEPTUAL BACKGROUND, META-ANALYSIS, AND TEST OF ALTERNATIVE MODELS

In this study, we provide the conceptual background, meta-analyze available behavioral management studies ( N = 72) in organizational settings, and examine whether combined reinforcement effects on task performance are additive (sum of individual effects), redundant (combined effects are less than the additive effects), or synergistic (combined effects are greater than the sum of the individual effects). We found a significant overall average effect size of ( d. ) = .47 (16% improvement in performance; 63% probability of success), and a significant within-group heterogeneity of effect sizes. To account for this variation, we conducted a theory-driven moderator analysis, which indicated that money, feedback, and social recognition each had a significant impact on task performance. However, when these 3 reinforcers were used in combination, they produced the strongest (synergistic) effect on task performance. Based on our findings, we offer directions for future research, and suggestions for effective application of behavioral management at work.     

FAMILY-FRIENDLY PROGRAMS, ORGANIZATIONAL COMMITMENT, AND WORK WITHDRAWAL: THE MODERATING ROLE OF TRANSFORMATIONAL LEADERSHIP

Using data from China, Kenya, and Thailand, we investigated the moderating effect of transformational leadership in the relationships between family-friendly programs (childcare and work flexibility benefits), organizational commitment, and work withdrawal. Results supported the moderating effect of transformational leadership in the relationships between work flexibility benefits and both organizational commitment and work withdrawal, and between childcare benefits and work withdrawal. Theoretical contributions as well as practical implications are discussed.     

PSYCHOLOGICAL CAPITAL AND EMPLOYEE PERFORMANCE: A LATENT GROWTH MODELING APPROACH

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross‐sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N= 179 financial advisory‐type employees) to examine within‐individual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within‐individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor‐rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross‐lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence‐based practical guidelines for human resource selection, development, and performance management.     

TOWARD BETTER META‐ANALYTIC MATRICES: HOW INPUT VALUES CAN AFFECT RESEARCH CONCLUSIONS IN HUMAN RESOURCE MANAGEMENT SIMULATIONS

Simulations and analyses based on meta‐analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta‐analytic values estimates for validity and group differences (i.e., ρ and δ, respectively) used in such matrices often vary in the extent to which they are affected by artifacts and how accurately the values capture the underlying constructs and the appropriate population. We investigate how such concerns might influence conclusions concerning key issues such as prediction of job performance and adverse impact of selection procedures, as well as noting wider applications of these issues. We also start the process of building a better matrix upon which to base many such simulations and analyses in staffing research. Finally, we offer guidelines to help researchers/practitioners better model human resources processes, and we suggest ways that researchers in a variety of areas can better assemble meta‐analytic matrices.