The role of need level and/or need salience as moderators of the relationship between need satisfaction and work alienation-involvement

Contrary to previous findings documenting the importance of higher-order need satisfaction, a recent study by G. J. Gorn and R. N. Kanungo (Organizational Behavior and Human Performance, 1980, 26, 265–277) has indicated that satisfaction of lower-order needs may lead to job involvement if such needs are salient. Data from a heterogeneous sample of 632 employees from six organizations were used to test six hypotheses concerning the effects of need level (higher vs lower order) and need salience as moderators of the relationship between need satisfaction and alienation-involvement. Three different ways of operationalizing need saliency were used, including a replication of Gorn and Kanungo's procedure. Higherorder need satisfaction was correlated with alienation-involvement scores to a significantly greater degree than was lower-order need satisfaction, even for those for whom lower-order needs were most salient. Need saliency was not found to moderate the need satisfaction-involvement relationship when need level was controlled. Issues regarding the operationalization of “need salience” were discussed and a new measure of alienation-involvement (the A-I Scale) was introduced. Implications for further empirical investigations of the need saliency issue were noted, as was the universal application of job enrichment programs aimed at promoting higher-order need satisfaction.     

The Individual Psychology of Alfred Adler: Toward an Adlerian vocational theory

Within the past couple of decades, the Individual Psychology of Alfred Adler has become increasingly popular among consultants, educators, and psychotherapists alike. The approach also has gained the attention of several vocational researchers, and some vocational investigations on Adler's theory have appeared. Unfortunately, such empirical studies have been all too few, seemingly because no articulated framework exists of an Adlerian vocational theory. In this article, an Adlerian vocational theory is proposed. Specific hypotheses and corollaries, each derived from the substantive base of Individual Psychology, are presented and explained.     

A neuronal model for syllable representation

A speculative neuronal template, equivalent to canonical syllable forms and independent of segmental representations, is offered to help account for (1) the inviolate nature of phonotactic constraints in aphasic speech output, and (2) left hemisphere specialization for speech sound access and output. The model, which attempts to relate plausible neuronal systems to linguistic function, is based on cell assemblies that are thought to develop by way of genetic predisposition and ontogenetic language experience, into configurations that can represent canonical slot positions for the consonants and vowel comprising a syllable. The syllable is assumed to be the basic organizational rhythmic unit for serial concatenation of sublexical segments. A scheme for neurological differentiation of vowels and consonants is offered. Phonotactic constraints can become "hard-wired" to help create the automaticity underlying phonological sound organization. Testable predictions are offered to substantiate the claims of the model.     

Student self-selection for specializations in engineering

The general hypothesis that students self-selecting themselves for different occupational fields differ in relevant values and interests was tested for specializations within engineering. Industrial engineers were found to be different in work values and in their image of their subfield from students of other engineering specializations. The study concludes that in terms of type of student selecting engineering, the profession cannot be treated as an undifferentiated entity. It is suggested that in future research engineering students may be regarded as relatively homogenous with respect to work values only if their area of specialization is duly considered.     

THE GOOD PRODUCTIVITY GAME: INCREASING WORK PERFORMANCE IN A REHABILITATION SETTING1

Simple reinforcement systems have been used to improve performance in a broad range of settings. For example, in classrooms, the “Good Behavior Game” has been shown to be very effective (Barrish, Saunders, and Wolf, Journal of Applied Behavior Analysis, 1969, 2 , 119–124). In industry, small bonuses were used to increase the punctuality of workers (Hermann, deMontes, Dominquez, Montes, and Hopkins, Journal of Applied Behavior Analysis, 1973, 6 , 503–572). In a sheltered workshop setting, Shroeder (Journal of Applied Behavior Analysis, 1972, 5 , 45–52) examined work rates under varying frequencies and amounts of reinforcement and response force. The present study involved the utilization of simple group contingencies to increase productivity in a rehabilitation industry. Four state hospital residents who were trainees at a rehabilitation industry participated in the study which examined the effects of feedback, and feedback plus the “Good Productivity Game” to improve work output. The task, for which the employees were paid a wage, involved sorting boards by size. When the employees were provided with feedback on the number of boards sorted during the observation period, productivity increased slightly over baseline. After a return to baseline, the “Good Productivity Game” was played. For performance, the game afforded the employees pseudo-competition (in that teams were paired against each other, but both teams always “won”) and simple rewards such as candy and early work termination. The game improved performance by 104% over the second baseline and by 64% over the third baseline. Data gathered on rates of on-task behavior by the employees correlate with the productivity rates. Data gathered on rates of staff attention paid to employees show little difference across conditions, thus corroborating the function of the “Good Productivity Game” in increasing work output. Although no formal data were collected, the staff continued to use the game with considerable success after the formal termination of the study. The “Good Productivity Game” appears useful in increasing work output in a rehabilitation setting. Further research should concentrate on the utility of the game throughout longer periods of the workday and over extended periods of time.     

Infants' attention to intrastimulus motion

Twenty-four 5-week-old infants sucked significantly less when shown a schematic face in which the eye dots oscillated at 4 or 7 cm/sec than when shown the same face with the eye dots oscillating at 1 cm/sec. When identical moving dots were presented in the absence of the surrounding facial configuration, infants showed the same pattern of response. These results indicate (a) that 5-week-old infants can attend to intrastimulus movement, and (b) that the “externality effect” does not extend to compound visual displays which have moving internal elements.