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241.
Sara M. Freedman James S. Phillips 《Organizational behavior and human decision processes》1985,35(3):397-416
Situational performance constraints, task interest, and pay contingencies were manipulated in a laboratory study in order to investigate the cognitive mechanisms associated with the previously observed detrimental effects of constraints on affective task reactions. It was hypothesized that feelings of task competence and self-determination would account for both the direct and the interactive effects of constraints on motivation and satisfaction. The results of the study indicated that despite the fact that participants' performance was being constrained and they were aware of these constraints, the mere presence of the constraints alone failed to result in lower levels of satisfaction or motivation on a proofreading task. Post hoc analyses suggested that the constraints, in fact, led to negative affective task reactions when they also reduced participants' feelings of competence and self-determination. Interestingly, participants' generalized locus of control was associated with such effects. Internals tended to maintain stronger feelings of competence and self-determination than externals in the presence of constraints, thereby also maintaining greater motivation and satisfaction. 相似文献
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243.
Lane has argued that kantowitz and Knight incorrectly predicted an interaction between primary and secondary task difficulty for the variable-allocation model of attention. It is shown that such an interaction is indeed obtained if task-performance difficulty is defined in terms of capacity and only reasonable transformations of data are permitted. This interaction holds for any set of monotonic resource operating characteristics. 相似文献
244.
This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any facet of satisfaction), even when the alternative attitude was partialled out. In addition, it was found that individual employee characteristics were more strongly related to attachment than were job characteristics, while the opposite was found for satisfaction. The findings are discussed in the light of previous evidence, and implications are drawn for research in vocational behavior. 相似文献
245.
246.
Sharon L. James 《Journal of psycholinguistic research》1978,7(4):307-317
Twenty-one children between the ages of 46 and 52 years made a speaker doll address other dolls that represented an adult, a peer, and a younger listener in command and request situations. Analyses of the politeness of the elicited directives revealed that the effect of the listener's age was greatest in the command situations,with the adult listener receiving the politest directives, followed by the peer and the younger child, respectively. The listener age effect diminished in the request situations, where the child had to ask a favor of the listener. In these situations, the children were very polite to all three listeners. The results are discussed in terms of status relationships between the speaker and the listener.This article is taken from a doctoral dissertation completed at the University of Wisconsin, Madison, under the direction of D. K. Vetter. 相似文献
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248.
Edward H Scissons George Fitzsimmons Allon W Fraser James Wuest John Roshak 《Journal of Vocational Behavior》1978,12(3):342-350
This research was a study of the reliability of clinical judgment findings (multitrait) across three different information sources (psychometric tests, structured interview, and psychometric tests and interview). Subjects (N = 74) were middle and senior executives of Western Canadian technical companies; clinicians (N = 3) were trained and experienced industrial psychologists. The study investigated the similarity of clinical evaluation of personological characteristics (based on an 18-factor multitrait paradigm) across the three different information sources. Subjects were independently rated by a single clinician on 18 criterion factors in each of the three information source categories. Test information source categories required the administration of approximately 12 hrs of standardized psychological assessment questionnaires to each of the 74 subjects. Interview source category involved a 1.5-hr structured interview per subject. Combined condition pooled both test and interview conditions. Generalizability of the findings was maximized by the undertaking of the experiment in a natural situation thus increasing ecological validity. Statistical treatments used were designed to assess the similarity of a clinician's evaluation of a subject based on the different category of information available about that client. Convergence (intrarater reliability) indexes range from a high of .64 to a low of .05. Results indicate a varying degree of convergence of multitrait clinical ratings dependent on clinician and trait being rated. Results are discussed in terms of implications for practitioners involved in executive personnel selection. 相似文献
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250.
James T. Townsend 《Journal of mathematical psychology》1978,18(1):25-38
Four recently proposed models of confusion are examined within a classification of major types of multiplicative models. It is shown that all four are equivalent within a single confusion matrix but are open to mutual testing across experiments producing two or more confusion matrices. Generalization of these models is considered. 相似文献