DO PEOPLE MAKE THE PLACE? AN EXAMINATION OF THE ATTRACTION-SELECTION-ATTRITION HYPOTHESIS

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six-factor structure that appears consistent with the second-order factors from other respectable personality measures. This suggests that the second-order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.     

A HIERARCHICAL CONSTRUCT OF SELF-MANAGEMENT LEADERSHIP AND ITS RELATIONSHIP TO QUALITY OF WORK LIFE AND PERCEIVED WORK GROUP EFFECTIVENESS

This study validates the self-management leadership theory as operationalized by the Self-Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self-managing and 412 traditionally managed employees and 94 external leaders from 58 self-managing and 60 traditionally managed teams. Results support Manz and Sims' 6-factor pattern at the first-order level, and in addition, identify a common second-order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self-managing and traditionally managed work teams, suggesting that the construct of self-managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self-management leadership behaviors in the self-managing than the traditional work teams. Respondents evaluate self-managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self-managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self-rated effectiveness for both self-managing and traditional teams. In general, self-managing work teams are not that different from traditionally managed groups in the relationship of self-managing leadership to outcomes. We conclude that self-management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self-managing work teams.     

A META-ANALYSIS OF THE RELATIONS AMONG TRAINING CRITERIA

An augmented framework for training criteria based on Kirkpatrick's (1959a, 1959b, 1960a, 1960b) model divides training reactions into affective and utility reactions, and learning into post-training measures of learning, retention, and behavior/skill demonstration. A total of 34 studies yielding 115 correlations were analyzed meta-analytically. Results included substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level. Utility-type reaction measures were more strongly related to learning or on-the-job performance (transfer) than affective-type reaction measures. Moreover, utility-type reaction measures were stronger correlates of transfer than were measures of immediate or retained learning. These latter findings support recent concurrent thinking regarding use of reactions in training (e.g., Warr & Bunce, 1995). Implications for choosing and developing training criteria are discussed.     

EFFECTS OF RATER TRAINING AND PARTICIPATION ON COGNITIVE COMPLEXITY: AN EXPLORATION OF SCHNEIER'S COGNITIVE REINTERPRETATION

Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety-six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution at best.     

Another inexpensive,efficient, solid state shock scrambler

This paper describes an inexpensive, solid state shock scrambler. The circuit employs TTL logic and mercury-wetted relays for quiet, reliable operation. The unit can control shock presentation to 16 grids and operates with an efficiency of 50%; for example, on any given clock pulse, 50% of the grids are positive and the other 50%, negative.     

Retrieval practice enhances the accessibility but not the quality of memory

Numerous studies have demonstrated that retrieval from long-term memory (LTM) can enhance subsequent memory performance, a phenomenon labeled the retrieval practice effect. However, the almost exclusive reliance on categorical stimuli in this literature leaves open a basic question about the nature of this improvement in memory performance. It has not yet been determined whether retrieval practice improves the probability of successful memory retrieval or the quality of the retrieved representation. To answer this question, we conducted three experiments using a mixture modeling approach (Zhang & Luck, 2008) that provides a measure of both the probability of recall and the quality of the recalled memories. Subjects attempted to memorize the color of 400 unique shapes. After every 10 images were presented, subjects either recalled the last 10 colors (the retrieval practice condition) by clicking on a color wheel with each shape as a retrieval cue or they participated in a control condition that involved no further presentations (Experiment 1) or restudy of the 10 shape/color associations (Experiments 2 and 3). Performance in a subsequent delayed recall test revealed a robust retrieval practice effect. Subjects recalled a significantly higher proportion of items that they had previously retrieved relative to items that were untested or that they had restudied. Interestingly, retrieval practice did not elicit any improvement in the precision of the retrieved memories. The same empirical pattern also was observed following delays of greater than 24 hours. Thus, retrieval practice increases the probability of successful memory retrieval but does not improve memory quality.     

A META-ANALYSIS OF THE CRITERION-RELATED VALIDITY OF ASSESSMENT CENTER DIMENSIONS

We used meta-analytic procedures to investigate the criterion-related validity of assessment center dimension ratings. By focusing on dimension-level information, we were able to assess the extent to which specific constructs account for the criterion-related validity of assessment centers. From a total of 34 articles that reported dimension-level validities, we collapsed 168 assessment center dimension labels into an overriding set of 6 dimensions: (a) consideration/awareness of others, (b) communication, (c) drive, (d) influencing others, (e) organizing and planning, and (f) problem solving. Based on this set of 6 dimensions, we extracted 258 independent data points. Results showed a range of estimated true criterion-related validities from .25 to .39. A regression-based composite consisting of 4 out of the 6 dimensions accounted for the criterion-related validity of assessment center ratings and explained more variance in performance (20%) than Gaugler, Rosenthal, Thornton, and Bentson (1987) were able to explain using the overall assessment center rating (14%).     

Merit in the Midst of Grace: The Covenant with Adam Reconsidered in View of the Two Powers of God

Abstract:  The position of Barth and others, that the covenant with Adam is thoroughly legalistic, is based on the incorrect assumption that grace and works cannot coexist as covenant principles. However, the difficulty of seeing the harmony between these principles is real. This article reconsiders the covenant with Adam in light of the medieval concept of the two powers of God, or as we shall argue here, the two perspectives on God's power. These two perspectives, part of the original intellectual milieu in which covenant theology arose, demonstrate that the divine covenant with humanity may include aspects of both God's grace and human merit simultaneously. God's grace is apparent de potentia absoluta , from the perspective of God's absolute power, and God's justice and the possibility of Adam's merit are apparent de potentia ordinata , from the perspective of God's ordained power. Both perspectives, what God could do and what he has in fact chosen to do, are valid and necessary perspectives for understanding God's covenant dealings.