COMPARATIVE MANAGERIAL ROLE PERCEPTIONS IN MILITARY AND BUSINESS HIERARCHIES.MITCHELL, VANCE F.; PORTER, LYMAN W.
doi: 10.1037/h0025174pmid: 6077182
COMPARED MANAGERIAL AND ADMINISTRATIVE ROLE REQUIREMENTS PERCEIVED BY MILITARY OFFICERS AND CIVILIAN MANAGERS. A QUESTIONNAIRE PROVIDED DATA FROM 703 COMMISSIONED OFFICERS AND 594 NONCOMMISSIONED PERSONNEL SERVING IN AN OVERSEAS AIR FORCE COMMAND. THE FINDINGS SHOWED THAT INNER-DIRECTED TRAITS ARE REGARDED AS MORE IMPORTANT FOR JOB SUCCESS THAN OTHER-DIRECTED, AS AMONG CIVILIAN MANAGERS. HOWEVER, THE PATTERN OF THE CHANGE AMONG LEVELS OF THE MILITARY HIERARCHY AND THE PRIMARY ROLE REQUIREMENTS PERCEIVED DIFFERED CONSIDERABLY FROM THOSE EXHIBITED BY CIVILIAN MANAGERS. ALSO, COMMISSIONED OFFICERS' PERCEPTIONS OF THE BEHAVIOR NECESSARY FOR JOB SUCCESS DIFFERED GREATLY FROM THOSE OF NONCOMMISSIONED PERSONNEL. RESULTS FROM THE NONCOMMISSIONED OFFICERS SHOW CLEAR DOMINANCE OF OTHER-DIRECTED BEHAVIOR.
A PROJECTIVE STUDY OF ATTITUDES TOWARD CONTINUING EDUCATION.RUBIN, IRWIN M.; MORGAN, HOMER G.
doi: 10.1037/h0025159pmid: 4864951
A PROJECTIVE INSTRUMENT AIMED AT MEASURING ATTITUDES TOWARD CONTINUING EDUCATION DESCRIBED A HYPOTHETICAL RESEARCH AND DEVELOPMENT ENGINEER AS HAVING (1) OBTAINED AN MS DEGREE IN A CONTINUING EDUCATION PROGRAM, (2) COMPLETED 7 COURSES, OR (3) COMPLETED ONLY 1 COURSE SINCE RECEIVING HIS BS. THE 3 VERSIONS WERE RANDOMLY GIVEN TO 312 ENGINEERS IN A GOVERNMENT RESEARCH AND DEVELOPMENT CENTER. RESEARCH AND DEVELOPMENT ENGINEERS DID NOT PERCEIVE ANY SIGNIFICANT DIFFERENCE BETWEEN OBTAINING A DEGREE OR TAKING SEVERAL COURSES IN A CONTINUING EDUCATION PROGRAM. HOWEVER, OBTAINING A DEGREE OR TAKING SEVERAL COURSES WERE BOTH SEEN AS HAVING MORE POSITIVE ATTRIBUTES THAN TAKING ONLY 1 COURSE, WERE PERCEIVED AS BEING ASSOCIATED WITH MORE MANAGEMENT POTENTIAL, HIGHER AMBITION, AND GREATER PROFESSIONALISM, AND AS KEEPING AN ENGINEER MORE UP TO DATE.
JOB ANALYSIS BY MULTIDIMENSIONAL SCALING.BROWN, KENNETH R.
doi: 10.1037/h0025172pmid: 6077184
MULTIDIMENSIONAL SCALING METHODS WERE USED TO DETERMINE THE DIMENSIONS OF INTERPERSONAL RELATIONS IN A SPECIFIC JOB SETTING. 18 BEHAVIOR STATEMENTS RELATING TO INTERPERSONAL RELATIONS IN A MANAGEMENT-ANALYST POSITION IN THE FEDERAL GOVERNMENT WERE DEVELOPED. JOB INCUMBENTS JUDGED THE SIMILARITY OF THE STATEMENTS. DATA WERE COLLECTED AND ANALYZED BY BOTH THE TRADITIONAL MULTIDIMENSIONAL SCALING METHOD AND THE A TECHNIQUE. RESULTS INDICATE THE DIMENSIONS OF INTERPERSONAL RELATIONS IN THE JOB. A COMPARISON OF THE 2 DIFFERENT MULTIDIMENSIONAL APPROACHES INDICATED THAT THEY PRODUCED SIMILAR RESULTS. IN VIEW OF CERTAIN ADMINISTRATIVE ADVANTAGES OF THE A TECHNIQUE, FURTHER USE OF IT IN ANALYZING JOB DOMAINS SEEMS JUSTIFIED. (17 REF.)
A MULTIDIMENSIONAL SCALING ANALYSIS OF THE JOB OF CIVIL DEFENSE DIRECTOR.SMITH, ROBERT J.; SIEGEL, ARTHUR I.
doi: 10.1037/h0025173pmid: 6077185
35 REGIONAL AND HEADQUARTERS STAFF JUDGED THE SIMILARITY OF 34 JOB-RELEVANT TASK FUNCTIONS CULLED FROM THE OFFICE OF CIVIL DEFENSE (OCD) PLANS OF 7 STATES, 3 BIPOLAR FACTORS EMERGED FROM THE SUBSEQUENTLY FACTORED MATRIX: (1) INTERNAL VS. EXTERNAL SYSTEM MAINTENANCE, (2) ROUTINE VS. EMERGENCY PROGRAMING, AND (3) RESOURCE USE VS. RESOURCE EVALUATION. A 4TH FACTOR, LABELED EMERGENCY SYSTEM INTEGRATION, WAS LESS CLEAR AND APPEARED UNIPOLAR. IT IS CONCLUDED THAT MULTIDIMENSIONAL SCALING ANALYSIS IS A PRACTICAL APPROACH FOR DEFINING COMPLEX JOBS. SUCH DEFINING WOULD PERMIT SUBSEQUENT UNIDIMENSIONAL MEASUREMENT. THE FACTORS FOUND MAY BE USED FOR SELECTION, TRAINING, ETC., OF OCD DIRECTORS.
UNDERLYING DIMENSIONS OF PERSONAL BACKGROUND DATA AND THEIR RELATIONSHIP TO OCCUPATIONAL CLASSIFICATION.BAEHR, MELANY E.; WILLIAMS, GLENN B.
doi: 10.1037/h0025169pmid: 6077186
IN ORDER TO IDENTIFY UNDERLYING DIMENSIONS OF PERSONAL BACKGROUND DATA, 3 SUCCESSIVE FACTOR ANALYSES WERE PERFORMED ON THE RESPONSES OF A VOCATIONALLY HETEROGENEOUS SAMPLE OF 680 MALE SS TO A WIDE SPECTRUM OF COMMONLY USED PERSONAL-BACKGROUND-DATA ITEMS. USING THE FINAL FACTORING, AN ANALYSIS OF VARIANCE OF SCORES DERIVED FROM 15 INTERPRETABLE 1ST-ORDER FACTORS ACROSS 10 OCCUPATIONAL GROUPS SHOWED SIGNIFICANT F RATIOS (P < .001) FOR VIRTUALLY ALL FACTORS. A 2ND-ORDER FACTOR ANALYSIS YIELDED 5 UNCORRELATED FACTORS, THOUGHT TO REPRESENT BROAD BEHAVIOR PATTERNS ASSOCIATED WITH THE NEEDS AND ACHIEVEMENTS OF INDIVIDUALS. THE STUDY INDICATES RELATIONSHIPS BETWEEN THE IDENTIFIED DIMENSIONS AND OCCUPATIONAL CLASSIFICATION AND PROVIDES A FRAMEWORK FOR FUTURE INVESTIGATIONS OF THE DYNAMIC RELATIONSHIPS BETWEEN BIOGRAPHICAL DIMENSIONS AND OCCUPATIONAL SUCCESS. (22 REF.)
RESPONSE TENDENCIES IN THE SVIB: THE POPULAR, THE RARE, AND THE SOCIALLY DESIRABLE.ZYTOWSKI, DONALD G.; WALSH, JAMES A.
doi: 10.1037/h0025157pmid: 6077187
A NUMBER OF RESPONSE SETS- POPULAR, RARE, SOCIALLY DESIRABLE, LIKING, AND INDIFFERENCE-WERE EXAMINED FOR THEIR CORRELATIONS WITH EACH OTHER AND PERSONALITY SOCIAL DESIRABILITY (SD), AND FOR THEIR INFLUENCE ON THE SCALES OF THE SVIB-M. IT WAS FOUND THAT THE SCALE OF SD FORMED FROM PERSONALITY ITEMS IS INDEPENDENT OF SOCIALLY DESIRABLE INTEREST SCALES, AND THAT THE LATTER VARY MORE FREELY FROM ITEM PROBABILITY OF ENDORSEMENT. CERTAIN OF THE SCALES FOR WHICH THE SVIB IS SCORED VARY FAIRLY DIRECTLY WITH 1 OR MORE RESPONSE TENDENCIES. THE SIGNIFICANCE OF THESE FINDINGS FOR INTERPRETATION OF THE PROFILE SHEET IS DISCUSSED.
DIFFERENCES IN OPINION-SURVEY RESPONSE PATTERNS AS A FUNCTION OF DIFFERENT METHODS OF SURVEY ADMINISTRATION.HINRICHS, JOHN R.; GATEWOOD, ROBERT D.
doi: 10.1037/h0025102pmid: 6077188
FOR A POPULATION OF MALE TECHNICAL EMPLOYEES IN A LARGE NATIONAL ORGANIZATION THE METHOD OF RESPONDING TO AN OPINION SURVEY MADE NO DIFFERENCE IN THE LEVEL OF RESPONSES GIVEN. HOWEVER, THE CONDITIONS UNDER WHICH THE SURVEY WAS ADMINISTERED DID HAVE AN EFFECT ON RESPONSE. WHEN EMPLOYEES WERE SURVEYED ON THEIR JOB LOCATIONS UNDER THE SUPERVISION OF A COMPANY REPRESENTATIVE THERE WAS A TENDENCY TO RESPOND MORE FAVORABLY TO A SIGNIFICANT NUMBER OF GENERAL-OPINION QUESTIONS, PARTICULARLY QUESTIONS DEALING WITH THE "COMPANY IN GENERAL," THAN WHEN THEY WERE PERMITTED TO RESPOND IN A NONOFFICE LOCATION. THE UNDERLYING DYNAMICS OF THIS RESULT ARE NOT CLEAR, BUT THE SIGNIFICANT POINT IS THAT THE METHOD OF QUESTIONNAIRE ADMINISTRATION CAN SERVE AS A POTENTIAL SOURCE OF DISTORTION IN EMPLOYEE-OPINION-SURVEY DATA.
AN ENQUIRY INTO THE EFFECT OF EXPOSURE TO ADVERTISEMENTS ON SUBSEQUENT PERCEPTION OF SIMILAR ADVERTISEMENTS.BERG, DALE H.
doi: 10.1037/h0025175pmid: 6077189
TESTED THE HYPOTHESIS THAT FORCED EXPOSURE TO ADVERTISING LOWERS THE THRESHOLD FOR PERCEIVING THE ADVERTISEMENTS. THE INQUIRY GAINS ITS IMPORT IN ITS RELEVANCE TO THE BASIC QUESTION: WHAT IS THE EFFECT OF CONTINUED EXPOSURE? USING 2 GROUPS, CONTROL AND EXPERIMENTAL, OF LATE-TEEN-AGE GIRLS, A STRAIGHTFORWARD "BEFORE-AFTER" EXPERIMENT WAS DESIGNED WHEREIN THE EXPERIMENTAL GROUP WAS EXPOSED TO A CERTAIN FORM OF ADVERTISING. PHASE 1 INVOLVED THE DETERMINATION OF A "PERCEPTUAL SENSITIVITY" BASE SCORE, PHASE 2 INVOLVED EXPOSING THE EXPERIMENTAL SS TO THE FORM OF ADVERTISING UNDER STUDY, AND PHASE 3 CONSISTED OF REMEASURING THE PERCEPTUAL SENSITIVITY OF BOTH GROUPS. IT WAS DEMONSTRATED THAT FORCED EXPOSURE DOES INCREASE PERCEPTIVITY. EXPERIMENTAL SS SHOWED SIGNIFICANT DIFFERENCES IN PERCEPTUAL LEVEL FROM CONTROLS WHEN REMEASURED IN PHASE 3.