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171.
This response to Howard's article deals with the application of cybernetic epistemology to clinical research and practice. Implications for scientific research are discussed. 相似文献
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Two empirical studies examined the similarities and differences between creative professionals in science and art. In the first, 16PF personality profiles of industrial scientists, musicians and artists, and general undergraduates (N = 99) showed no difference between scientific and artistic groups on the Creativity composite index, and both groups differed significantly from general undergraduates. There were a few significant differences on specific traits, however. In the second study, self-reports of involvement in creative behavior collected from larger similar samples (N = 590) were factor analyzed. Two distinct but correlated factors (r = .32) emerged that separated artistic from scientific and business activity. The results indicated that people who specialize in one content domain often make contributions in other domains as well. 相似文献
176.
Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process. 相似文献
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Several potential problems are noted with the recent proposal of Arvey and Mossholder (1977) to use analysis of variance technique to determine similarities and differences among jobs. Cluster analytic techniques are suggested as an adjunct to other procedures. 相似文献
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A hypothesis of consistency in cognitive information processing of perceptions of psychological influence (perceived influence of decisions made by a supervisor) was proposed and tested. The hypothesis stated that if (a) having influence was of sufficient importance to a subordinate to effect selective attention to supervisor behaviors that reflected opportunities for influence, then (b) the subordinate would employ perceptions of influence in behavioral decisions (performance) and affective reactions (anxiety, satisfaction). The hypothesis received support in a study of 363 Navy enlisted aircraft maintenance personnel, where selective attentiveness to opportunities for influence was determined by assessing the fit between personal characteristics of a subordinate (e.g., achievement motivation) and the degree of overload in the work environment. Results suggested that relations between perceptions of influence and attitudes/performance should be expected only for those individuals who are attentive to opportunities for influence in the early stages of cognitive processing. Implications of these results for future scientific and professional endeavors are discussed. 相似文献
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BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES 总被引:1,自引:0,他引:1
Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected. 相似文献