Employment demographics and attitudes that predict preferences for alternative pay increase policies

A survey of 942 university staff employees shows that performance and cost of living are preferred over seniority as criteria upon which to base pay increases. Multiple regression analysis reveals that preferences for performance-based pay increases are most strongly related to perceptions that merit pay does not decrease co-worker cooperation, perceptions that performance differences exist among co-workers, employment in white collar jobs, and never having belonged to a union. Preferences for seniority-based and cost of living-based pay increases are most strongly related to the perceived need for a union, perceptions that merit pay reduces cooperation, education level, and gender. In addition, preferences for seniority-based pay increases are related to years of service.An earlier version of this paper was presented at the 1989 meetings of the Midwest Academy of Management.     

A program for constructing SVT tests: An alternative way of assessing text comprehension

The sentence verification technique (SVT), developed by Royer, Hastings, and Hook (1979), provides developmental and educational researchers with an alternative way of assessing text comprehension based on all of the information contained in a passage. Students must decide if test sentences have the same meaning as sentences that appeared in an original passage. The program described here automates the more laborious aspects of constructing SVT tests. The user must create a passage using a word processor. The program will prompt the user for information as needed. Finally, printable text files (SVT test and answer key) are generated. The program is written in BASIC for IBM and IBM-compatible computers.     

A TEST OF SHAVELSON'S HIERARCHICAL MULTIFACETED SELF-CONCEPT MODEL IN A FILIPINO COLLEGE SAMPLE

Shavelson's hierarchical, multifaceted self-concept model (HMFM) has proven useful to educational and psychological researchers. The reliability and factorial validity of a well-known HMFM instrument - the Fleming-Courtney Self-Rating Scales (SRS) - were examined for a sample of 198 Filipino college students. Confirmatory factor analysis compared six structural models. A six-factor, oblique model that included two social factors (Social Acceptance and Social Anxiety) fit the data best, and a second-order factor analysis supported the hierarchical structure of the SRS. The men were significantly higher than the women on three self-concept scales, but the only large effect was for Physical Abilities, consistent with findings in a U.S. college sample. Results provided some support for the utility of both the SRS and HMFM for Filipinos.     

Gender and Sex-Role Influences on Children''s Self-Esteem

This study examined direct and moderating influences of gender and sex-role orientations on children's general self-esteem. Moderating influences of these variables on the prediction of self-esteem were examined with respect to two sets of competence beliefs regarding school achievement: perceived capacities and perceived strategies for doing well in school. One hundred nineteen fourth-, fifth-, and sixth-grade children were assessed using the Perceived Competence Scale for Children (Harter, 1982), the Multidimensional Measure of Children's Perceptions of Control (Connell, 1985), and the Children's Personal Attributes Questionnaire (Hall & Halberstadt, 1980). Correlational and hierarchical multiple regression analyses indicated that upper elementary schoolchildren's general self-esteem is (a) marginally related to biological gender, with boys showing a slight advantage; (b) significantly related to masculinity and androgyny; and (c) predicted more strongly by perceived capacities to do schoolwork in girls than in boys, and by perceived (lack of) strategies for academic success in nontraditionally sex-typed children than in traditionally sex-typed children. Of the two nontraditionally sex-typed groups, androgynous children were found to have more positive school competence beliefs than were undifferentiated children.     

Comparing Idiothetic, Ipsative, and Normative Indices of Consistency

ABSTRACT Lamiell's (1981) “idiothetic” index has been praised for raising significant conceptual and methodological issues, but Paunonen and Jackson (1986a) indicated that it might not provide any unique information The current study demonstrates that the unique value of the idiothetic index relative to the ipsative, normative, and normative-ipsative indices is dependent in part upon what information is collected and how it is analyzed Subjects completed inventories on three occasions that assessed seven dispositional variables Interindividual analyses indicated a high correlation between the idiothetic method and two of the other models, whereas intra-individual analyses indicated a much lower degree of correlation Intra-individual analyses indicated that the idiothetic method produced higher temporal stability coefficients The idiothetic index provides information not contained in a normative index and it may be more useful to personality researchers for the assessment of temporal stability and for the assessment of traits with extreme base rates     

Effects of Salience of Consciousness-Raising Information on Perceptions of Acquaintance versus Stranger Rape

In the present study the effects of salience of consciousness-raising information on the perception of acquaintance vs. stranger rape were focused on. One half of the subjects were exposed to information which emphasized the inappropriateness of sexual inequality (salient condition), while the other half were exposed to no such information (nonsalient condition). Subsequently, subjects read a passage which depicted an acquaintance rape or a stranger rape. The results indicated that those subjects in the salient condition perceived the victim more favorable and reported a lesser likelihood to commit rape (male subjects) than those in the nonsalient condition. Additionally, those in the stranger rape condition perceived the victim more favorably and reported a lesser likelihood of committing rape (male subjects) than those in the acquaintance rape condition. Finally, there was a significant interaction between salience and type of rape. To amplify, when subjects read the stranger rape passage, perceptions did not vary as a function of salience. On the other hand, when subjects read the acquaintance rape passage, those in the salient condition perceived the victim more favoraby and reported a lesser likelihood of committing rape than those in the nonsalient condition.     

Computer Communication and Organizational Commitment: Tracing the Relationship in a City Government

Various theories and management policies suggest that there should be a positive relationship between communication and commitment to the organization. However, support for that relationship remains equivocal. We report the results of a questionnaire on communication and commitment filled out by 376 employees of a mid-sized city government. They were asked about the mode and frequency of their communications within the organization and about their commitment to the city government. Consistent with our hypotheses about the nature of computer-mediated communication, use of computer mail and bulletin boards predicted organizational commitment, but use of the telephone and paper modes of communication did not. In addition, those most likely to benefit from the immediacy and memory of computer communication—shift workers—evidenced a stronger relationship between computer mail use and commitment than did regular employees. Two mechanisms for mediating the relationship between communication and commitment were evaluated. Evidence supports active participation in communication as a mediating mechanism in the relationship between communication and commitment. The informational value of communication does not appear to be important in this regard.     

Accurate diagnosis of personality disorders: Some critical factors

Issues pertaining to the accurate diagnosis of personality disorders are discussed from a scientist-practitioner perspective. An attempt is made to distinguish state (Axis I) from trait (Axis II) disorders, and personality (“normal”) from personality disorders (“abnormal”). The reliability and validity of personality disorder diagnoses are explored, and the four criteria for all personality disorder diagnoses are clarified: These criteria are: 1) presence of psychological symptomology, 2) stability over time, 3) consistency across situations, and 4) under-responsiveness to currently available treatments. Also, a distinction is made between categorical and dimensional diagnostic criteria, similar to the distinction between personality type and trait approaches. Recommendations are provided for improving the clinical and empirical work in this area, and implications for treatment are discussed.     

Technology and the structuring of jobs: Employee satisfaction,performance, and influence

This research investigated the relationships between technology, interdependence, job characteristics, and employee satisfaction, performance, and influence. Technology was operationalized at the individual level of analysis to include the dimensions of input uncertainty, conversion uncertainty, and output uncertainty. Pooled, sequential, and reciprocal interdependence was assessed. The results indicated that input and conversion uncertainty and interdependence were strongly related to such job characteristics as autonomy, skill variety, task identity, task significance, and task feedback. While the job characteristics related positively to employee satisfaction, input and conversion uncertainty related negatively to satisfaction, thus creating a mutual suppression effect. Although the uncertainty dimensions did not relate significantly to performance, there is some evidence that this negative relationship was being suppressed by the positive relationship between job characteristics and performance. Both the job characteristics and the technology dimensions related positively to influence. Results were discussed in terms of appropriate matches between technology and job characteristics.