AN OBJECTIVE EVALUATION OF A BEHAVIOR MODELING TRAINING PROGRAM

Past research on the effects of behavior modeling training has rarely focussed on actual changes in job performance. This paper describes a study in which results of a behavior modeling training program for sales representatives were evaluated in relation to effects on the sales performance of the participants. Sales associates selling large appliances, radios, and television sets for a large chain retailer in seven stores in one metropolitan area participated in a behavior modeling training program designed to improve their sales effectiveness. Before and after comparisons were made in their sales records with similar sales associates in seven matched stores who participated in other kinds of sales training during the same period. Sales representatives who received the behavior modeling training increased their sales by an average of 7% during the ensuing six-month period, while their counterparts in the control group stores showed a 3% decrease in average sales. The extra effort entailed in obtaining the needed sales records seemed to be worthwhile in providing convincing evidence of the value of the training.     

Personality Configurations in Self‐Managed Teams: A Natural Experiment on the Effects of Maximizing and Minimizing Variance in Traits

In this study, we examined the impact of seeding teams to create maximal and minimal levels of extroversion and conscientiousness variance. Using the theories of complementary and supplementary fit, we make predictions regarding the main and interactive effects of extroversion and conscientiousness variance on performance. Testing our hypotheses in a longitudinal study of MBA teams, our results demonstrate that the combination of minimizing conscientiousness variance (consistent with complementary fit) and maximizing extroversion variance (consistent with supplementary fit) produced the highest levels of short‐term and long‐term performance.     

Demographic Profiles on AFDC Mothers Successfully Placed in Competitive Employment

The purposes of this study were to research demographic characteristics of participants in a government work incentive program for AFDC recipients and to identify those characteristics that lead to successful employment through the program. Implications of the results for clients and staff members of work incentive programs are discussed, and limitations of the study are identified.     

Schizophrenic reactions in the Serial Spiral After-Effect Test

A group of 52 schizophrenics, 13 neurotics and 30 normals were studied by means of the Serial Spiral After-Effect Test. Schizophrenics with classical overt symptoms showed significantly higher values compared to neurotics, normals and latent schizophrenics on the residual variability in ten consecutive durations of the after-effect, i.e. the total variability minus the variability ascribable to linear change. Significant correlations were obtained between residnal variability in the Serial Spiral After-Effect Test and psychosis, as assessed by a psychiatric rating scale for the schizophrenics with classical overt symptoms, when the mean level in the Serial Spiral After-Effect Test was checked.