ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.     

暴食症的影响因素及其机制

暴食症表现为反复发作的暴饮暴食症状, 并伴随着强烈的沮丧感, 个体在进食时通常感觉失去控制, 进食大量食物。暴食行为受到应激、负性情绪、冲动性人格、身体不满意与限制性进食以及父母的喂养方式影响。关于暴食症发生和维持的理论模型主要有情感调节理论、食物成瘾模型、人际关系模型以及完美主义模型。未来要进一步探究影响暴食的因素, 完善暴食症的理论模型, 运用脑成像等技术深入研究暴食症的认知神经机制并加强对暴食症的干预与治疗研究。     

Honesty in Marketing

ABSTRACT To what extent is honesty or truthfulness morally obligatory in trade and advertising practices? It is argued here what while we have a general right, in business as elsewhere, not to be lied to, we have no general right, either in our business or other pursuits, not to be deliberately deceived. Certain restrictions on deceptive practices in trade and advertising, even unintentionally deceptive practices, are, even so, morally defensible: viz. where the practice would mislead reasonable people to a material degree or where it would mislead especially vulnerable people who are predictably unreasonable. It is suggested that a code of practice for trade and advertising which exaggerates the degree of truthfulness which is morally obligatory may actually be corrupting in effect.     

M > 1

Increasingly, communication experiments are incorporating replication/actors for the purpose of controlling confounds and increasing generalizability. If replications are considered to be samples of possible treatment implementations, treating the replication factor as random is more appropriate than treating it as fixed. Study 1 shows that treating sampled replications as a fixed effect leads to potentially serious alpha inflation in the test of the treatment effect while treating sampled replications as random controls alpha at its nominal level. Study 2 addresses a common objection to treating replications as random: the argument that to do so will lead to unacceptably low power in statistical testing. Although experiments with very few replications are likely to be deficient in power, the results of Study 2 establish that power can be improved to an unexpected degree by a relatively modest increase in the number of replications.     

Career-Planning and Placement Services: Evaluations by College Recruiters and Placement Directors

Fifty-five college recruiters and 64 placement directors rated 19 career-planning and placement services and 8 kinds of student data on their value to recruiters. They also evaluated the most appropriate times for the use of student data. Significant differences between their ratings were found for 16 of the services and none of the kinds of student data. Significant differences between the groups' evaluations of the most appropriate times for the use of student data were found for 4 of 8 types. Recruiters and directors seem to be in complete agreement about the values of services and student data but in less agreement about the best times for using the student data.