REACTANCE AND INTENTIONALITY ATTRIBUTIONS AS DETERMINANTS OF THE INTENT TO FILE A GRIEVANCE

Experimental studies were conducted in two unions to examine the effects of perceptual variables–namely, reactance and intentionality attributions–on the intent to seek redress from management action. Participants responded to a series of vignettes, each of which described a management action (formal punishment, informal warning, promotion denial) taken against an employee. The vignettes varied systematically in terms of the perceived threat to worker freedom posed by the action and the degree to which the action was motivated by a dispositional rather than an environmental attribution. Both studies demonstrated that greater threat and dispositional attributions provoked stronger intent to file a grievance. Implications of the findings were discussed for investigating and screening grievances.     

KIRKPATRICK'S LEVELS OF TRAINING CRITERIA: THIRTY YEARS LATER

Kirkpatrick's model (1959a, 1959b, 1960a, 1960b) of training evaluation criteria has had widespread and enduring popularity. This model proposed four "levels" of training evaluation criteria: reactions, learning, behavior, and results. Three problematic assumptions of the model may be identified: (1) The levels are arranged in ascending order of information provided. (2) The levels are causally linked. (3) The levels are positively intercorrelated. This article examines the validity of these assumptions, the frequency of each level in published evaluation studies, correlations from the literature in regard to Assumptions 2 and 3, and implications for the researcher and training manager.     

A FIELD STUDY OF THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL FEEDBACK ENVIRONMENT AND PERFORMANCE

This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed.     

RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

Effects of Fluprazine Hydrochloride on Three Aversively Motivated Tasks

The Psychological Record - Treatment with 8.0 mg/kg fluprazine hydrochloride had no effect on the acquisition of a step-down avoidance response but retarded its extinction. The drug also impaired...     

Blocking Effects in Two-Choice Discrimination Tasks in Rhesus Monkeys Macaca Mulatta

The Psychological Record - The present experiments investigated blocking effects in rhesus monkeys (Macaca mulatta) in a discrimination learning paradigm using a single stimulus modality. Two...     

Counseling: A conversion experience

In this article, the experience of conversion, which is usually delegated to the realm of spiritual studies, is applied to the counseling experience. It is posited that a person who goes through a successful counseling process will experience a turning around, will cease leading life in a dysfunctional way, and will move forward in a manner by which the person experiences life in a new perspective. This new perspective brings the person wholeness and balance.     

Carl Rogers and Martin Luther—A “reformation” in the helping professions

The 16th century schism in Christian thought leading to the Reformation has an interesting analogy in Carl Rogers' attempt to reform the helping professions. An exploration of this analogy clarifies much of the theoretical tension in the contemporary arena of pastoral counseling.     

Extraretinal information about eye position during involuntary eye movement: optokinetic afternystagmus

Despite importance for theories of perception, controversy exists as to whether information is available to the perceptual system about involuntary as well as voluntary eye movements. We measured the perceived direction of targets flashed briefly in an otherwise dark field during the primary phase of optokinetic afternystagmus (OKAN), an involuntary eye movement that persists in darkness following optokinetic stimulation. Perceived direction was measured by unseen pointing in one experiment and by pointing made under visual control in a second experiment. Pointing was essentially veridical in both experiments, indicating that accurate extra-retinal information about eye position (presumably, as efference copy) exists for OKAN. Illusory motion of visual targets, which can occur during involuntary oculomotor responses, therefore cannot be attributed to a lack of efference-copy signals for such eye movements.