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Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified. 相似文献
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David J. Weiss 《Attention, perception & psychophysics》1975,17(4):351-357
Functional measurement theory was applied to bisection, trisection, and quadrisection of grayness. Theoretically, these judgments should obey an averaging model. But the overt responses are not a valid measure of subjective magnitude (since they are made on the physical stimulus continuum), and so they cannot be used directly to test the model. However, scaling and model testing can both be accomplished simultaneously using functional measurement theory. If the subject is indeed averaging, then there exists a monotone transformation that makes the data additive; and this transformation can be computed with FUNPOT, Weiss’s (1973a) computer program which finds polynomial transformations that reduce selected effects. Further, determination of this transformation also reveals the psychophysical function, because it gives the relation between subjective magnitude and overt response. For bisection, the averaging model was successful; it was possible to find a monotone transformation that made the data additive. This psychophysical function differed somewhat in form from the Munsell scale. It gained cross-task validity from its agreement with a grayness scale obtained from rating data (Weiss, 1972). For trisection and quadrisection, the averaging model was not accepted; it was not possible consistently to find transformations which induced additivity. 相似文献
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The Minnesota Job Requirements Questionnaire (MJRQ) was developed and administered to supervisors of 11 selected jobs who rated the ability requirements of the job they supervised. The MJRQ represented each of nine GATB aptitudes by five items in a Likert-type format. MJRQ ratings were compared with expert ratings in the Dictionary of Occupational Titles (DOT) and Occupational Ability Patterns (OAPs) derived from administration of the General Aptitude Test Battery (GATB). Reliability of MJRQ ratings was shown by high Hoyt reliability coefficients. Comparison of mean ratings and variabilities of ratings by supervisors in a job showed construct validity for the MJRQ approach, as did intercorrelations of MJRQ ratings. OAPs derived from the MJRQ compared favorably with those derived from the GATB and DOT, showing promise for the parsimonious MJRQ approach to the development of OAPs. 相似文献
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Joy S. Kaufman Christian M. Connell Cindy A. Crusto Derrick M. Gordon Carolyn E. Sartor Patricia Simon Michael J. Strambler Tami P. Sullivan Nadia L. Ward Nicole Holland Weiss Jacob Kraemer Tebes 《American journal of community psychology》2016,58(3-4):348-353
The 50th anniversary of the Swampscott Conference offers an opportunity to reflect on a community psychology setting, The Consultation Center at Yale, that was formed in response to the 1963 Community Mental Health Act and the 1965 Swampscott Conference. The Center has flourished as a community psychology setting for practice, research, and training for 39 of the 50 years since Swampscott. Its creation and existence over this period offers an opportunity for reflection on the types of settings needed to sustain the field into the future. 相似文献