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771.
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Stephen B. Perrott 《Journal of community & applied social psychology》1999,9(5):339-353
Attempts to recruit minority officers are an integral component of community‐based policing initiatives in Western democracies. To better understand how to optimize these initiatives, 80 African‐Canadian police applicants were surveyed for perceptions of occupational role, career aspirations and obstacles to minority recruitment. Although service to the Black community was a high priority, applicants reported this goal as secondary to providing service regardless of ethnicity. Further, applicants reported they would be as effective policing the White community and more effective policing the Black community than their White counterparts. Racial prejudice on the part of police officers and society were viewed as the most significant obstacles to minority recruitment. Two tests of potential perceptual distortions indicated that applicants perceived African‐Canadian acquaintances to be more frequent targets of police discrimination than they were as individuals, and perceived themselves as relatively less alienated from the police than were the police from their group. Discussion focuses on obstacles to minority recruitment, the fit between applicants' attitudes and the demands of modern policing, and the potential impact of a more ethnically diverse force for police–minority relations. Copyright © 1999 John Wiley & Sons, Ltd. 相似文献
773.
All psychological and social research presents ethical dilemmas, many of which centre around the difficulties which flow from the power imbalances between those conducting the research and the research respondents or participants. Issues of power are magnified in research undertaken in contexts of poverty, and there is a burgeoning literature on ethical issues in research in developing countries. In this article, we augment the existing literature by focusing on the experiences of an assessor working in a controlled trial of a mother-infant intervention in a poor South African community. We consider issues of community expectations, the presentation to our project of physical health problems, the issue of HIV/AIDS, cultural beliefs which impact on the research, child protection issues, and the tensions between research assessment and ubuntu--a cultural norm which requires helpful engagement with others. We suggest that our experiences may assist with the development of further research. 相似文献
774.
This research explores the relationship between collective efficacy and aspects of analytic or vigilant problem solving (Janis, 1989) in the context of group decision making. We hypothesized that vigilant problem solving would be most evident under conditions of relatively moderate collective efficacy, as opposed to either very high or very low collective efficacy. We investigated this hypothesis with groups of business students who participated in a complex business strategy simulation. Results show a significant curvilinear relationship between collective efficacy and vigilant problem solving, and a significant linear relationship between vigilant problem solving and decision outcomes. There is also evidence that vigilant problem solving mediates the relationship between collective efficacy and decision outcomes. Implications for theory, managerial practice, and directions for future research are discussed. 相似文献
775.
Schmitt DR 《Journal of the experimental analysis of behavior》2000,74(1):115-125
This study allowed subjects to audit each other's responding during a series of competitive contests. Six pairs of female college students competed in 3-min contests in which the competitive response was a knob pull. A sum of money was divided using a proportional distribution or a 100%/0% reward distribution. In the proportional distribution, a subject's proportion of the sum was her proportion of the total number of responses. Also, in every contest either subject could make a response that would end the contest prematurely and give both subjects the same amount: a sum equal to 33% of the competitive total. Each subject could press either or both of two audit buttons that displayed her own and the other's response total for 10 s. Results replicated earlier findings in showing the superiority of the proportional distribution in total number of competitive responses made. No subject audited continuously, and only 1 audited most of the time. Most audits were interpersonal, including both own and other's scores. Auditing typically was more frequent in 100%/0% contests in which subjects were more likely to stop the contest when they were far behind. Winners were more likely to audit than were losers. Competitive response rates increased when the differences revealed by audits were small and decreased when they were large. Overall audit patterns were consistent with the view that feedback as \"news\" is more often sought when it can lead to improved outcomes. 相似文献
776.
According to Gollwitzer's mindset theory, people in postdecisional action phases, who are about to implement a chosen action or goal, are supposed to be more optimistic than people in predecisional action phases, who are deliberating on different actions or goals (P. M. Gollwitzer, 1990). The present experiments were designed to test the hypothesis that postdecisional people are optimistic in a way that does not set them up for failure and disappointment. In three experiments it is shown that people who are in an implemental mindset neither set more demanding goals than do deliberative people nor do they inflate their performance predictions. Instead, they are more confident in reaching their goals and more cautious when predicting future performance. This behavior is interpreted in terms of a strategy that allows people to hold optimistic beliefs without facing the danger of exaggerated goal setting or a disconfirmation of their beliefs. 相似文献
777.
Zheng-Xue Luo Kan Shi Wen-Dong Li Dan-Min Miao 《Asian Journal of Social Psychology》2008,11(3):222-231
The construct of job performance has been one of the important topics in job performance research. The present study investigated the construct of job performance among Chinese military soldiers using both qualitative and quantitative methods. First, after interviewing 95 officers and soldiers, we categorized and conceptualized eight sets of typical behavioural incidents related to soldiers' job performance, and designed a questionnaire measuring job performance. Then, using a sample of 1402 Chinese soldiers, questionnaire reliability and validity were tested, and then the questionnaire was revised. The construct of job performance was further refined using confirmatory factor analyses and regression analyses using another sample of 1068 soldiers. The results showed that Chinese military soldiers' job performance consisted of two dimensions of task performance and contextual performance. Furthermore, task performance had three subfactors: military training, task accomplishment and work capability, whereas contextual performance encompassed four factors: helping others, love of learning, promoting organizational benefit and self-discipline. Task performance and contextual performance contributed independently to overall job performance. 相似文献
778.
Research has focused on increasing the treatment integrity of school-based interventions by utilizing performance feedback. The purpose of this study was to extend this literature by increasing special education teachers' treatment integrity for implementing antecedent and consequence procedures in an ongoing behavior support plan. A multiple baseline across teacher-student dyads (for two classrooms) design was used to evaluate the effects of performance feedback on the percentage of antecedent and consequence components implemented correctly during 1-hr observation sessions. Performance feedback was provided every other week for 8 to 22 weeks after a stable or decreasing trend in the percentage of antecedent or consequence components implemented correctly. Results suggested that performance feedback increased the treatment integrity of antecedent components for 4 of 5 teachers and consequence components for all 5 teachers. These results were maintained following feedback for all teachers across antecedent and consequence components. Teachers rated performance feedback favorably with respect to the purpose, procedures, and outcome, as indicated by a social validity rating measure. 相似文献
779.
780.