Caregiver behavior in center and family day care

In an effort to examine relationships between variations within day care settings and adult caregiving behaviors the social experiences of 40 toddlers and their caregivers in family and center care were systematically observed. Caregivers were interviewed and conditions of caregiving recorded. Caregivers in both settings with fewer children in their care, who worked shorter hours, with less housework responsibilities engaged in more facilitative social stimulation, expressed more positive affect, were more responsive, and less restrictive and negative. Family day care caregivers who worked in spaces specifically designed to be safe and appropriate for children were less restrictive of toddler activity. Adult-child ratio and caregiver training appeared to be the best indicators of quality care in center day care, while a safe and appropriate caregiving environment and small groups appeared as quality indicators in family day care.     

The linkage of work achievement to self-esteem,career maturity,and college achievement

This study tested whether self-esteem and mature career attitudes related to one another and complemented one another in predicting academic and work achievement for 174 college students. Analysis showed both constructs related to achievement and supported the thesis that self-esteem facilitates development of mature career attitudes, which in turn promote academic and work achievement. The findings are discussed in terms of their implications for theory and practice.     

The declining job satisfaction of white-collar women in sex-segregated and mixed-sex occupations

The declining job satisfaction of women white-collar workers reported by J. Veroff, E. Douvan, and R. A. Kulka (1981, The Inner American: A self-portrait from 1957 to 1976, New York, Basic Books) is explored through secondary analyses of their data from two national cross-sectional surveys conducted in 1957 and 1976. Analyses were done using data from 258 women in 1957 and 372 women in 1976 in white-collar jobs. Multivariate contingency table analyses were used first to explore the separate effects of type of white-collar employment, whether or not the job was sex segregated, age, birth cohort, and education on job satisfaction declines. The decline in job satisfaction was found to be greater for women in sex-segregated occupations that in mixed-sex ones. In addition, while all white-collar women express increased dissatisfaction with ego-involving aspects of work, those in sex-segregated fields showed the greatest increases in job dissatisfactions in affiliative and achievement spheres. Neither type of white-collar employment nor birth cohort related to differential job satisfaction declines though age and education changes did. The final multivariate analysis demonstrated that the changing age and educational characteristics of job holders in sex-segregated fields accounted for the greater job satisfaction declines for these women, and that sex segregation did not appear to affect job satisfaction beyond changes related to these demographic factors.     

Job scope,job satisfaction,and the Protestant Ethic: A study of enlisted men in the U.S. Navy

Questionnaire data were obtained from 149 enlisted men in the U.S. Navy. The job scope (JS)-satisfaction with the work itself (SWI) relationship was examined for the study's total sample and for subsamples created by grouping individuals on the basis of their degree of belief in the Protestant Ethic (PE). It was hypothesized and found that the JS-SWI relationship was positive and significantly different from zero for the study's total sample and each of the three PE subsamples. Contrary to one of the study's hypotheses, PE did not moderate the JS-SWI relationship. The study's results were discussed in terms of their implications for theory and practice in the area job design.     

Verbal-vocal integration as a function of sex and methodology

The process by which persons appear to combine content and intonation to form an impression of a speaker's friendliness may be a function of sex and the analytical techniques used to evaluate the models. Sixty subjects (half male, half female) from the campus population were asked to rate the content, tone, and total message of short sentences from male speakers. Analysis of variance and regression analysis were used to evaluate Linear, Multiplicative, Minimum, and Maximum models. Responses were essentially linear, although the multiplicative component was significant in some results, and the Minimum model received some support for males. More weight was given to tone than content, especially by females and for inconsistent messages. Idiographic analysis proved superior to normative analysis, and the ignored content method provided greater reliability and explanation than previously used filtered speech.     

The relation of esteem and social class to self-occupational congruence

The relation of self-esteem and social class to congruence with chosen occupation (the incorporation score) was analyzed by ANOVA and a priori contrasts. Fifty-four accounting majors were differentiated from 58 non-accounting, business majors on the basis of their ideal-self-accounting congruence (p < .01) and their self-accountant congruence (p < .05). Both high- and low-esteem accounting majors' congruence scores for accountant were higher than other S's accountant congruence, and high-esteem accounting majors had the highest congruence (p <.05). Working class accounting majors had higher congruence than middle class accounting students (p <.05). The implications of the findings for theory development and counseling were discussed.     

Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

Attributions of success and failure for actors and observers

Causal attributions of a person actually experiencing a success or failure (the actor) and someone who read about the situation (the observer) were compared. Results supported Jones and Nisbett (1971). Actors were relatively more likely to perceive their outcomes as caused by external factors (task difficulty), while observers attributed these outcomes more to internal factors (effort). Attributions for both actors and observers were also strongly affected by whether the outcome was a success or failure. Hypotheses concerning sex differences in attributions were not supported.