The relationship among positive emotional dispositions,career adaptability,and satisfaction in Italian high school students

Using a sample of 242 Italian high school students, we examined the direct relation of hope and optimism on four dimensions of career adaptability (i.e. curiosity, confidence, control, and concern) as well as the mediating effect of these four adaptability dimensions on the relations of hope and optimism on the subcomponents of satisfaction. The results of the study demonstrated that both hope and optimism significantly predicted various dimensions of career adaptability. Additionally, the degree to which hope related to students' subcomponents of satisfaction was mediated by two of the four dimensions of career adaptability (i.e. curiosity and confidence). The dimensions of adaptability did not mediate the relations of optimism on satisfaction. These findings have implications for both research and practice.     

THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.     

Pastoral care and AIDS: Assessing the stress and satisfaction from caring for persons with AIDS

Members from religious communities in New York City (17 men, 8 women) who volunteer pastoral care to persons with AIDS completed and returned through the mail the (AIDS) Caregiver Scale and the Attitudes toward AIDS Scale. Results indicated that satisfaction from providing care was related to pastoral training, an understanding of the spiritual nature of death, and a positive attitude toward persons with AIDS. Self-reported stress from providing care was inversely related to pastoral training to deal with death. The pastoral volunteers also reported greater satisfaction and lower stress from caregiving than volunteer buddies from upstate New York.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

Cut-Free Tableau Calculi for some Intuitionistic Modal Logics

In this paper we provide cut-free tableau calculi for the intuitionistic modal logics IK, ID, IT, i.e. the intuitionistic analogues of the classical modal systems K, D and T. Further, we analyse the necessity of duplicating formulas to which rules are applied. In order to develop these calculi we extend to the modal case some ideas presented by Miglioli, Moscato and Ornaghi for intuitionistic logic. Specifically, we enlarge the language with the new signs Fc and CR near to the usual signs T and F. In this work we establish the soundness and completeness theorems for these calculi with respect to the Kripke semantics proposed by Fischer Servi.     

Key pecking as a function of response-shock and shock-shock intervals in unsignalled avoidance

Five pigeons were exposed to an unsignalled avoidance procedure where key pecks were maintained through shock postponement. Functions obtained showed an inverse relationship between rate of responding and length of the response-shock interval, while changes in the shock-shock interval had no systematic effect on response rates. The rate of shocks delivered generally decreased with increases in length of both response-shock and shock-shock intervals. Results show that key pecking in pigeons, maintained through an unsignalled avoidance procedure, was affected by changes in response-shock and shock-shock intervals in the same manner as other responses in pigeons and in rats.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.