Mid-career change in academia: The decision to become an administrator

This study explored the reasons why professors would leave their teaching/ research occupations to begin new careers as administrators. Valence-Instrumentality-Expectancy theory of occupational preference and choice was used as a framework to examine mid-career change among professors and department chairmen at a major university. Data showed that professors' intentions to change careers and become administrators could be explained by the theory. Analyses of job characteristics demonstrated that professors who want a mid-career change are primarily attracted by the power and formal authority vested in the administrative position, while professors who prefer to remain in their career paths do so because of the autonomy it offers.     

Job attachment,satisfaction, and turnover among public sector employees

This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any facet of satisfaction), even when the alternative attitude was partialled out. In addition, it was found that individual employee characteristics were more strongly related to attachment than were job characteristics, while the opposite was found for satisfaction. The findings are discussed in the light of previous evidence, and implications are drawn for research in vocational behavior.     

A test of the self-perception explanation of the effects of rewards on intrinsic interest

An experiment was conducted to test the proposition that rewards undermine or enhance intrinsic interest in a task to the extent that individuals interpret their behavior as being motivated by the reward. It was predicted that when subjects were denied the opportunity to develop and confirm this attribution, rewards would not produce an undermining effect, but rather would enhance dispositions and behavior. Subjects were recruited to evaluate a new sugar-free soft drink. Two levels of incentives (reward-no reward), two levels of examination (opportunity-no opportunity), and three levels of outcome (good-neutral-poor) were employed. The results support the prediction that an incentive's effect depends on the examination opportunity. In the examination condition, rewarded subjects attributed their behavior more to external factors than did unrewarded subjects, but gave more negative product evaluations only after tasting it. In the no examination condition, there were no differences in the attributions made by rewarded and unrewarded subjects, and rewarded subjects were more positively disposed toward the product both before and after tasting it. These results are explained as a consequence of two properties of rewards, enhancement through reinforcement and undermining through discounting, and of hypothesis-testing processes.     

Male-female differences in sexual fantasy

A questionnaire about thoughts and ideas during sexual activity was returned by 51 females and 50 males in a random sample of college undergraduates. A high response rate (91%) and the similar sexual experience of male and female respondents make possible a strong conclusion about the college population sampled: Males are thinking more about past experiences and current behavior, while females are thinking more of imaginary experiences. This difference occurs for thoughts during masturbation as well as for thoughts during heterosexual activity. It appears that females prefer a different kind of sexual fantasy than males, rather than being generally less interested in sexual fantasy as claimed by Kinsey, Pomeroy, Martin, and Gebhart (Sexual behavior in the human female, Philadelphia: Saunders, 1953).     

Career perceptions of managerial and professional personnel

Stages of career development consistent with age were found in a group of employed managers and professionals. They tended to attribute career success to inherent abilities, education, and developmental experiences in the company studied. Trends among three age groups were similar in regard to factors they perceived as enhancing or adversely affecting their career development.     

Development of comprehension of sentences with “because” or “if”

The comprehension of sentences with “because” or “if” was investigated in children aged 2;9–11;11. Imitation, comprehension (choosing one of two picture sequences to go with a sentence), recognition (judging sentences with connective or structure differences as heard before or not), and synonymy (judging equivalence of meaning in sentences with different connectives or structures) tasks were administered, along with logical ordering, reversibility, and classification tasks. Above-chance responding in the comprehension task occurred by age 8, and in recognition and synonymy by age 10. Cognitive performance predicted 28.4% of the variance in the linguistic scores and cognitive success was concurrent with or preceded linguistic success. Comprehension of “because” and “if” appears to develop gradually, and is related to the development of certain operative rules.     

Semantic differential studies of children's language development: Some methodological problems

A semantic differential study of development of antonym meanings revealed methodological problems (e.g., concept-scale interaction and developmental changes in scale-checking style) not fully considered in previous semantic differential investigations of child language development. Twenty adjectives were rated on 10 scales by subjects from grades K to 5 (approximately 6 through 11 years old) and adults. Analyses by means, polarity ratings, and average sums of squared differences failed to yield consistent developmental trends. Subjects' choices of scale ratings did show clear age-related differences: Grades K and 1 chose extreme ratings almost exclusively; grades 2 through 4 showed an increase in neutral choices and decreases in extreme ratings; grades 4 and 5 and adults chose extreme ratings least often, neutral choices most often, and more intermediate ratings than any younger subjects. Results show that scale choice is a crucial factor in designing semantic differential studies with children, there is a low correlation between mean scores and ratings given by individual children, and shifts in scale-checking style should be considered when interpreting apparent developmental changes in children's semantic differential ratings.     

Auditory processing of brain-damaged adults under competitive listening conditions

Right CVAs, mild left CVAs, and non-brain-damaged adults received the Token Test under three conditions: quiet, white noise, and speech babble. Left CVAs performed most poorly of all groups in all conditions experiencing difficulty with subtests III, IV, and V. Right CVAs were inferior to controls on each of these three subtests in the speech babble condition only. Thus, right CVA difficulty with both memory and syntactic tasks was demonstrated in speech babble. These results are explained by the hypothesis that both hemispheres are necessary to process auditory information under complex listening conditions. Total brain capacity of right CVA patients may be overloaded if either memory load or linguistic complexity is increased in the presence of certain types of listening competition.     

Vocational behavior and career development, 1980: A review

Papers were reviewed in the sections where their major findings seemed to have the most important implications. Since it typically was not possible to do justice to individual studies in a few lines of summary, readers are referred to the specific articles of their interest for further information regarding other findings.As has been the case in the past several years, the number of studies related to vocational behavior and career development appears to be expanding, along with perceptions of what is relevant to the field. As greater emphasis is placed on the working life of individuals after initial occupational choices are made, researchers on vocational behavior and career development will increasingly find it necessary to synthesize research findings from the areas of industrial/organizational psychology, organizational sociology, and organizational behavior and theory. This factor may suggest greater collaboration among researchers across these fields in the future. In any event, the broadening base of relevant research, while challenging, also is an exciting development with rich potential for increased knowledge of vocational behavior.As Walsh mentioned in his review of 1978 literature, there is a vital need for more work of a longitudinal nature. We see some increase this year, but we are too frequently forced to draw conclusions regarding long-term vocational development from studies which are mainly crosssectional and correlational in nature.Among the research directions of note this year is the increasing emphasis on information processing/decision-making frameworks as a means of studying the vocation development process. Other trends were the growing concern with the relationship between work and nonwork, interest in recruitment processes, and the emphasis on situational as well as individual factors in predicting vocational behavior.