THE EFFECTS OF PARTICIPATION AND GOAL DIFFICULTY ON PERFORMANCE

Previous research comparing the effects of assigned versus participatively set goals on performance were essentially tests of the null hypothesis in that goal difficulty level was not systematically manipulated. The present laboratory study investigated the effects of assigned versus participatively set goals, and the effects of varying goal difficulty level on an arithmetic task. Eighty-six college students were assigned to either a participative goal condition or one of three assigned goal conditions. In two of the assigned goal conditions participants were assigned goals equal to those set in the participative condition, the difference being that individuals in one group were assigned goals at random and those in the other group were assigned goals on the basis of their premeasure scores. Participants in the third assigned goal condition were randomly assigned a goal in the top quartile of the goals set participatively. As hypothesized, individuals with hard assigned goals had higher performance than peers with lower goals set in a participative manner. Contrary to modern organizational theory, individuals with participatively set goals did not have higher performance than those with assigned goals of equal difficulty. Personality traits were not found to moderate the effects of goal setting on performance.     

A Study of Selected Demographic Variables and Recidivism with Adult Male Probationers

This article represents a study of variables associated with the recidivism rates of public offenders. The relationship of age, education, and prior offenses to recidivism rates is explored.     

MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH

Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from commercial banks, and the other of autonomous business units at the level of the job. Results of all 3 studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research into the HR firm performance relationship are discussed.     

Family Therapy in the Forbidden City: A Review of Chinese Journals From 1978 to 2006

This article provides a glimpse into the development of family therapy in China, by reviewing family therapy articles written in Chinese and published in journals in China that are not, therefore, readily accessible to the international community. A content analysis of journals published between 1978 and 2006 revealed 199 family therapy articles in 109 Chinese journals. Most of the studies were conducted by psychiatry or medical professionals, and were based on general systems theory or a systemic family therapy model. The articles focused on the promotion of family therapy theories and interventions in China, but did not specify the application of theory to specific clientele or symptoms. After the year 2000, a threefold increase in the number of family therapy publications was noted. These papers included the introduction of additional theories, but did not include critical assessment of the applicability of Western family therapy models to Chinese families. The researchers noted an absence of articles that identified Chinese approaches to family therapy, and a paucity of papers on gender, professional reflection, and the therapy process. The article concludes that there is room for improvement in the quality of family therapy publications in China, and that gains may be made by interdisciplinary collaboration among academics and practitioners.     

Living The Future: The Kingdom of God in the Theologies of Jürgen Moltmann and Wolfhart Pannenberg

Abstract:  In recent theology, both Jürgen Moltmann and Wolfhart Pannenberg have made the kingdom of God a central theme in their thought. However, there has been little ensuing discussion delimiting the precise theological insights entailed in their positions or relating this aspect of their work to their broader theological endeavours. Moreover, discussions surrounding the moral implications of the kingdom of God in these two thinkers have been oddly estranged from the theological articulations on which these ethical suggestions have been based. This article aims to address this deficit in the current debate by examining and exploring the nature and role of the kingdom of God in Moltmann and Pannenberg's thought. Once the material content of the kingdom has been explored theologically, both theologians will be critiqued on the manner in which they include the theme of judgement into the kingdom, and the subsequent ethical results.     

THE IMPACT OF MOTIVATION,EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT

This study advances research on macro human resource management by examining collective commitment as a mediator of motivation, empowerment, and skill‐enhancing practices and aggregate voluntary turnover. Findings from 20 top HR managers and 1,748 employees in 93 different job groups suggest collective affective commitment independently mediates the negative relationships between motivation and empowerment‐enhancing practices and aggregate voluntary turnover. Human resource practices functioning to enhance the knowledge, skills, and abilities of the workforce are positively associated with voluntary turnover but are not mediated by collective affective commitment. Functionally, this paper resolves the divergent thinking of 4 streams of research regarding HR practices, collective commitment and aggregate turnover. The implications for macro‐HRM theory and practice are discussed.     

VALIDITY OF THE DIMENSIONS OF THE PAY SATISFACTION QUESTIONNAIRE: EVIDENCE OF DIFFERENTIAL PREDICTION

The present study investigated the validity of the dimensions of the Pay Satisfaction Questionnaire (PSQ), in particular the degree to which the dimensions of the PSQ were differentially predicted by a number of antecedents. A series of tests supported dimensionality of the PSQ. Perhaps more importantly, a theoretical model was hypothesized and tested which was based on the assumption that different variables predict each of the four dimensions of pay satisfaction. Data was collected from a heterogeneous sample of sales, managerial, professional-technical, and nonexempt employees from a large multidivision corporation. A series of analyses indicated that the items from the PSQ loaded on their hypothesized dimensions, and the dimensions were empirically distinct. Furthermore, the dimensions were differentially predicted by a series of antecedents. This differential prediction evidence supports the validity of the dimensions of the PSQ in a more rigorous and comprehensive manner than has been produced by past research.