Recruiter-Applicant Differences in Perceptions of Extrinsic Rewards

Preferences of 602 graduating college seniors for 11 specific extrinsic rewards were compared with preference estimates given by 486 recruiters. Substantial group differences were found.     

EFFECTS OF ALTERNATIVE WEIGHTING METHODS IN A POLICY- CAPTURING APPROACH TO JOB EVALUATION: A REVIEW AND EMPIRICAL INVESTIGATION

This research was designed to examine differences in the predictive power of alternative scale weighting methods in the context of job evaluation. Two different point-factor job evaluation instruments were used to evaluate 71 managerial and service jobs in a metropolitan university, and five different weighting models were compared in terms of predictive validity and salary classification. For the job evaluation system having high multicollinearity and validity concentration, no significant differences in accuracy were found among the weighting methods. However, in the more heterogeneous system, prediction models based upon unit weights, correlational weights, and multiple regression had significantly higher predictive validity than models based upon equal raw score weights or rational weights developed by a job evaluation committee. In addition, the weighting models differed substantially in terms of the predicted policy wages and classification structures.     

Thoughts Without Distinctive Non-Imagistic Phenomenology

Silent thinking is often accompanied by subvocal sayings to ourselves, imagery, emotional feelings, and non-sensory experiences such as familiarity, rightness, and confidence that we can go on in certain ways. Phenomenological materials of these kinds, along with our dispositions to give explanations or draw inferences, provide resources that are sufficient to account for our knowledge of what we think, desire, and so on. We do not need to suppose that there is a distinctive, non-imagistic 'what it is like' to think that p , and a different non-imagistic 'what it is like' to think that q. Nor need we suppose that there is a proprietary 'what it is like' to have one propositional attitude type rather than another.     

The Pluralistic Vision of Persian Sufi Poetry

This article explains how the Sufi tradition was instrumental in molding the imagery, symbolism, metaphors, tropes, and indeed the worldview, that informs all but the earliest Persian poetry. This poetry expresses the precedence of mercy in a pluralistic vision by pointing to an expression of love, and it does this by the magic of beautiful language, enticing imagery and intoxicating rhythm. Therefore, in this tradition, love alone is able to bring together all contradictory and varied qualities and to reinstate them in God's unity, which is the first principle of Islamic faith. What is being celebrated is God's unitary reality. The article then recognizes that love is understood as the unifying divine power that is the unique prerogative of human beings, who alone were created in the full image of God.     

The educational boundary1

In this contribution, the authors defi ne and discuss the educational boundary in analytic training, which they believe is an often neglected and useful concept in psychoanalytic education. The framework on which their discussion rests includes the recent attention of psychoanalysts to issues of boundaries and ethics. Their understanding of how clinical work affects the mind of the analyst educator, as well as the ways the personalities of various analysts affect their dealings with faculty peers and students, are the other cornerstones of their discussion. The authors contend that many of the institutional problems encountered in the training of analysts can be better understood when viewed through the prism of the educational boundary. They present examples which illustrate several of the ways psychoanalytic educators complicate the training experience of candidates, offer specifi c explanations as to why analysts struggle as they try to manage their educational interventions, and indicate in a discussion of potential remedies that those behaviors might be avoided if the educational boundary is in focus. They also provide an example of how the educational boundary can be more effectively managed.     

NEGOTIATING QUALITY OF WORKLIFE, PRODUCTIVITY AND TRADITIONAL ISSUES: UNION MEMBERS'PREFERRED ROLES OF THEIR UNION

Recognizing the importance of the union in successfully implementing quality of worklife programs, numerous commentators have called for union-management collaborative programs. In response to these pleas, recent studies have addressed union activists'perceptions of their unions'roles in negotiating quality of worklife as well as other issues. Although important, these studies have focused on the union leadership and have generally failed to consider the rank and file union members' views. The primary objective of the present study was to examine union members'preferred roles of their union in negotiating quality of worklife, productivity, and traditional bargaining issues. A second purpose was to explore the correlates of their views concerning the union's role in dealing with these issues. Using data collected from 171 members of a railroad, union, the results showed that members' support for union involvement tended to vary depending upon the type of issue in question. They strongly preferred collective bargaining when dealing with traditional union concerns and joint union-management efforts when quality of worklife issues were involved. In predicting preferred union-management cooperation, the importance of the individual predictors varied across the types of negotiation issues. However, attitudinal measures were generally found to be more important in explaining members'preferences than demographic or union participation measures. The results are discussed in terms of implications for implementing joint union-management programs.