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71.
Abstract.— Recording skin resistance in 34 young women it was found that extraverted subjects showed less responsiveness to moderate intensity stimuli, whereas high neuroticism or anxiety prone subjects showed more spontaneous fluctuations and better electrodermal conditioning when conditioned responses were scored relative to unconditioned responses. Further, the subjects were rated for 'schizophrenism' according to an inventory devised by the authors. The high schizophrenism subjects behaved electrodermally very much like the pre-schizophrenic sample in Mednick and Schulsinger's prospective study of schizophrenia; they exhibited faster recovery, greater response amplitude to aversive stimuli and faster initial habituation to these stimuli. 相似文献
72.
THE EFFECT OF QUALITY CIRCLE INITIATION ON MOTIVATION TO ATTEND QUALITY CIRCLE MEETINGS AND ON TASK PERFORMANCE 总被引:1,自引:0,他引:1
THOMAS LI-PING TANG PEGGY SMITH TOLLISON HAROLD D. WHITESIDE 《Personnel Psychology》1987,40(4):799-814
The motivation to attend quality circle (QC) meetings and the task performance of 47 quality circles over a three-year period were examined as a function of quality circle initiation (self- vs. management-initiated) in a field study. Motivation to attend meetings was operationally defined as the number of members per QC (QC size) and the attendance rate at QC meetings. Task performance reflected the number of projects completed and the amount of time required to complete the project. The results of a MANOVA suggested that QC initiation had significant impacts on motivation to attend meetings in that self-initiated QCs had more QC members than had management-initiated QCs. Further, management-initiated QCs solved more work-related problems and solved their problems significantly faster than did self-initiated QCs. The effect of QC initiation on the number of projects completed failed to reach significance, however, when QC size was controlled as a covariate. Further, a high attendance rate at QC meetings was associated with a low quantity of projects completed in self-initiated QCs and a slow speed of problem solving in management-initiated QCs. Some implications related to the effectiveness of QCs are discussed. 相似文献
73.
ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS 总被引:3,自引:0,他引:3
Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed. 相似文献
74.
THOMAS S. KRIESHOK 《Journal of counseling and development : JCD》1987,66(2):69-72
Today there are increasing opportunities for counselors to contribute to the American legal system. In this dialogue Theodore Blau, a frequent expert witness, discusses various roles, benefits, and contributions of mental health professionals in the legal system. 相似文献
75.
Computer-aided monitoring is a phenomenon that is likely to become more prevalent in the workplace and, thus, central to understanding contemporary employee responses to work. This study develops a model for examining the impact of monitoring on employee-level job satisfaction and turnover propensity. The results show that for some employees the negative effects of monitoring are inherent, but for others its negative impact can be mitigated by attention to feedback/performance appraisal processes. While organizational-level rules pertaining to monitoring are important, managerial efforts aimed at minimizing negative consequences for the organization and individuals need to pay close attention to the feedback/performance appraisal processes. 相似文献
76.
77.
This article identifies some of the obstacles in the nontraditional career choice and implementation process of women. Counselor bias and client attitudes are crucial factors, as are physical strength, co-worker relations, and mathematical ability. The authors suggest ideas for neutralizing these obstacles and maximizing the chances for success, and recommend areas for counselor training and future research. 相似文献
78.
THOMAS J. SWEENEY ALAN D. STURDEVANT 《Journal of counseling and development : JCD》1974,52(9):575-581
The licensing of psychologists is not generally a concern of counselors, counselor educators, or supervisors. However, with the enactment of new licensing laws such as the one described here, an issue is emerging that members of the counseling professions should not leave unattended. Through ignorance or complacency, we may contribute to the demise of the counseling professions as self-regulating groups. The authors examine this matter here and offer some recommendations for action. 相似文献
79.
80.
THOMAS WOLFF 《Journal of counseling and development : JCD》1969,48(4):294-304
This study evaluated, first, the effectiveness of group experiences in improving the interpersonal functioning of college freshmen and, second, the difference in effectiveness of group discussions led by undergraduate dormitory advisers (with consultation) and by psychology graduate students. A variety of measures of interpersonal behavior was used. Results show that freshmen in group discussions improved in their interpersonal relationships, especially as measured by a sociometric form. Members of groups led by graduate students showed slightly more improvement than those in groups led by dormitory advisers. Differences in group process were also found. Results suggest that indigenous subprofessionals can promote growth on the campus. 相似文献