高级职业经理人胜任特质评定探索

为了方便企业甄选所需要的高级管理人才,本文就“高级职业经理人胜任特质评定量表”的编制过程及其量表的结构分析做一报告。该量表分为认知基质、组织协调、领导力、个性倾向和自我调节五个纬度和一个测谎的分量表。本研究立足于中国本土文化,采用小组中心访谈和多种统计分析技术对中国的高级职业经理人的胜任特质进行测评,结果显示总量表和各纬度上的项目具有较高的同质性信度和结构效度,具有较好的鉴别力。     

Conditionals Right and Left: Probabilities for the Whole Family

The fact that the standard probabilistic calculus does not define probabilities for sentences with embedded conditionals is a fundamental problem for the probabilistic theory of conditionals. Several authors have explored ways to assign probabilities to such sentences, but those proposals have come under criticism for making counterintuitive predictions. This paper examines the source of the problematic predictions and proposes an amendment which corrects them in a principled way. The account brings intuitions about counterfactual conditionals to bear on the interpretation of indicatives and relies on the notion of causal (in)dependence.     

家族企业高层管理者胜任特征模型

通过对18名家族企业高层管理者的关键行为事件访谈,建立了家族企业高层管理者胜任特征模型,初步结论是：（1）采用BEI关键事件访谈方法揭示高层管理者胜任特征模型,胜任特征的出现频次和平均等级是较为稳定的指标,最高等级分数受到了访谈长度的影响。研究还发现,胜任特征的平均等级、最高等级都能区分绩效优异和绩效一般的家族企业高层管理者。（2）我国家族企业高层管理者的胜任特征模型包括: 威权导向、主动性、捕捉机遇、信息寻求、组织意识、指挥、仁慈关怀、自我控制、自信、自主学习、影响他人等11项胜任特征。其中,与国外企业高层管理者通用胜任特征模型的9项相一致,与国有企业高层管理者的通用胜任特征模型的5项相一致。而威权导向、仁慈关怀是我国家族企业高层管理者独有的胜任特征。     

Police interviewing: The identification of vulnerabilities

Failure to identify potential psychological vulnerabilities of people entering the Criminal Justice System continues to present a serious problem for the police and other agencies. This paper reviews some of the problems involved which include: the nature of the handicap itself, current guidelines and definitions, and somewhat arbitrary legal interpretations by the courts. An experiment is described in which police officers chose not to identify someone as vulnerable or ‘at risk’, despite information in all conditions having been biased towards eliciting a positive judgement.     

TEACHING JOB INTERVIEW SKILLS TO RETARDED CLIENTS

Six retarded adults were taught job application and interview skills including introducing oneself, filling out a standard job application form, answering questions, and asking questions. A combination of instructions, modeling, role playing, and positive and corrective feedback was used across a multiple baseline experimental design. After training, the clients' performance in each area improved substantially over baseline levels. In addition, the newly taught skills appeared to generalize to a different office, application form, and interviewer.     

Reduction of police vehicle accidents through mechaniically aided supervision

Tachograph recorders were installed in 224 vehicles of a metropolitan police department to monitor vehicle operation in an attempt to reduce the rate of accidents. Police sergeants reviewed each tachograph chart and provided feedback to officers regarding their driving performance. Reliability checks and additional feedback procedures were implemented so that upper level supervisors monitored and controlled the performance of field sergeants. The tachograph intervention and components of the feedback system nearly eliminated personal injury accidents and sharply reduced accidents caused by officer negligence. A cost-benefit analysis revealed that the savings in vehicle repair and injury claims outweighed the equipment and operating costs.     

LARGE-SCALE REDUCTIONS IN SPEEDING AND ACCIDENTS IN CANADA AND ISRAEL: A BEHAVIORAL ECOLOGICAL PERSPECTIVE

We assessed the effects of posted feedback and warning ticket programs on speeding and accidents in two cities. In Experiment 1, speeding feedback signs were effective even when 10 were used in Dartmouth, Nova Scotia, and reductions in speeding were associated with reductions in accidents. The effectiveness of the signs was correlated with the number of intersections and residences within 0.5 km beyond them, and the signs had no effect on untreated streets. In Experiment 2, posted feedback and a warning program reduced speeding and accidents on 14 streets in Haifa, Israel.     

The effect of question type on resistance to misinformation about present and absent details

The typical misinformation effect shows that accuracy is lower for details about which people received misleading compared to non-misleading (control) information. In two experiments, we examined the misinformation effect for non-witnessed details (i.e., absent). Three question types introduced control, misleading, and absent details (closed, closed-detailed, and open questions) about a mock burglary video. On this misinformation test, participants' reports of absent details were less accurate than control details only when they were introduced using open questions. Misinformation effects in a subsequent recognition test were present for misleading details in both experiments, but for absent details only in Experiment 2. Experiment 2 also revealed that participants who avoided answering open questions containing misleading and absent details had more accurate memories for these details on the subsequent recognition test than participants who answered these questions. In both experiments, confidence was lowest for absent details. Implications for theory and practice are discussed.     

Exploration of Prelicensed Counselors’ Experiences Prioritizing Information for Clinical Supervision

This qualitative study explored prelicensed counselors’ experiences prioritizing information for clinical supervision. Through phenomenological interviews, 7 counselors seeking licensure discussed how they self‐report salient information to their supervisors. Using interpretative phenomenological analysis, the authors identified 3 themes: (a) learned to maximize supervision based on structure of supervision, (b) influences on decision to present, and (c) rationale for presenting client case. Implications for counselors and supervisors are discussed.     

Police responses to diversity: A social representational study of rural British policing in a changing representational context

In the first decade of the 21st century, British policing faced two new challenges in how it responded to social diversity: As well as instituting reforms in response to a highly publicized report describing the British police as ‘institutionally racist’ (Macpherson, 1999 ), they faced challenges associated with rapid increases in numbers of immigrants into the UK. Studying social representations at such times of change allows access into processes, themes and value systems that may otherwise remain hidden. This paper uses social representations theory to explore interview accounts provided by regular police officers of interactions with members of minority groups. Empirically, we focus on an area of diversity policing that has received relatively little previous attention: Police work in a rural context that has recently played host to large numbers of migrant workers. Our analysis shows that interviews operate as a site of resistance in which respondents attempt to rework hegemonic representations of the police as prejudiced and to re‐present themselves and their work as able to respond appropriately to diversity. Fairness as a defining characteristic of good police practice is a central representational theme that links identity construction processes to police work with minority groups. Recent immigrant groups are represented as both needing and deserving help to assimilate into British culture: Their lack of acculturation and language difficulties provide additional challenges to police work and to how this is judged as ‘fair’. We discuss the broader origins and implications of police officers' understandings of fairness and the use of social representations theory to study representational fields within organizational settings. Copyright © 2010 John Wiley & Sons, Ltd.