Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

选择反应作业中的反应组织

通过2-选择反应作业的两个反应复杂度不对称（不等）实验因素考察反应组织,发现在同一作业中无反应复杂度效应,而作业之间反应复杂度效应显著。这提示选择反应是选择已完成组织的反应,而不是实时地进行反应动作组织,进而引入动作模块的概念。即把反应组织视为选择动作模块过程。其实际意义是,在操作界面的优化设计中,要提高一组同时可选择操作R中的某一种操作Ri(R∈Ri|i=1,2,…,n）的绩效,其有效途径是应降低这一组操作R的平均复杂度;如果只降低Ri的复杂度,要提高其绩效收效甚微。     

Review

Book reviewed in this article:
David Ray Griffin, Religion and Scientific Naturalism: Overcoming the Conflicts     

基于概念复杂度的加工容量观

探讨了一个认知科学的概念——容量,主要是介绍一种基于概念维度的加工容量观.这种观点认为加工容量最好以进入某一特定运算过程的独立维度来定义,容量的增长意味着可以表征更多的维度,而概念的组块与分割是常用的表征策略.个体差异通过表征的清晰度和有效性的差异来表现,而认知的发展则是成熟与经验相互作用的结果.     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

Introduction: Attaining a New Stage

The current issue of The Journal of Adult Development addresses one of the threads of adult development, namely stage and stage change. There are four major forms of adult developmental study that can be identified: positive adult development, directionless change, stasis, and decline. The first of the four forms, positive adult developmental processes, is divided into at least six areas of study: hierarchical complexity (orders, stages), knowledge, experience, expertise, wisdom, and spirituality. The topic of this special issue, stage and stage change, is therefore part of the study of positive adult developmental processes. Finally, the manner in which these topics are studied both in this special issue and elsewhere can be characterized in terms of three broad classifications (Commons & Bresette, 2000, Commons & Miller, 1998) for the acquisition of knowledge and the verification of truth in general. These classifications include analytic, experiential, and empirical means to reach truth.     

Increasing Behavioral Skills and Level of Understanding in Adults: A Brief Method Integrating Dennison's Brain Gym & #x00AE; Balance with Piaget's Reflective Processes

A single session intervention was given individually to 4 adults in order to assist them in achieving their personal goals by improving their behavioral skills for achieving the goals and their conceptual understanding of & #x201C;how to & #x201D; attain these goals. The method was based on a brain-ability analysis of understanding & #x201C;conservation & #x201D; on Jean Piaget's conservation tasks combined with Paul and Gail Dennison's Brain Gym & #x201C;balance & #x201D; procedure. My & #x201C;whole brain understanding & #x201D; model (C. A. Wolfsont, 1999, 2000) and M. L. Commons et al.'s Hierarchical Complexity Scoring System manual were used to analyze the verbal protocols (M. L. Commons et al., 1992; Commons, Danaher, & Meaney, 2000). Increases were found in the participants' conceptual understanding and in the complexity of their performance.     

Self-efficacy and successful school-to-work transition: A longitudinal study

A successful school-to-work transition is a precursor of promising career development. In the present longitudinal study we investigated whether academic self-efficacy beliefs and grades in school at the ages of 12-15 would be associated with unemployment and job satisfaction at the age of 21. We found that individuals with high self-efficacy beliefs and better grades were less likely to become unemployed and more likely to be satisfied with their jobs. The relationship between high self-efficacy and unemployment was mediated by higher career-related motivation and by less perceived application stress, measured at the time of vocational training at the age of 18. The relationship between self-efficacy and job satisfaction was primarily mediated by higher vocational congruence and less application stress. We conclude that school-based interventions targeted at increasing academic capabilities and self-efficacy would help prepare adolescents for a successful school-to-work transition.     

The ethics of complexity and the complexity of ethics

Abstract

In this paper, we investigate the implications that a general view of complexity - i.e. the view that complex phenomena are irreducible - hold for our understanding of ethics. In this view, ethics should be conceived of as constitutive of knowledge and identity, rather than as a normative system that dictates right action. Using this understanding, we elaborate on the ethics of complexity and the complexity of ethics. Whilst the former concerns the nature and the status of our modelling choices, the latter denotes a contingent and recursive understanding of ethics. Although the complexity of ethics cannot be captured in a substantive normative model, we argue that this view of ethics nevertheless commits one to, what we term, ‘the provisional imperative’. Like Kant’s categorical imperative, the provisional imperative is sub-stantively-empty; however, unlike Kant’s imperative, our imperative cannot be used to generate universal ethical principles. As such, the provisional imperative simultaneously demands that we must be guided by it, whilst drawing attention to the exclusionary nature of all imperatives. We further argue that the provisional imperative urges us to adopt a certain attitude with regard to ethical decision-making, and that this attitude is supported and nurtured by provisionality, transgressivity, irony, and imagination.     

西方环境伦理学的整体主义诉求与困惑--现代系统整体论的启示

在西方环境伦理学中，生态中心论具有强烈的整体主义诉求。认为，人类只是自然整体中的一个成员和后来者；生态系统的价值具有内在性和优先性；人类对自然生态系统负有直接的、终极的道德责任和义务。这些观点受到一些学者的质疑。系统整体论理念和复杂性研究对生态系统与人类的关系，系统的目的性，整体的价值等问题提供了一定的支持和启示。