The job satisfaction-job performance relationship: a qualitative and quantitative review

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.     

Emotional context at learning systematically biases memory for facial information

Emotion influences memory in many ways. For example, when a mood-dependent processing shift is operative, happy moods promote global processing and sad moods direct attention to local features of complex visual stimuli. We hypothesized that an emotional context associated with to-be-learned facial stimuli could preferentially promote global or local processing. At learning, faces with neutral expressions were paired with a narrative providing either a happy or a sad context. At test, faces were presented in an upright or inverted orientation, emphasizing configural or analytical processing, respectively. A recognition advantage was found for upright faces learned in happy contexts relative to those in sad contexts, whereas recognition was better for inverted faces learned in sad contexts than for those in happy contexts. We thus infer that a positive emotional context prompted more effective storage of holistic, configural, or global facial information, whereas a negative emotional context prompted relatively more effective storage of local or feature-based facial information     

Low environmental calcium blocks long-term memory formation in a freshwater pulmonate snail

The freshwater snail Lymnaea stagnalis (L.) is considered a calciphile and exhibits reduced growth and survival in environments containing less than 20 mg/l environmental calcium. Although it has no apparent effect on survival at 20 mg/l, reducing environmental calcium increases metabolic demand, and as such we consider that this level of calcium acts as a stressor on the snail. We exposed snails to acute periods of low environmental calcium and tested their ability to form intermediate-term memory (ITM) and long-term memory (LTM) following one trial operant conditioning (1TT) to reduce aerial respiratory activity in hypoxic conditions. We also assessed whether there were changes in the electrophysiological properties of a single neuron, right pedal dorsal 1 (RPeD1), which has been demonstrated to be necessary for LTM formation. Following training in high (80 mg/l) environmental calcium, L. stagnalis formed ITM and LTM lasting 24 h and demonstrated a significant reduction in all activity measured from RPeD1; however when snails were exposed to low (20 mg/l) environmental calcium they were able to form ITM but not LTM. Although no behavioral LTM was formed, a partial reduction in RPeD1 activtiy measured 24 h after training was observed, indicating a residual effect of training. The strong effect that environmental calcium concentration had on physiology and behavior in response to training to reduce aerial respiration in L. stagnalis suggests that it is an element of gastropod husbandry that needs to be carefully considered when studying other traits. This study also indicates that L. stagnalis found naturally in low calcium environments may be less able to adapt to novel stressors than populations found in harder waters.     

Seeing the Fisher<Emphasis Type="Italic">Z</Emphasis>-transformation

Since 1915, statisticians have been applying Fisher'sZ-transformation to Pearson product-moment correlation coefficients. We offer new geometric interpretations of this transformation.     

Testing the limits of the phonetic mnemonic system

Three experiments tested the efficacy of the phonetic mnemonic system under varying conditions of application. The first study attempted unsuccessfully to replicate and extend the work of Morris and Greer (1984), who had shown training in the phonetic mnemonic method to facilitate memorization of a serial list of two-digit numbers. In the present study, subjects trained in the phonetic mnemonic method failed to learn lists of two-, four-, and six-digit numbers better than control subjects. The second experiment partially replicated the first, the differences being that training in the phonetic mnemonic method was strengthened, and time allotted for number recall was extended. Under these circumstances the phonetic mnemonic group recalled the two-, four-, and six-digit numbers significantly better than the control groups, a finding conforming with Morris and Greer's (1984) results. The third experiment partially replicated the second, everything being the same except that, in this case, subjects constructed their own key words representing each number, instead of these words being supplied by the experimenter. Under these conditions, subjects trained in the phonetic mnemonic method recalled significantly fewer numbers than control subjects.     

Exploring Our “Deltas”: A Training Tool for Conceptualizing Systemic Theory of Change

Systematically utilizing theory to guide clinical practice is integral to developing and maintaining therapist competency. However, helping Marriage and Family therapist trainees develop their own theory of change can be a challenging training component and more educational guides are needed to help facilitate the learning process. This paper introduces the Delta Model for conceptualizing systemic change as such a tool. The proposed Delta Model is introduced and guidelines for specifically teaching trainees at each level of the Delta are provided. The proposed model will be applied to a case vignette and discussion of additional considerations for applying the Delta Model beyond clinical practice will be reviewed.

     

Validity of the Cognitive Representations of Hypertension Scales (CRHTN)1

Leventhal and Diefenbach's (1991) self‐regulatory theory is discussed in explaining the dynamic nature of “how” and “what” people think about hypertension and how this information is different according to severity of hypertension. Using a sample of hypertensive adults who had controlled and uncontrolled blood pressure (BP) status, the factor structure of the Cognitive Representations of Hypertension (CRHTN) scales, an instrument based on self‐regulatory theory of Leventhal & Diefenbach, is examined through exploratory, confirmatory, and multigroup factor analyses. Results indicate that a 5‐factor model is representative of theoretical constructs of disease label or symptoms, consequences, and controllability. The model accurately fits observed data for outpatients with controlled and uncontrolled BP status. Results provide support for an understanding of individuals’ cognitive structuring of disease‐specific attitudes, beliefs, and self‐management skills.     

A CPI comparison of engineers and managers

Seventy-one male employees of three high-technology content product industries in northern Utah were divided into three contrast groups: engineers, engineering-trained managers, and non-engineering-trained managers. The California Psychological Inventory was administered and multivariate analysis of variance performed on seven preselected CPI scales. Results revealed that nonengineering managers scored significantly higher than engineers on scales Dominance, Capacity for Status, Social Presence, and approached significance on Sociability. Engineering-managers also scored significantly higher than engineers on Dominance, and significantly higher than other managers on Psychological Mindedness. A multivariate main-effect significant p < .001 to predict group membership was found. Engineering-managers share with other managers a confident, persuasive, and aggressive self-presentation combined with a preference for leadership roles. Their elevation on Psychological Mindedness, however, suggests a more pragmatic analytical and less intuitive approach to management situations.