Previous research on pay expectations has focused on gender differences and the reasons for those differences. In this study three types of reward expectations were measured. Pay expectations (starting salary and peak salary) were assessed, as well as another reward expectation, ease of promotion. The influences of gender, race, and type of job on reward expectations were investigated. The results indicated that Caucasians have higher peak pay expectations than African Americans for all job types. Interactions were discovered between race and type of job for starting salary, and between gender and type of job for ease of promotion. 相似文献
Judging an object’s value based on relevant cues can be challenging. We propose a simple method to improve judgment accuracy: Instead of estimating a value after seeing all available cues simultaneously, individuals view cues sequentially, one after another, making and adjusting their estimate at each step. The sequential procedure may alleviate computational difficulties in cue integration, leading to higher judgment accuracy. We tested this hypothesis in two real-world tasks in which participants judged either the price of diamonds or the fuel economy of cars. Two studies with professional jewelers and car salespeople show that most participants indeed judged more accurately with a sequential than with a simultaneous procedure. Another two studies with college students further support this finding and show additionally that the sequential procedure could raise the judgment accuracy of inexperienced students to the same level as that of professionals judging with the simultaneous procedure.
In this study the authors provide an empirical analysis of the job attitudes and behavior of temporary workers in Singapore, compiling and categorizing the various reasons individuals choose temporary jobs, in an effort to provide a clear and comprehensive understanding of why people choose this work arrangement. A profile of temporary employees showed that job attitudes are affected by the importance of the various reasons given for being a temporary worker. This exploratory study provides a foundation on which more complex relationships between these variables can be examined. 相似文献
This study examined the roles of the phonological working memory and the central executive in the Wisconsin Card Sorting Test by altering the materials and the procedure of the task and using a dual-task design, in which cognitive abilities of normal participants were manipulated by performance of the secondary tasks selectively taxing the phonological loop or the central executive. The present study used three novel versions of the Wisconsin Card Sorting Test, namely the WCST-4 stimuli, the WCST-12-stimuli, and the WCST-12-stimuli-box, in all of which the participants were given the exact sorting criterion. So the tasks did not involve processes such as maintenance of inferences about the sorting criterion which would require phonological memory load. However, the tasks were assumed to require the executive process of response inhibition. In the WCST-4-stimuli condition no change was made to the WCST materials. In the other two conditions, relying on the assumption that the three-dimensional nature of the cards triggers inappropriate responses, unidimensional stimulus cards were used instead of the four normal three-dimensional WCST stimulus cards. The difference between these two conditions was that, in the WCST-12-stimuli-box condition, boxes were used to conceal the response cards previously sorted. The results supported Dunbar and Sussman's (1995) argument that some executive processes in the Wisconsin Card Sorting Test require the use of phonological store, and the present design was able to differentiate the type of executive functions that do not involve the use of a phonological loop from the ones that do. In addition, the results concerning manipulations of the visual aspects of the Wisconsin Card Sorting Test suggest that the three-dimensional nature of the WCST stimulus cards leads to an increase in the number of inappropriate responses produced with the executive secondary task interference. 相似文献
In this exploratory study, the authors adopted an empirical approach to determine the various primary career anchors possessed by Singapore educators, the impact of the degree of congruency between teaching and the career anchors on intrinsic and extrinsic satisfaction, and turnover intentions. A number of hypotheses were supported and provided the 1st step in understanding this group of important individuals who nuture the future generation of human capital for the workplace. 相似文献
The psychometric function relates an observer’s performance to an independent variable, usually some physical quantity of a stimulus in a psychophysical task. This paper, together with its companion paper (Wichmann & Hill, 2001), describes an integrated approach to (1) fitting psychometric functions, (2) assessing the goodness of fit, and (3) providing confidence intervals for the function’s parameters and other estimates derived from them, for the purposes of hypothesis testing. The present paper deals with the first two topics, describing a constrained maximum-likelihood method of parameter estimation and developing several goodness-of-fit tests. Using Monte Carlo simulations, we deal with two specific difficulties that arise when fitting functions to psychophysical data. First, we note that human observers are prone to stimulus-independent errors (orlapses). We show that failure to account for this can lead to serious biases in estimates of the psychometric function’s parameters and illustrate how the problem may be overcome. Second, we note that psychophysical data sets are usually rather small by the standards required by most of the commonly applied statistical tests. We demonstrate the potential errors of applying traditionalX2 methods to psychophysical data and advocate use of Monte Carlo resampling techniques that do not rely on asymptotic theory. We have made available the software to implement our methods. 相似文献