Work values of white-collar employees as a function of sociological background.

More than 3,000 employees indicated their job orientation by ranking 6 intrinsic and 6 extrinsic factors. Father's occupations, the size of communities in which they worked, salary level, education, and sex were identified. In the low-salaried group (     

Use of a weighted application blank in hiring seasonal employees.

Application blanks for 269 good-turnover-risk and 250 poor-turnover-risk seasonal canning plant employees were used to derive scoring weights for 12 biographical data items. Cross-validation on the following year's hires showed satisfactory discrimination between good and poor risks, as did subsequent use of the weights. It is concluded that the weighted application technique can be successfully extended from the sales and clerical fields to the selection of blue-collar workers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

新形势下企业职工岗位培训工作初探

随着企业改革的不断深化,职工岗位培训工作出现了不少新特点.如何把握住这些特点,使职工培训工作稳步健康地向更深层次发展,是我们面临和需要解决的重大课题.自集团公司培训中心成立以来,我们在职工岗位培训中进行了一些有益的尝试和探索,本文拟就近两年职工培训中所遇到的问题,谈谈对职工岗位培训工作的体会.……     

Work characteristics, musculoskeletal disorders, and the mediating role of psychological strain: A study of call center employees.

The demands of the modern office are thought to contribute to the development of musculoskeletal disorders. For upper body and lower back disorders, these effects are hypothesized to be mediated by psychological strain. A study of 936 employees from 22 call centers supports this hypothesis. Using logistic regression and structural equation modeling, the authors found that the relationship of workload to upper body and lower back musculoskeletal disorders was largely accounted for by job-related strain. This mediating effect was less evident for arm disorders. Contrary to expectation, job autonomy had neither a direct nor a moderating effect on any musculoskeletal disorder. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal study of a valence model approach for the prediction of job satisfaction of new employees.

Investigated an approach to predicting subsequent job satisfaction, with 341 recent high school graduates taking their 1st permanent job. Specifically, instrumentalities, valences, and valence–instrumentality products of items measuring anticipated existence, relatedness, and growth needs measured prior to employment were correlated with job satisfaction (the Minnesota Satisfaction Questionnaire) 9 and 20 mo later. Results indicate that instrumentality variables were related to job satisfaction after 20 mo, valence variables were uncorrelated with subsequent satisfaction, and the product of valence and instrumentality added nothing beyond the instrumentality construct. Results suggest that job satisfaction is predictable at hire by knowing what outcomes individuals believe they will obtain from work. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

End-User Attitudes toward EDM Use in Construction Project Work: Case Study

This paper reports on a cross-sectional case study of a large construction project in which electronic document management (EDM) was used. Attitudes toward EDM from the perspective of individual end-users were investigated. Responses from a survey were combined with data from system usage log files to obtain an overview of attitudes prevalent in different user segments of the total population of 334 users. The survey was followed by semistructured interviews with representative users. A strong majority of users from all segments of the project group considered EDM as a valuable aid in their work processes, despite certain functional limitations of the system used and the complexity of the information mass. Based on the study a model describing the key factors affecting end-user EDM adoption is proposed. The model draws on insight from earlier studies of EDM enabled projects and theoretical frameworks on technology acceptance and success of information systems, as well as the insights gained from the case study.     

Relationships of organizational frustration with reported behavioral reactions of employees.

Mailed an organizational frustration questionnaire and a response-to-frustration questionnaire to 82 employees in a wide range of jobs, mostly in a mental health facility. A factor analysis of the responses to frustration yielded 6 interpretable factors: (a) Aggression Against Others, (b) Sabotage, (c) Wasting of Time and Materials, (d) Interpersonal Hostility and Complaining, (e) Interpersonal Aggression, and (f) Apathy About the Job. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job attitudes of part-time and full-time employees.

Examined job attitudes as a function of employee full-time and part-time job status, sex, and tenure using multivariate ANOVA and discriminant function analysis. Measures of satisfaction with work, pay, benefits, supervision, advancement, and the job in general were collected from 399 full-time and 665 part-time clerical level employees in 55 stores of a Midwestern retail sales organization. Significant results were found for job status, sex, and tenure. There were no interactions. Part-time employees were less satisfied with work, benefits, and the job in general. These results were obtained after controlling for differences due to employee sex and tenure, and they were consistent with knowledge of objective organizational conditions. Directions for research are suggested using the concepts of frame of reference, social comparisons, and partial inclusion. (17 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Use of the MMPI with student nurses.

The group form of the MMPI was administered to 81 freshmen student nurses, and a matched group of 50 freshmen college women. The data were compared with norms published by Weisgerber (see 29: 967) and Beaver (see 29: 1484). Despite some differences, it is concluded that the Iowa nurses accord with Weisgerber's norms. Although a significant difference between nurses and non-nurses is found on Beaver's scale (comprising 65 MMPI items) however, only 13 items significantly differentiate between the groups, and 27 produce characteristic answers opposite to the ones cited by Beaver. "It is concluded that… (Beaver's)… scale needs considerably more study and validation before it could possibly be used… ." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Factors related to the satisfaction and performance of temporary employees.

Previous research suggests that whether temporary employees are voluntary or involuntary in their choice to pursue temporary work is related to satisfaction levels. This study investigated whether voluntarily or involuntarily pursuing temporary work is related to satisfaction and performance. Previous work has classified individuals as voluntary or involuntary when operationalizing the decision to pursue temporary work. This study used a more complex measure that addressed individuals' reasons for pursuing temporary work. Analyses were conducted using the complex measure and a traditional classification. The results suggest 4 conclusions: (a) a complex measure may be preferred over a dichotomous classification when operationalizing the decision to pursue temporary work, (b) individuals who are involuntarily pursuing temporary work may be less satisfied, (c) whether an individual voluntarily pursues temporary work appears to be unrelated to satisfaction levels, and (d) whether an individual is voluntarily or involuntarily pursuing temporary work is unrelated to performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employee attitude surveys: Examining the attitudes of noncompliant employees.

Employees (N? = ?194) from a wide variety of organizations participated in this study aimed at describing the attitudes of individuals who refuse to respond to an employee survey request (noncompliants). Noncompliants, in comparison with those individuals who would comply with the survey request, possessed greater intentions to quit, less organizational commitment, and less satisfaction toward supervisors and their own jobs. Noncompliants also possessed more negative beliefs regarding how their organization handles employee survey data (e.g., does not act on survey data). No significant differences were found for work-related demographic variables, satisfaction with pay, and satisfaction with promotion opportunities. Implications for survey research are discussed along with methods to address nonresponse and noncompliance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Assessment of employees with mental health disabilities for workplace accommodations: Case reports.

Psychologists who work with employers are increasingly being asked to play a role in developing accommodations for workers with mental health disabilities that conform to the provisions of the Americans With Disabilities Act (1992). Using 6 representative cases referred for accommodation evaluation at a federal agency, this article examines the common practical problems that arise when attempting to implement reasonable accommodations in an organizational work setting. It concludes that maintaining good communication among employees, employers, case managers, and outside treatment providers increases the likelihood of a successful outcome. The article also outlines procedures for conducting workplace accommodation evaluations and suggests strategies to consider when providing this type of consultation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Use lists with caution.

Compared 2 psychology-focused citation measures compiled by E. Garfield (1975) with rankings by American Psychological Association (APA) members (D. Koulack and H. J. Keselman; see record 1976-24649-001). The APA members included 28 of 30 highly cited psychology journals but omitted 20 of the top 50 journals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Use of fuzzy variables in developing new scales from the Strong Interest Inventory.

In 3 phases of analysis on one Australian sample, the concept of a fuzzy variable was used to develop new sex-type, prestige, and Holland interest scales from the Occupational scales of the Strong Interest Inventory (SII). Theoretically, the scales provide a basis for understanding avoidant reactions and the influence of sex type and prestige on interests. Phases 1 and 2 of the study describe intercorrelations among 3 measures of Holland themes and measures of sex type and prestige (occupational social space; L. S. Gottfredson, 1981). Phase 3 describes similar relationships but among scales derived from scoring the Occupational scales of the SII separately for distinctive likes and distinctive dislikes. Comments are offered about potential counseling and research uses for the new measures. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Work and the unconscious.

Freud never settled on one unequivocal construct for the unconscious. He vacillated between the concepts of the irrationality of the riderless horse and more limited functions associated with primary process. These issues have been clarified by research on the nature of work as an ineffable (in the sense of not directly observable) goal-directed, problem-solving activity that goes on continuously in all living species and is the essence of life itself. This construct of work gives a more comprehensive conception of nonarticulated dynamic intentional goal-directed behavior than does the psychoanalytical conception of the unconscious, and readily includes and encompasses the latter. It leads also to a clarification of the nature of conscious awareness and of language. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Use of the Mental Health Inventory with adolescents: A secondary analysis of the Rand Health Insurance Study.

Few instruments exist for the assessment of adolescent mental health. In order to examine the appropriateness of the Mental Health Inventory (MHI) for use with adolescents, secondary analyses were conducted of the large subsample (n?=?953) of adolescents who participated in the community-based Rand Health Insurance Study. The reliability and readability of the MHI were confirmed. Subscales reflecting Psychological Well-Being and Psychological Distress were derived. The MHI, with its adolescent norms, is recommended for the assessment of adolescent mental health, particularly in studies in which comparison to a nonpsychiatric, normative adolescent population is indicated. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

2Cr13冷作硬化板轧制工艺研究

2Cr13冷作硬化板开发的难度主要在硬度要求及板形控制两方面。通过对轧制工艺的优化，在生产中成功地解决了这两大难题．该产品的成功开发，在创造可观的经济效益的同时，也为我厂2Cr13板材的生产开辟了新的途径，具有较好的市场前景。     

Job motivation of Canadian Anglophone and Francophone hospital employees.

R. N. Kanungo et al (see record 1976-23130-001) found differences in job motivation between Francophone (F's) and Anglophone (A's) managers in the city of Montreal. The present study of 216 employees of 2 hospitals replicated their results: (a) Interesting work was the most important job outcome for both A's and F's. (b) A's were more concerned with autonomy and achievement than were F's. (c) F's were more concerned with security and fringe benefits than were A's. (d) F's felt more job satisfaction than A's. (2 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)