Four Worlds: An Approach to Occupational Guidance

Because existing career patterns are changing so rapidly and radically, new approaches to vocational guidance are needed. One approach, used by a team of teachers instructing a vocational guidance course in a junior high school, was to broaden students' overall understanding and awareness of the world, rather than to focus on specific career areas. The rationale for this approach was that if students are even to begin making meaningful vocational investigations they must first become more aware of the almost infinite possibilities that are open to them—their worlds must be enlarged. Students were, therefore, introduced to four worlds: the Natural, the Technological, the Aesthetic, and the Human World. Students seemed to become not only more aware of new worlds, but also more cognizant of the problems and challenges confronting man today.     

Amplitude Scaling Compensates for Serial Delays in Correcting Eye and Arm Movements

Spatial and metrical parameters of the eye and arm movements made by human subjects (N = 7) in response to visual targets that were stepped unexpectedly either once (single step) or twice (double step) were studied. For the double-step, the displacement of a visual target was decreased or increased in amplitude at intervals before and during a movement. Provided the second target step occurred more than 100 ms before the onset of movement, the amplitude of the subjects' first response was altered in the direction of the new target location. But this amplitude scaling was not always sufficient to reach the new target location, and a second corrective response was required. The latency in producing this second response was greatly increased above reaction time latencies of movements to single-step targets, especially when the target change occurred 100 ms or more before movement onset. These findings suggest that even though serial processing limitations delay the production of a second corrective response, continuous parallel processing of visual information enables the amplitude of the first response to be altered with minimal delay. This enables some degree of real-time continuous control by the visuomotor control system.     

Studies of Family Relations Test Patterns: 1. Test Inhibition

An empirical investigation of Bene and Anthony's (1957) “tenderness vs. toughness” hypothesis of inhibition in boys was conducted. Examination of the Family Relations Test (FRT) protocols of 217 boys (age range, 7 years 2 months to 12 years 10 months; IQ range, 80 to 132) referred to Calgary School Board psychologists, showed Bene and Anthony's hypothesis to be valid in this sample. Evidence is given to suggest that each of the eight scoring categories should be viewed separately for inhibition trends and not summed over any of the three dimensions, intensity, direction, and valence. The relation of FRT Inhibition to reason for referral was examined but only in the eight-year-old group was any significant relationship found.     

When is risk relevant? An assessment of the characteristics mountain climbers associate with eight types of climbing

Research concerned with the experiences and motivations of people who participate in mountain climbing tends to overlook the varied nature of this pursuit, with comparisons between different types of climbing only occasionally receiving attention. Accordingly, the present study (N = 207) sought to examine representations of a broad range of different types of climbing. Of particular interest was the notion of risk. Principal component analyses for each type of climbing revealed “challenge,” “risk,” “enjoyment,” and “perspective and self‐reflection” components. Attitudes toward participation were regressed on these components. Although the results revealed significant differences between the ratings of risk reported for the different types of climbing, risk had limited predictive impact on attitudes.     

Tampering with Tradition: Rationales Concerning Women��s Married Names and Children��s Surnames

Despite advances in gender equality in recent decades, the majority of women continue to change their names upon marriage and parents overwhelmingly opt to give children the father??s surname. In two correlational studies, both involving undergraduate samples from Toronto, Canada, we examined gender differences in naming preferences and in justifications underlying a traditional name choice. Men were more likely to prefer traditional choices in both women??s married names (Study 1; N?=?68) and children??s surnames (Study 2; N?=?63), and were also more likely to endorse most potential rationales for these choices. Traditional choices were associated with such factors as concern regarding family dynamics, whereas nontraditional choices were associated with such factors as a desire to increase gender equality.     

She Needs to See it to be it: The Importance of Same-Gender Athletic Role Models

Sex Roles - In four studies, we examined the importance of gender-matched athletic role models for women. Although both women and men may benefit most from exposure to high profile athletes in...     

Unpackaging Manager Mistrust in Allowing Telework: Comparing and Integrating Theoretical Perspectives

Purpose

We developed and tested an integrative model centering on the significance of trust as a basis for managers’ decisions about allowing versus prohibiting their employees to telework. We examined the importance of trust in relation to several other factors managers may consider in making telework decisions including coordination and communication, equity, and a desire to accommodate employees.

Design/Methodology/Approach

Study 1 was a policy capturing investigation of 71 respondents intended to document the relative importance and interactions among trust and these other theoretically based factors. Study 2 was a test of the full theoretical model based on the responses of 85 managers who reported on these considerations for the 191 employees about whom they make telework decisions.

Findings

Results from the two studies were largely consistent. Managers’ assessments of employees’ conscientiousness and trustworthiness were paramount in predicting telework allowance, with the other theoretically based considerations generally failing to attenuate the importance of those personal assessments.

Implications

Organizations wishing to increase the use of telework (e.g., by implementing manager telework training) must directly address managers’ mistrust as a factor underlying this resistance. Job-related and technological changes may not dampen the effects of mistrust.

Originality

To our knowledge, this is the most comprehensive and theoretically grounded assessment of the various considerations factoring into managers’ telework decisions.

     

Committed to succeed: Commitment determines reactions to upward relationship comparisons

Individuals encounter numerous examples of happy relationships in their social networks and through the media; however, it is unclear how comparisons to superior couples affect one's own relationship. We examined individuals' responses to upward relationship comparisons by exposing dating and married participants to highly successful relationships drawn from their own lives (Study 1) and an exemplar given to them (Studies 2–3). We predicted that moderately committed individuals would evaluate their relationship against the superior relationship, and consequently be less motivated to engage in relationship‐maintenance behaviors. In contrast, highly committed individuals would be inspired by the superior relationship and view their relationship more positively. Across all studies, higher commitment yielded more positive responses to upward relationship comparisons than did lower commitment.     

Perceived support for mentoring: A multiple perspectives approach

Two studies were conducted to examine how perceptions of support for mentoring relate to mentoring attitudes and outcomes for both protégés and mentors, over and above established predictors. In study 1, protégés provided information on their perceptions of support for mentoring and mentoring received. As expected, perceived management support for mentoring was positively related to career-related and psychosocial support; and perceived mentor accountability for mentoring was negatively related to mentoring problems. In study 2, we examined mentors’ perceptions of support for mentoring in relation to their willingness to mentor others in the future and the extent to which they viewed their current relationship as complementary. Mentors’ perceptions of management support for mentoring were positively related to their belief that mentoring relationships were mutually beneficial. However, consistent with theories of self-determination, as mentors’ perceptions of their own accountability in the relationship increased their willingness to mentor others in the future decreased. Implications for mentoring theory, future research, and applied practice are discussed.