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The addition of job-related information regarding an applicant's leadership ability reduced bias against female applicants applying for a managerial position. 相似文献
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Experimental studies were conducted in two unions to examine the effects of perceptual variables–namely, reactance and intentionality attributions–on the intent to seek redress from management action. Participants responded to a series of vignettes, each of which described a management action (formal punishment, informal warning, promotion denial) taken against an employee. The vignettes varied systematically in terms of the perceived threat to worker freedom posed by the action and the degree to which the action was motivated by a dispositional rather than an environmental attribution. Both studies demonstrated that greater threat and dispositional attributions provoked stronger intent to file a grievance. Implications of the findings were discussed for investigating and screening grievances. 相似文献
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SHIRLEY ZEITLIN G. GORDON WILLIAMSON WILLIAM P. ROSENBLATT 《Journal of counseling and development : JCD》1987,65(8):443-446
The authors describe a cognitive-behavioral model for coping with stress that counselors can use as the basis for family assessment and personalized intervention. The model, assessment procedures, and appropriate counseling strategies are discussed. Translation of the model into clinical practice is examined with families of handicapped young children. A brief case study is provided to illustrate the model's usefulness for counselors. 相似文献
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GORDON R. STAVIG 《Scandinavian journal of psychology》1981,22(1):311-312
Operational proportional increase in agreement (PIA) and proportional reduction in error (PRE) interpretations are given for Holley and Guilford's G index of agreement and Holley and Lienert's Gm index of agreement. 相似文献
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Training evaluation is one of the most under-researched and neglected areas of industrial/organizational psychology. This article discusses the need for, and feasibility of, utilizing extended-control-group pretest designs in evaluation research; and reports a field application of such a design (the Solomon 4-Group) in an organizational training context. The effectiveness of a basic electricity training program for telephone installer-repairmen was measured, and the potential contaminating effects of pretesting were monitored. The results indicated that the training was potentially effective, but that pretest contaminations were present. To identify the pretest effects it was necessary to go beyond the Solomon model and consider complex interactions involving numerical aptitude level, pretesting and training. Pretest exposure depressed the posttest performance of trained subjects of medium and low numerical aptitude, while facilitating that of medium level untrained subjects. Pretest exposure had no effect on subjects scoring high in numerical aptitude in either the trained or untrained condition. Possible explanations for the moderating role of numerical aptitude are offered, and implications of the findings are discussed relative to applied organizational evaluation efforts and future research. 相似文献
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