THE RELATIONSHIP OF PERSONALITY VARIABLES TO ORGANIZATIONAL WITHDRAWAL

The relationship of personality variables to turnover and absenteeism was investigated using Cattell's 16 PF. Results indicated Factors G (conscientiousness) and Q₄ (anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal. The Porter and Steers "polar" hypotheses for organizational withdrawal were not confirmed except for the anxiety factor. Results are discussed in terms of Lyons'(1972) conclusions on the relationship of absenteeism and turnover and the generality of findings to other samples of employees.     

BIODATA FAKING: EFFECTS OF INDUCED SUBTLETY AND POSITION SPECIFICITY

The fakability of an empirically keyed biographical inventory was studied in a three factor design. The factors were: 1. specificity of position applied for (sales representative versus a general managerial position, 2. induced subtlety of faking (warning of a lie scale versus no warning), and 3. sex of the respondent. Subjects were 91 male and 57 female college students who completed the biographical questionnaire under "fake" and "honest" response sets. Subjects were able to substantially improve their scores under faking instructions. Only the position specific-fake subtle condition failed to show improvement. Instructions indicating that a lie-detection scale might be used reduced faking to a considerable extent. Comparison with norms for the sales representative biographical key suggested that students in the faking condition tended to fake more than did a nation-wide sample of college recruits.     

Intelligence and imagery in personality.

One hundred college undergraduates were administered the Richardson revision of the Gordon Test of Visual Imagery Control, the Betts-Sheehan Questionnaire Upon Mental Imagery, and the Shipley-Hartford Institute of Living Scale. The latter provided a conceptual quotient (CQ) score of intellectual impairment based upon a ratio between vocabulary and abstraction scores. Subjects with CQs above 100 had significantly higher control scores (p less than .02). High control subjects had significantly higher total IQ scores than did low control subjects (p less than .04). Subjects with high and medium range control had higher vocabulary scores than those with low control. This suggests possible assessment of proneness toward introverted and extraverted neuroticism based upon a combination type of imagery score and the ratio between abstract or vocabulary scores. The connection of imagery with dimensions of IQ may be a start toward a more refined measure of this aspect of personality. Problems and implications are discussed.     

Concurrent schedules: a quantitative relation between changeover behavior and its consequences

Data from several published experiments on concurrent variable-interval schedules were analyzed with respect to the effects of changeover delay on the time spent responding on a schedule before changing to an alternate schedule: i.e., the interchangeover time. Interchangeover time increases as the duration of the changeover delay increases, and the present analysis shows that a power function describes the relation. The power relation applied in spite of numerous differences in the experiments: different variable-interval schedules for the concurrent pairs; equal or unequal reinforcement rates for the schedules of the concurrent pairs; different durations of the changeover delay; response-dependent or response-independent reinforcers; pigeons or rats as subjects; different reinforcers. A power function also described the data in experiments where the changeover incurred a timeout, where a fixed ratio was required to changeover, and also when asymmetrical changeover delays were used.     

Effects of fixed-ratio sample and choice response requirements upon oddity matching

Three pigeons were trained on oddity matching in which either 1, 4, 8, 16, or 32 sample-key observing responses were required to turn off the sample stimuli and turn on the comparison stimuli. Oddity accuracy increased when the observing-response requirement was raised and decreased when the requirement was lowered. Next, while the observing requirement was maintained at one response, the number of responses required to the comparison stimuli was either 1, 4, 8, 16, or 32. Under these conditions, choice was defined as the comparison that first accumulated the required number of responses. In general, increasing the comparison-response requirement decreased accuracy and lowering the comparison requirement increased accuracy. The fixed-ratio observing requirements appeared to facilitate control by stimuli serving an instructional function.     

The current status of competency-based training,part 1: Validity,reliability, logistical,and ethical issues

During recent years considerable attention has been focused on competency-based training. Yet there is a lack of data relating to many key issues. This paper describes some of the key issues concerning four major factors of competency-based training: validity, reliability, logistics, and ethics. Three recommendations made to the Division 16 Education and Training Committee are presented.     

An operant analysis of human altruistic responding

Human altruistic responding (called give responding), which delivered a reinforcer to someone other than the responder, was compared to responding where the responder was the recipient of the reinforcer (called earn responding). The same type of response (button pressing), the same reinforcer (a point representing a penny), and the same reinforcer contingency (a 40-response fixed-ratio schedule) were used for both give and earn responding. Since points representing pennies were used to reinforce give and earn responding, responding for points not worth money was also assessed. Give, earn, and point responding were arranged as concurrent incompatible operants. Lowest rates were obtained for point responding. Compared to earn responding, give responding occurred at lower rates, was more susceptible to cessation when point responding was possible, extinguished more rapidly in the absence of money, and produced less responding during reconditioning compared to conditioning when reconditioning followed a period of nonreinforcement. Give responding was less when it reduced the giver's opportunity to earn. Finally, histories of getting reinforcement from others were shown to determine give responding.     

Marital satisfaction,job satisfaction,and task distribution in the homemaker job

Several facets of the homemaker job were analyzed in terms of the dynamic relationship between husband and wife. Seventy-one husband and wife pairs completed a questionnaire which assessed satisfaction with the homemaker job, marital satisfaction, distribution of responsibility for homemaker tasks between husband and wife, and other variables. Wives' satisfaction with the homemaker job was found related to the degree to which husbands assumed responsibility for homemaker tasks and to the husbands' attitudes toward women in general. Wives' marital satisfaction was found related to the interaction of wives' employment status (job holder or full-time homemaker) and satisfaction with the homemaker job. Directions for future research in this area were suggested.