Vocational interest and personality differences between development and research personnel: A field study

Employees classified into development and research groups were contrasted for differences in vocational interest and personality inventory responses. Discriminant and classification analyses indicated that these two groups could be distinguished. Development personnel exhibited greater interests in supervisory-related areas, but researchers showed a tendency toward high specialization and academic interests. With respect to personality characteristics, development personnel described themselves as more dominant, defensive, and achieving, yet less critical than research personnel.     

Some sources and consequences of career exploration

The present research investigated (a) factors that may influence participation in career exploration, and (b) the role of anxiety in the exploration process. The sample consisted of 161 undergraduate college students. Work-role salience (the importance of work in a person's life) was positively related to participation in self-related and work-related exploration. Self-related exploration was positively related to satisfaction with the occupational decision of low anxiety students and was negatively related to satisfaction among high anxiety students. Furthermore, dissatisfaction with an occupational decision was more likely to stimulate future work-related exploration for low anxiety students than for highly anxious students. The implications of these findings for the career exploration process were discussed.     

Organization tenure as a moderator of the job satisfaction-job performance relationship

Organization tenure as a moderator of the job satisfaction-job performance relationship was examined with data from a sample of 116 technical employees in a medium-sized industrial firm. Results provide support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and satisfaction with supervision.     

How is performance limited: Testing the notion of central capacity

Two-dimensional pursuit tracking task was employed in three experiments designed to test three predictions of the central capacity model of performance limitations under time-sharing conditions. These are the predicted effects of change in task difficulty, task emphasis and their interaction. Each of simultaneously performed tracking dimensions (horizontal and vertical) was treated as a separate task and manipulated independently. Tracking difficulty on each dimension and their relative emphasis were jointly manipulated. When frequency or velocity of target movement served as difficulty parameters, and control complexity was relatively low, tradeoffs between dimensions in different priority conditions were small and task difficulty had no effect on the performance of the concurrent task, neither did it interact with task emphasis. When control complexity was increased and in addition was manipulated as the difficulty parameter, linear tradeoff was observed and difficulty seemed to interact with task emphasis. These results cannot be easily accommodated within a strict central capacity model. An alternative interpretation based on a multiple capacity approach is outlined.     

Examining business students' career preferences: A perceptual space approach

A methodology for examining career preferences is proposed. The method uses perceptual mapping techniques and external preference analysis to assess the attributes individuals believe are important. The results of a study undertaken to test the methodology are reported and it appears that such results can be useful in analyzing reasons for career preferences.     

Job change: A study of an acute job stressor

This paper studies the relationship between job entry and job stress. Skill uncertainty, defined as having inadequately developed job skills, was thought to be associated with the stress reaction. In a longitudinal study of 62 transferred employees, skill uncertainty was associated with both negative emotional arousal 1 month after job entry and with positive emotional arousal 3 months after job entry.     

Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

基于人机互动的任务中断管理研究述评

科技的发展增加了人机互动中任务中断现象的发生,任务中断管理（Task Interruption Management, TIM）成为工作取得成功日益重要的部分。任务中断管理研究主要采用中断消极影响减少和中断价值评估两种范式,基于记忆的理论、多重资源管理理论和中断管理模型为任务中断管理提供了理论基础,在此基础上研究者发展出基于用户和基于环境的中断管理方法。未来研究需从关注中断的积极影响、内部中断、人的因素尤其是情感性和社会性因素入手加强任务中断管理研究。     

When Misery Avoids Company: Selective Social Comparisons to Photographic Online Profiles

Social networking site usage may affect subjective well‐being. Two experiments examined how selective exposure to profiles of other users facilitated mood management via self‐enhancing social comparisons. In Study 1, when given detailed impression management cues, such as photographs and status updates, users in a negative mood sought upward rather than downward social comparisons. Study 2 found that relatively low levels of group identification with the social networking site community led to upward social comparisons by users in a negative mood. High group identifiers spent more time viewing upward comparisons, regardless of mood. Regarding exposure effects, upward social comparisons to profiles improved subsequent mood when the comparison involved career success. High group identifiers experienced greater positive mood following upward social comparisons.