Understanding the latent structure of job performance ratings

This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were used. Results indicated that idiosyncratic rater effects (62% and 53%) accounted for over half of the rating variance in both data sets. The combined effects of general and dimensional ratee performance (21% and 25%) were less than half the size of the idiosyncratic rater effects. Small perspective-related effects were found in boss and subordinate ratings but not in peer ratings. Average random error effects in the 2 data sets were 11% and 18%.     

An integrative model of stress management groups for women

This article proposes an integrative model for stress management groups for women, representing a biopsychosocial point of view and drawing on theories of psychodynamic group psychotherapy, self-psychology, female development, and stress management. The basis of the model is an eight week traditional stress management group. The novel aspects of this integrative model are that it aims to increase the power of stress management groups for women by providing an articulated frame, attending to group process, promoting curiosity regarding resistance to behavior changes, encouraging the elaboration of affect, and giving importance to the role of relationships in each member's quest for self care and healthy entitlement.     

An examination of organizational and team commitment in a self-directed team environment

A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were not significantly different. Relationships with antecedent variables help explain how differential levels of commitment to the 2 foci may be formed. Indirect effects of exogenous variables are reported.     

Bracing for loss

People find unexpected bad news aversive and often brace themselves by predicting the worst. Three experiments examined whether the pessimism is influenced by personal need. Students who differed in financial need learned that a billing error meant that some students would receive an additional bill from their university. Financially needy students were consistently pessimistic in predicting their likelihood of receiving a bill, whereas non-needy students were not. In addition, the experiments reveal that (a) the pessimism occurred for potential losses but not potential gains, (b) needy students were pessimistic about their own chances but not the chances of a friend, (c) the pessimism was not attributable to needy students' being more readily primed by the news of a possible bill or to needy students' having more experience with billing errors, and (d) the pessimism was specific to monetary losses and did not generalize to other events.     

Video games and aggressive thoughts, feelings, and behavior in the laboratory and in life

Two studies examined violent video game effects on aggression-related variables. Study 1 found that real-life violent video game play was positively related to aggressive behavior and delinquency. The relation was stronger for individuals who are characteristically aggressive and for men. Academic achievement was negatively related to overall amount of time spent playing video games. In Study 2, laboratory exposure to a graphically violent video game increased aggressive thoughts and behavior. In both studies, men had a more hostile view of the world than did women. The results from both studies are consistent with the General Affective Aggression Model, which predicts that exposure to violent video games will increase aggressive behavior in both the short term (e.g., laboratory aggression) and the long term (e.g., delinquency).     

Influence of social motives on integrative negotiation: a meta-analytic review and test of two theories

A meta-analysis of 28 studies examined support for the Theory of Cooperation and Competition (M. Deutsch, 1973) and Dual Concern Theory (D. G. Pruitt & J. Z. Rubin, 1986). Effects of social motive (prosocial vs. egoistic) and resistance to yielding (high vs. low vs. unknown) on contenting, problem solving, and joint outcomes were examined. Consistent with Dual Concern Theory, results showed that negotiators were less contentious, engaged in more problem solving, and achieved higher joint outcomes when they had a prosocial rather than egoistic motive, but only when resistance to yielding was high (or unknown) rather than low. The authors also explored the moderating effects of study characteristics and found effects for participation inducement (class exercise, participant pool), for publication status, and for treatment of no-agreement dyads.     

Assessing achievement, affiliation, and power motives all at once: the Multi-Motive Grid (MMG)

In this article, we introduce the Multi-Motive Grid (MMG), a new diagnostic tool to measure motives with respect to their hope and fear components. The MMG combines features of the Thematic Apperception Test (TAT) with features of self-report questionnaires. Similar to the TAT, a set of 14 pictures representing a balanced set of achievement-arousing, affiliation-arousing, and power-arousing situations is presented together with a set of statements representing important motivational states. Six motive scores can be calculated: hope of success (HS) and fear of failure (FF) for the achievement motive, hope of affiliation (HA) and fear of rejection (FR) for the affiliation motive, and hope of power (HP) and fear of power (FP) for the power motive. Results of factor analyses suggest a 3-factor solution, with a general fear factor (FF, FR, FP), a factor combining the hope components of achievement and power (HS and HP), and a third factor representing HA, but the 6 a priori factors also reflect a sound structural model. Reliability data show that the internal consistency and retest reliability of the MMG scales satisfy traditional standards. External validity of the MMG has been established in all 3 motive domains. Three separate studies document that (a) individuals high in resultant achievement motivation perform better and report more flow experience, (b) individuals high in resultant power motivation profit more from a leadership training program, and (c) individuals high in resultant affiliation motivation recollect more highly memorable affiliative themes.     

The personal-group discrepancy: Is there a common information basis for personal and group judgment?

In contrast to motivational accounts of the personal-group discrepancy, results from this article suggest that the discrepancy is explained by aggregating different sets of comparison outcomes for either personal or group ratings. Results from a longitudinal study with East German (the minority group) and West German (the majority group) samples confirm the personal-group discrepancy and support our approach. First, social comparisons influenced evaluations of economic situation at both group and personal levels. Second, ratings of group versus personal economic situation were based on different sets of comparisons. Third, the mean structure of both sets of comparison outcomes mirrored the personal-group discrepancy. Fourth, an interaction between personal-group discrepancy and group status supported the authors' suggestions-concerning the direction of the discrepancy.     

Contents Volume 29 2000

Volume Contents

Contents Volume 29 2000     

Cross-cultural differences in tolerance for crowding: fact or fiction?

It is widely believed that cultures vary in their tolerance for crowding. There is, however, little evidence to substantiate this belief, coupled with serious shortcomings in the extant literature. Tolerance for crowding has been confused with cultural differences in personal space preferences along with perceived crowding. Furthermore, the few studies that have examined cultural variability in reactions to crowding have compared subgroup correlations, which is not equivalent to a statistical interaction. Although the authors found a statistical interaction indicating that Asian Americans and Latin Americans differ in the way they perceive crowding in comparison to their fellow Anglo-American and African American citizens, all four ethnic groups suffer similar, negative psychological distress sequelae of high-density housing. These results hold independently of household income.