SOME FURTHER IDEAS ON A METHODOLOGY FOR DETERMINING JOB SIMILARITIES/ DIFFERENCES

This paper considers the general problem of analyzing data for job similarities/differences. Cluster analysis and univariate analysis of variance, which are recent suggestions for attacking this problem, are briefly reviewed. The suggestion made in this paper is to use multivariate analysis of variance, accompanied by a multivariate extension of the well known proportion of variance index, ω². Discriminant analysis and related techniques are suggested to provide information regarding specific hypotheses. The potential users are provided with the references to well known computer packages that allow all the analyses to be performed easily, rapidly, and accurately on their own data. Appropriate interpretations of each result are also indicated, and illustrated with an example.     

Job Link: An Employment Counseling Program for Immigrants

A group employment counseling program for counseling immigrants is described. Evaluation results from the project are also presented.     

THE EFFECTS OF FEEDBACK SEQUENCE AND EXPERTISE OF THE RATER ON PERCEIVED FEEDBACK ACCURACY1

Using a 2 × 2 experimental design, the present study examined the main and interactive effects of feedback sequence (negative-positive vs. positive-negative) and expertise of the rater (high vs. low) on perceptions of feedback accuracy. In addition, the study assessed the moderating effects of locus of control and self-esteem on the relationship between feedback sequence and perceived feedback accuracy. Results indicate that the order in which positive or negative feedback is presented affects perceived feedback accuracy. Moreover, results suggest that feedback sequence interacts with the expertise of the rater to affect perceptions of feedback accuracy. In addition, the findings suggest that both locus of control and self-esteem moderate the relationship between feedback sequence and perceived feedback accuracy. Implications of the study's findings for presenting feedback in performance appraisal/feedback sessions are discussed.     

The Psychology of Waste

In order to avoid the appearance of wastefulness people may be motivated to make choices that compromise their own self-interest. In Experiment 1 subjects learned that Mr Munn didn't take advantage of a ‘three-pack’ which would have enabled him to see three movies for $12, the regular price being $5 per movie. Most subjects predicted that after having attended two movies at the regular price, Mr Munn would then be unwilling to purchase a ticket to attend a potentially enjoyable third movie, either because he would consider such a purchase to be wasteful or because he would be angry at having eschewed the ‘three-pack’. In Experiment 2 subjects who could use an obsolete product to ‘trade-up’ to a new model were more likely to buy the new model than were subjects who could purchase it at the identical low price. It was hypothesized that utilizing an obsolete product to obtain a new model would seem less wasteful than making an outright purchase of the new model. In Experiment 3 a large majority of subjects faced with a sunk cost situation persevered with the failing project if the alternative was selling the material ‘for its scrap value’. However, if the alternative consisted of selling the materials for an identical price to someone who could use them, then subjects were less likely to persevere with the failing project. Marketing implications and the propriety of retrospective evaluation of prior decisions were also discussed.     

The Dynamics of Unemployment for Social Assistance Recipients

In this exploratory research study, the experience of unemployment and helping or hindering factors for social assistance recipients is examined.     

ROMANTIC RELATIONSHIPS AT WORK:

This study focuses on those features of organizations and individuals that are associated with the development of romantic relationships among employees. Likelihood of romantic involvement was found to be negatively related to formalization and curvilinearly related to organizational size. Neither participativeness nor climate were associated with organizational romance. In addition, the data showed that women who were younger, newer, and of lower rank were most likely to enter into a relationship. Education was positively related to likelihood of romance for males, but not for females.     

COMING HOME TO THE ARCTIC COLD: ANTECEDENTS TO FINNISH EXPATRIATE AND SPOUSE REPATRIATION ADJUSTMENT

Building on repatriation adjustment research for U.S. managers and spouses, this study is one of the first to identify potential cross-cultural differences by assessing these processes theoretically and empirically in a non-U.S. sample. Focusing on Finnish expatriates and spouses, this study examined anticipatory and in-country variables related to work, interaction, and general repatriation adjustment. Specifically, time overseas, time since returning home, role discretion, and role clarity were significant correlates of Finnish repatriates' work adjustment. Time overseas, culture novelty, and social status correlated significantly with repatriates' adjustment to interacting with home country nationals. Time overseas and time back home correlated significantly with repatriate' general adjustment. For Finnish repatriates' spouses, time back home, culture novelty, and housing conditions correlated significantly with adjustment to interacting with home country nationals. For spouses' general adjustment, time overseas, time back home, culture novelty, and housing conditions were significant correlates. Implications of these findings for researchers and practitioners are explored.
Coming back home was more difficult than going abroad because I had expected changes when going overseas. During repatriation it was real culture shock! I felt like an alien in my own country. Surprisingly, I was totally unprepared for the long, harsh, cold, dark Arctic winter. My attitudes had changed so much that it was difficult to understand Finnish customs. Old friends had moved, had children, or just vanished. Others were interested in our experiences, but only sort of. Most simply could not understand our overseas experience or just envied our way of life. (Finnish Spouse returning from Australia)     

Microteaching: A Proposal For Manpower Development and Training Improvement

Microteaching, using videotape equipment as a training aid, may enhance the skills and effectiveness of trainees in Manpower Development Training centers. Microteaching allows the trainee to learn through manipulative experience and to receive immediate feedback regarding his performance. Moreover, this procedure provides program coordinators with a means of evaluating the efficiency, effectiveness, and utility of the center and its facilities as well as providing a starting point for trainee improvement. In addition, videotaped experiences offer increased knowledge to counselors, thus promoting vocational direction best suited to trainee needs.