THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.     

The Many Meanings of Religiousness: A Policy-Capturing Approach

ABSTRACT This article reports the results of two policy-capturing studies that investigated individual differences in the meaning of religiousness. Policy capturing requires judges to respond to a large number of hypothetical scenarios or profiles that differ along a number of potentially relevant cues or attributes. Multiple regression analyses are then conducted to ascertain which cues are influencing each judge's responses. For both studies, 100 profiles were developed describing hypothetical individuals who differed on 10 cues thought to influence perceptions of religiousness (e.g., church attendance, doctrinal orthodoxy), and judges rated each profile on a 9-point religiousness scale. Judges in Study 1 were 27 Roman Catholic and Protestant college students. Policy-capturing analyses identified clear individual differences in the cues that afifected judgments of religiousness, and in the self-insight of the students into their personal policies. To test whether these findings reflected the youth or religious maturity of the sample, the study was replicated with a sample of 22 Catholic and Protestant clergy. Similar results were found in Study 2. In both samples, individual policy capturing did a significantly better job of predicting judgments of religiousness than did self-described policies or policies created by averaging across judges. Together these findings underscore the diversity of religious meanings and the need for further idiographic investigations in the psychology of religion.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

The effects of a memory aid on three types of conservation judgments

Twelve boys and 12 girls at each of 3 ages (4, 5, and 6 years) were tested on three types of conservation judgments (qualitative, quantitative, and equivalence) on both continuous and discontinuous substances. Half of the subjects were provided a memory aid while the other half were not. Conservation ability was determined both with and without verbal justification. The memory aid increased the number of equivalence conservation responses only when verbal justification was not required. The number of subjects conserving on each of the three tasks varied as a function of the scoring criteria used. Type of materials, sex, and age effects were found. The role of transitive inferences and memory in the equivalence conservation task was discussed. Inconsistencies in previous research due to different scoring techniques were noted.     

Effects of an audio cueing system on the rate of teacher praise

The effects of automated cueing on teacher praise rate was investigated in one special, one fourth-, and one seventh-grade classroom. After establishing baseline praise rates in each of the three classrooms, two methods for increasing teacher praise rate were introduced according to a multiple-baseline design. During the first phase, two teachers were instructed to count and graph their praise rate during each session. All teachers received auditory cues to prompt praising during another phase. In all cases, introduction of cues markedly increased teacher praise rates, but self-recording was relatively ineffective. An analysis of teacher-praise distributions showed that cues closely controlled teacher praise for two of the three teachers.     

A parallel but not necessarily connectionist model of the auditory system

The basic processing elements (the neurons) in the brain operate in the millisecond range and are about a million times slower than a computer (Feldman, 1985). In order to make up for this lack of computational speed, the brain must use a parallel multisynaptic method to transmit information. This paper presents a parallel processing model of the auditory system; the model accounts for the frequency and the sound-localization information.     

Cognition and affect in evaluations of stereotyped group members

The contribution of cognition and affect to evaluations of stereotyped group members was examined. Subjects were American male undergraduates who evaluated a male homosexual or a male heterosexual applicant to a program in elementary education or fine arts. Cognitive measures used to predict evaluations were the discrepancies between stereotype components for the social category and stereotype components for the occupation; affective measures were four dimensions of mood-affect. Results indicated that negative affect predicted evaluations of homosexuals but not heterosexuals. Homosexuals were evaluated less favorably than heterosexuals for both occupations, despite the fact that homosexuals were perceived as less discrepant from occupational members than heterosexuals.     

From dispositions to behaviors: The flip side of attribution

The implicational relations between dispositional levels and relevant categories of behavior were investigated. Observers were asked questions about the extent to which persons occupying moderate or extreme positions on an attribute (dispositional) continuum (a) attempt various behaviors, (b) are potentially able to perform various behaviors, and (c) generally emit those same behaviors. Three determinants—central tendency, ability, and social desirabliity—offer a reasonable account of the observed implicational relations. First, persons with a given disposition are not expected to emit behavior that is widely discrepant with that disposition. Second, ability considerations dictate that persons with skillful dispositions are believed capable of unskillful behavior, but unskillful persons are thought relatively incapable of skillful behavior. Third, persons are believed to more frequently attempt socially desirable than socially undesirable behavior. Also, persons with moderate dispositions are believed to actually emit socially desirable behavior more frequently than socially undesirable behavior. Finally, the determinants noted above may be of differing relevance for morality, ability, and preference attributes.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.