Access to attitude-relevant information in memory as a determinant of persuasion: The role of message attributes

Recipients with access to attitude-relevant information in memory were thought to draw on these beliefs and prior experiences to evaluate the validity of message arguments. Consistent with this idea, persuasion for these recipients was largely a function of the perceived validity of message content: Messages containing high-quality arguments were more persuasive than messages containing lowquality arguments, whereas variations in a structural attribute of the message (its length) proved to have little impact on opinion change. In contrast, people who tend to retrieve little attitude-relevant information were believed to be less able to evaluate the validity of message arguments in terms of information accessed from memory. Instead, it was anticipated that they would base their opinion judgments on a more superficial analysis of persuasion cues, focusing on attributes like message length. Consistent with this reasoning, these recipients were more persuaded by long than short messages. Recipients with moderate levels of retrieval functioned much like the high-retrieval subjects.     

The relationship between sex role stereotypes and requisite management characteristics among college students

The relationship between sex role stereotypes and characteristics perceived as necessary for management success was examined among male and female undergraduate management students and compared with results of managers today as well as with those of managers studied 15 years ago. Male management students, similar to their managerial counterparts in the 1980s and 1970s, still adhere to the male managerial stereotype and perceive that successful middle managers possess characteristics, attitudes, and temperaments more commonly ascribed to men in general than to women in general. Female management students, similar to today's female managers, no longer sex type the managerial job, a change from the female managers of the 1970s. Implications of these outcomes for undergraduate management education are discussed.Portions of this research were funded by a Gettysburg College Institutional Self Renewal Grant.     

Workplace justice outcomes as a function of adversaries' gender composition: A field assessment

There is extensive documentation that the sex of organizational members may bias a wide variety of managerial decisions and workplace outcomes. While such effects have been persuasively demonstrated, the sex context of these effects has received little attention. It is argued here that it is not merely the sex of the actor, but the nature of the dyadic match (male/male; female/female; male/female; female/male) that is a critical influence on outcomes. This hypothesis is strongly supported by gross differences in workplace justice outcomes based on the dyadic composition of the actors involved in dispute proceedings (n=369) in a field setting. These results are tempered, however, inasmuch as analysis also indicates differences in the severity of disputed issues across these dyadic compositions.     

Imagery,concreteness, goodness,and familiarity ratings for 500 proverbs sampled from theOxford Dictionary of English Proverbs

Partly in order to facilitate research on the relation between some standard psychological variables, we gathered normative data on 500 proverbs sampled from theOxford Dictionary of English Proverbs (Wilson, 1970). The scales for which we gathered data are imagery, concreteness, goodness , and familiarity. These norms may be of value to researchers who wish to sample linguistic units larger than the word from a set that contains an extensive number of unfamiliar and familiar items. To illustrate the possible uses to which these data may be put, we presented a causal model of the relation between the four variables mentioned above.     

Prenatal Diagnosis for Inherited Deafness—What is the Potential Demand?

Genetic testing for inherited deafness is now available within some genetics centres. This study used a structured questionnaire to assess the potential uptake of prenatal diagnosis (PND) for inherited deafness, and document the opinions of deaf and hearing individuals toward PND and termination of pregnancy (TOP) for hearing status. Participants were self-selected from the whole of the UK, of whom 644 were deaf, 143 were hard of hearing or deafened, and 527 were hearing individuals who had either a deaf parent or child. The results showed that 21% of deaf, 39% of hard of hearing and deafened, and 49% of hearing participants said they would consider PND for deafness. Six percent of deaf, 11% of hard of hearing and deafened, and 16% of hearing participants said they would consider a TOP if the fetus was found to be deaf. Two percent of deaf participants said they would prefer to have deaf children and would consider a TOP if the fetus was found to be hearing.     

When your boss says no! The effects of leadership style and trust on employee reactions to managerial explanations

The present study proposes and tests a model that examines the relationship between leadership style, trust, employee interpretations of managerial explanations, and justice perceptions. Using a critical incident methodology, 203 working adults were asked to recall a recent situation in which a request or proposal made to their manager was denied. Results provide strong support for the theoretical model. Namely, the effect of leadership style on explanation perceptions was indirect through employees' level of trust in their manager. Specifically, employees who felt their manager was transformational reported a higher degree of trust and more favourable reactions to managerial explanations.     

Outcomes from Multisystemic Therapy in a Statewide System of Care

We examined client outcomes from the implementation of Multisystemic Therapy (MST) in a statewide child and adolescent mental health system. Specifically, we examined (1) the validity of therapist-rated MST outcome measures by comparing them to ratings of functional impairment and level of service needs by CAMHD care coordinators, who provide case management and care coordination services, (2) potential client and service predictors of therapist-rated outcomes, and (3) improvement in youth functioning around the time of entry to and exit from MST compared with rates of improvement reported in randomized controlled trials (RCTs) by the developers of MST. Results suggested that therapist-rated MST outcomes were valid indicators of treatment success. Similar to other findings in the MST literature, few client or service characteristics predicted these outcomes. Finally, although MST entry–exit effect sizes were lower than the mean derived from RCTs published by the developers, they were within the 95% confidence interval. Together, these findings support the implementation of MST in complex systems of care with continued attention to quality assurance and ongoing use of data for evaluation.