The honeymoon effect in job performance: temporal increases in the predictive power of achievement motivation

Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of 6 and 8 months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.     

A psychometric analysis of the Personal Attributes Questionnaire

The psychometric properties of the Personal Attributes Questionnaire were examined in independent samples of male and female high school students, college students, and adults. In each of the six samples a two-factor structure (masculinity/instrumentality and femininity/expressivity) paralleling the empirically derived scales was found. Additional factor analyses of negative masculine and feminine traits were reported. Discriminant analyses revealed highly significant differentiation between the sexes. The reliabilities (Cronbach alpha) of the unit-weighted scales in each sample were also satisfactory.Support for this research was provided by NASA Grant NSG 2065 (Robert L. Helmreich, Principal Investigator) and NSF Grant BNS 78-08911 (Janet T. Spence and Robert L. Helmreich, Principal Investigators). The article was prepared while the second author was a Fellow at the Center for Advanced Study in the Behavioral Sciences, with support from the Spencer Foundation, NIMH Grant 5T32MH14581-03, and the University of Texas Research Institute.     

Pilot personality and crew coordination: implications for training and selection

The performance of pilots can be construed as a product of skill, attitude, and personality factors. Although a great deal of effort within the aviation community has been focused on ensuring technical expertise, and new efforts highlight attitudes associated with crew coordination, personality factors have been relatively unexplored. Further, it is argued that past failures to find linkages between personality and performance were due to a combination of inadequate statistical modeling, premature performance evaluation, and/or the reliance on data gathered in contrived as opposed to realistic situations. The goal of the research presented in this article is to isolate subgroups of pilots along performance-related personality dimensions and to document limits on the impact of crew coordination training between the groups. Two samples of military pilots were surveyed in the context of training in crew coordination. Three different profiles were identified through cluster analysis of personality scales. These clusters replicated across samples and predicted attitude change following training in crew coordination.     

Correlation between Changes in Stress-Induced Corticosterone Secretion and GR mRNA Levels

The current study was conducted to determine the potential relationship between stress-induced corticosterone secretion and corticosteroid receptor mRNA levels after 5 days of intermittent stress. In particular, we were interested in the rate at which animals terminate a stress response, and how this termination may be altered by repeated stress. Adult male Sprague-Dawley rats were subjected to either 5 days of restraint stress or 5 days of an unpredictable stress paradigm. Restraint-stress induced corticosterone secretion was measured on Days 1 and 5 in both groups, and animals were killed on Day 6. Glucocorticoid receptor (GR), and mineralocorticoid (MR) mRNA levels were determined using in-situ hybridization techniques. Five days of restraint stress caused an habituation of the plasma corticosterone response to stress measured 60 and 90 min post-stress initiation; this pattern of corticosterone secretion was not observed in the animals subjected to unpredictable stress. Five days of either stress paradigm did not alter MR mRNA levels measured within the hippocampus or GR mRNA levels within the hippocampus or the medial parvocellular division of the paraventricular nucleus of the hypothalamus (mpPVN). However, an individual's GR mRNA levels measured within the CA1/2 region of the hippocampus and the mpPVN were significantly correlated with the degree of habituation of the corticosterone response to stress measured on Day 5. This suggests that an increase in the rate of termination of the stress response and levels of GR within the hippocampus and mpPVN may be functionally related.     

The structure of cockpit management attitudes

A revised version of the Cockpit Management Attitudes Questionnaire (CMAQ) is introduced. Factor analyses of responses from 3 different samples reveal comparable factor structure (previous attempts to factor analyze this measure had produced equivocal results). Implications for the measurement of attitudes and the assessment of attitude change are discussed. It is argued that the CMAQ will benefit both special training programs and efforts to explore attitude-performance linkages in air-transport operations.     

Cohesiveness and performance: Covariation and causality in an undersea environment

The relationship between group cohesiveness and performance was investigated using data from a field setting. An index of leisure time cohesion correlated highly with work performance, accounting for 42% of performance variance. Although many studies assume that cohesiveness causes performance, in many contexts the dominant direction of causality may be from performance to cohesiveness instead. Laboratory experimental studies impose a causal direction and thus cannot answer a question of this kind. It was concluded, at least in the context of this study, that cohesiveness was not an important determinant of performance, but that good performance may well have been a cause of cohesiveness.     

Ratings of self and peers on sex role attributes and their relation to self-esteem and conceptions of masculinity and femininity.

Male (N = 248) and female (N = 282) subjects were given the Personal Attributes Questionnaire consisting of 55 bipolar attributes drawn from the Sex Role Stereotype Questionnaire by Rosenkrantz, Vogel, Bee, Broverman, and Broverman and were asked to rate themselves and then to compare directly the typical male and female college student. Self-ratings were divided into male-valued (stereotypically masculine attributes judged more desirable for both sexes), female-valued, and sex-specific items. Also administered was the Attitudes Toward Women Scale and a measure of social self-esteem. Correlations of the self-ratings with stereotype scores and the Attitudes Toward Women Scale were low in magnitude, suggesting that sex role expectations do not distort self-concepts. For both men and women, "femininity" on the female-valued self items and "masculinity" on the male-valued items were positively correlated, and both significantly related to self-esteem. The implications of the results for a concept of masculinity and femininity as a duality, characteristic of all individuals, and the use of the self-rating scales for measuring masculinity, femininity, and androgyny were discussed.     

Inferences about the femininity of competent women and their implications for likability

Male (N=59) and female (N=60) college students were given a written protocol describing a competent, achievement-oriented female stimulus person (SP) with either a masculine or feminine pattern of vocational and avocational interests. Three groups were given a masculine-pattern protocol and one group was given a feminine-pattern one. They were then asked to rate the SP on likability in work and social settings, femininity, and a number of other personal attributes. Two groups given the masculine-pattern protocol were also supplied with the SP's responses to items from a “personality” test answered in a predominantly feminine (Masculine—Feminine SP) or masculine (Masculine-Masculine SP) direction. The remaining groups (Masculine-Neutral and Feminine-Neutral SPs) were given no additional information. In agreement with previous findings, the Masculine-Neutral SP was liked more in social settings than was the Feminine-Neutral one. It was hypothesized and confirmed that the Masculine-Neutral SP would be perceived as similar to the Masculine-Feminine SP in femininity and likability and that both these SPs would be judged to be higher on these characteristics than the Masculine-Masculine. Complex results were obtained from the ratings of other attributes. Overall, they indicated that the Masculine-Feminine SP, in whom femininity was explicitly suggested, received the weakest ratings on a series of achievement-related attributes and the Masculine-Neutral SP the strongest.