Effects of an MBA and socioeconomic origins on business school graduates' salaries.

Presents data from 215 master's of business administration (MBA) and 156 bachelor's degree graduates sampled from the alumni listing of a large, prestigious university. There was a significant effect of MBA degree on starting but not on current salaries. Socioeconomic origins had no effect on starting salaries but did predict current compensation. The effect of socioeconomic origins was larger for the bachelor's subsample, indicating that the graduate degree did tend to attenuate the effect of social background. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Responses to an organizational reward: A field test of the sufficiency of justification hypothesis.

Examined the impact of an extrinsic reward provided by employers (educational subsidies) on the task interest of employees who varied in their reasons for attending an evening master of business administration (MBA) program (expressive and instrumental orientations) and their beliefs about the reward (norms for payment). Results from 132 employed MBA students (mean age 29.2 yrs) show that the sufficiency of justification effects hypothesized varied depending on Ss' orientation toward the activity and beliefs about the reward. Providing an educational subsidy was associated with lowered task interest for those who were expressively oriented but was associated with higher task interest for Ss who were not expressively oriented. Failure to provide an extrinsic reward was related to decreased task interest for those who believed the subsidy was a normal employee benefit but was related to increased interest for those who did not. Findings are consistent with laboratory investigations and suggest the importance of the sufficiency of justification research for organizational reward systems. (37 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Validity of socioeconomic origin as a predictor of executive success.

A population of 337 male Stanford Graduate School of Business, Master of Business Administration (MBA) alumni was analyzed for association between executive success criteria and socioeconomic origin measured by father's occupation when S was in elementary school, socioeconomic origin elementary school (SEO-elem.), and when S received MBA degree (SEO-MBA). No significant correlation was found between SEO-MBA and any criterion. SEO-elem. correlated significantly (p     

Gender differences in the acquisition of salary negotiation skills: The role of goals, self-efficacy, and perceived control.

Examined the effectiveness of different training programs in men's and women's acquisition of salary negotiation skills. MBA students received a 2-stage training program that provided initial content instruction in negotiation tactics, followed by supplemental training in either goal setting or self-management. After both training sessions, participants conducted salary negotiations with trained confederates who used standardized guides to award salary increases. Results indicated that, although women negotiated lower salaries than men following the initial training, controlling for goals eliminated this difference. Analysis of salary improvements following supplemental training revealed that gender differences were reduced for self-management participants only. Changes in perceived control over the negotiation appeared to mediate this effect. Implications of these findings for understanding training effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.

Conducted 2 studies with 82 nonfaculty university employees (mean age 31–40 yrs) and 162 graduating business students at the undergraduate and MBA level to investigate relations among the dimensions of commitment and prescribed and extrarole activities. Survey findings suggest that psychological attachment may be predicated on compliance (instrumental involvement for specific extrinsic rewards), identification (involvement based on a desire for affiliation), and internalization (involvement resulting from congruence between individual and organizational values). Identification and internalization were positively related to prosocial behaviors and negatively related to turnover. Internalization was predictive of financial donations to a fund-raising campaign. Overall, the results indicate the importance of clearly specifying the underlying dimensions of commitment using notions of psychological attachment and the various forms such attachment can take. (48 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Multiple discrepancies and pay satisfaction.

In this study, a mail survey was used to measure pay satisfaction, current salary, 4 personal standards of comparison, and basic demographics for 169 mental health professionals. As predicted, pay satisfaction was determined by the simultaneous appraisal of current salary against several personal standards of comparison. Explained variance in pay satisfaction rose from 26.1% when only salary and demographics were used as predictors to 46.7% when discrepancy-related variables associated with 4 standards of comparison also were used. Furthermore, R–2 for the combined discrepancy-related variables associated with all 4 standards of comparison was significantly greater than R–2 for the discrepancy-related variables associated with any single standard. These discrepancy effects took both additive and nonadditive forms. Discrepancy effects were stronger when deserved salary or minimum salary was the standard of comparison than when other's salary or average salary was. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived monetary value of job type, company size, and location among college seniors.

Studied the influence of job location, starting salary, type of work, and company size in the job choices of 113 business administration students. The method of factorial paired comparisons and a scaling technique which assigned a monetary value to each factor were used. Although an $800 salary differential influenced the job choices more than location, type of work, or company size, all the factors had a highly significant (p     

Correlates of employee evaluations of pay increases.

In a sample of 1500 white-collar, industrial employees, average perceptions of small, average, or large increases in salary formed a relatively constant function of level of current salary. The analogy to the psychophysical Weber/Fechner model, while explaining much of the variance in perceptions of salary increases was not complete. Additional variability was related to a series of demographic variables, with higher dollar expectations registered by college-educated vs. noncollege, younger vs. older, exempt vs. nonexempt, and among nonexempt, male vs. female employees. Results suggest that probable earnings potential, in addition to current earnings level, contributes variance to differences in perceptions of equitable salary increases. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational entry: From naive expectations to realistic beliefs.

Monitored perceptions of organizational and job characteristics as individuals joined new organizations, a transition in status from outsider to newcomer to insider. Questionnaire data on job expectations, actual job, and satisfaction (Minnesota Satisfaction Questionnaire) were obtained from a cross-sectional study of 753 master of business administration (MBA) students entering 3 different schools, and from a longitudinal study of 46 female newly entering telephone operators. A distinction between intrinsic and extrinsic organizational characteristics was suggested by factor analysis, and these 2 factors were analyzed separately. The MBA data clearly show a decline from naive expectations to lower, realistic beliefs for the intrinsic but not the extrinsic factor. Similar, but not as strong, results were found for the telephone operators. The decline in intrinsic expectations was greater for the insiders than the newcomers. (29 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reaction of mucochloric and mucobromic acids with adenosine and cytidine: formation of chloro- and bromopropenal derivatives

Mucochloric (MCA) and mucobromic acid (MBA)--bacterial mutagens and water disinfection byproducts--were reacted with adenosine, cytidine, and guanosine in N,N-dimethylformamide (DMF). In the MCA reaction with adenosine and cytidine and in the MBA reaction with adenosine one major product was formed. In the reactions of MBA with cytidine and in the reactions of MCA and MBA with guanosine only trace levels of products could be detected, and these were not further characterized. The products from the adenosine and cytidine reactions were isolated by preparative chromatography on octadecylsilane columns and structurally characterized by UV absorbance, 1H and 13C NMR spectroscopy, and mass spectrometry. The products were identified as 3-(N6-adenosinyl)-2-chloro-2-propenal (MClA), 3-(N6-adenosinyl)-2-bromo-2-propenal (MBrA), and 3-(N4-cytidinyl)-2-chloro-2-propenal (MClC). The yields of MClA, MBrA, and MClC were 19, 4 and 7 mol %, respectively. These halopropenal derivatives were formed also in reactions carried out in aqueous solutions at pH 7.4 and 37 degrees C at low yields, about 5 x 10(-3)%. The mechanism of formation of the halopropenal derivatives and of the previously identified etheno and ethenocarbaldehyde derivatives was elucidated by reacting 13C-3 labeled MCA with adenosine in DMF and in water. The location of the labeled carbon in the products was determined from the 13 C NMR spectra. It was concluded that the halopropenal derivatives were formed by mechanisms that differ completely from the one responsible for the formation of the propenal adducts (M1A and M1C) previously reported to be formed in reactions of malonaldehyde with adenosine and cytidine.     

Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.

The relationship between job performance and voluntary employee turnover was investigated for 5,143 exempt employees in a single firm. As hypothesized, support was found for E. F. Jackofsky's (see record 1987-09010-001) curvilinear hypothesis, as turnover was higher for low and high performers than it was for average performers. Two potential moderators of the curvilinearity were examined in an attempt to explain conflicting results in the performance-turnover literature. As predicted, low salary growth and high promotions each produced a more pronounced curvilinear performance-turnover relationship. Most notably, salary growth effects on turnover were greatest for high performers, with high salary growth predicting rather low turnover for these employees, whereas low salary growth predicted extremely high turnover. Additionally, once salary growth was controlled, promotions positively predicted turnover, with poor performer turnover most strongly affected. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mathematicians: The creative researcher and the average PhD.

A sample of mathematicians, 29 comparison Ss, is shown to differ from 27-34 creative research scientists in demographic and personality characteristics. Creative Ss were more flexible and richer in personality than comparison Ss, though not higher in personal ascendance or in IQ. They were more often the eldest child in their family and described their mothers with more respect and warmth. They came from higher socioeconomic backgrounds, but the native-born creatives came from less privileged backgrounds than have been reported for eminent scientists. The creative mathematicians show less predominant Protestant and American-born influence than eminent scientists. (28 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in personality traits of female and male Master of Business Administration students.

Investigated the validity of the assumption that females do not have the personality traits characteristic of senior managers. 71 female and male Master of Business Administration (MBA) students were tested on the 16 PF, the Rathus Assertiveness Inventory, and the California Personality Inventory. Female and male MBA students did not generally differ on most measures of personality. An observed difference was that the women scored higher on some of the scales that depicted masculine traits whereas their male counterparts scored higher on some of the scales that depicted feminine traits. Females may feel more pressure to conform since they comprise a minority in the business community. The data suggest that female MBA students do possess the personality traits that are commonly used to define a competent manager. (32 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relation between de novo atherosclerosis remodeling and angioplasty-induced remodeling in an atherosclerotic Yucatan micropig model

Geometric remodeling in de novo atherosclerosis and in restenosis after balloon angioplasty constitutes a change in total arterial circumference that, together with plaque growth or neointima formation, determines the lumen of the artery. The heterogeneous nature of arterial obstructions raises the question of whether early and late outcomes (restenosis) of angioplasty are affected by the degree and direction of de novo atherosclerotic remodeling. This study was designed to assess the relationship between atherosclerotic remodeling and the degree and mechanism of restenosis after balloon angioplasty. Atherosclerosis was induced in 27 peripheral arteries of 18 Yucatan micropigs by a combination of denudation and atherogenic diet. Balloon angioplasty was performed, with serial intravascular ultrasound and quantitative angiography before and after intervention and at 42 days' follow-up. We used the relative media-bounded area (MBA), defined as the MBA of the treated site divided by the MBA of the reference, before angioplasty as a measure of remodeling in de novo atherosclerosis and late MBA loss as a measure of remodeling after balloon angioplasty. Relative MBA before angioplasty was not correlated with angiographic and echographic acute gain after balloon angioplasty (r=.22, P=.28 and r=.14, P=.48) or with late lumen loss (r=-.05, P=.81 and r=.19, P=.33). No correlation was found between relative MBA and late MBA loss (r=.14 and P=.48). In the atherosclerotic Yucatan micropig, remodeling during de novo atherosclerosis has no relevance for acute gain and late lumen loss after balloon angioplasty. Both the direction and the extent of remodeling after balloon angioplasty are not related to the direction and extent of remodeling during de novo atherosclerosis.     

Relationships between perceptual responses and accident patterns in children: a pilot study

Many studies have been done to define factors related to accident tendencies in children, but few related these tendencies to developmental lags in visual perception. This pilot study explored the possibility that such a relationship exists. Twelve Caucasian females from similar socioeconomic backgrounds and age ranges were administered the Frostig Developmental Test of Visual Perception. Performance on the perceptual test was compared to accident frequency levels for each child to determine whether or not a correlation between visual perceptual performance and accident frequency existed. Although statistically significant results were not obtained, the need for more definite research related to spatial relations, position in space, and figure ground perception was demonstrated.     

Salaries and satisfactions of medical school psychologists.

Used data from a 1977 survey to investigate the relationship of salary to professional activities and to vocational satisfactions of 642 medical school psychologists. Results show the following: (1) current and potential salaries correlated with items involving seniority and rank, and with beliefs of appropriate skill utilization and advantages accruing in the setting. (2) Salaries are negatively related to time spent in diagnostic and therapeutic work. (3) Only salary expectations are significantly related to personal satisfactions and comparative occupational freedoms. (4) Vocational interests and career commitments are not closely tied to salaries. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Urban small area variation in adolescents' health behaviour

Our previous study indicated that region plays a relatively small role in adolescents' health behaviour. Here, the regional patterning of health behaviour is studied further by shifting the focus to small areas. First, we test whether small area socioeconomic, demographic and housing characteristics correlate with health behaviour. The analysis then turns to the relationship between these characteristics and their individual level correlates. We wish to ascertain if behaviour is related to small area characteristics similarly for both genders and for adolescents' socioeconomic characteristics. The Adolescent Health and Lifestyle Survey data from 1989-1995 (16- and 18-year-olds, n = 1048, response rate 71%) were linked with data describing 33 subareas of Helsinki, the capital of Finland. Smoking, alcohol use, abstention from dietary fat and physical activity were used as lifestyle indicators. Gender apparently influences the extent to which the area plays a role. Logistic regression demonstrated that prolonged unemployment predicted low prevalence of abstention from dietary fat (traditional dietary patterns) among girls and heavy drinking among boys. High total rate of unemployment predicted lower physical activity among girls. Also owner-occupied housing correlated positively with girls' physical activity. Although the individual level socioeconomic characteristics were not as strongly related to health behaviour as the small area factors, a low level of education predicted smoking and alcohol use and, among girls, decreased physical activity. We conclude that small area characteristics, especially the level of unemployment of the area, may be even more strongly related to health behaviour than individual socioeconomic characteristics.     

Affective perspective taking and cooperative predispoition.

Interviewed White working-class, middle-class, and upper-class 5th graders to test the hypothesis that cooperativeness and affective perspective taking are positively correlated. Results indicate that a relationship does exist between predisposition to cooperate and the ability to take the affective perspective of others, but do not suggest the direction of the relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal study of ego development.

Using the Washington University Sentence Completion Test of Ego Development, 32 lower-class and lower-middle-class 12th graders (Group A) who had been given the test by A. Blasi (1971) as 6th graders were retested. The relationship between ego development and vocational attitudes and plans was also examined using a vocational choice questionnaire and the Career Maturity Inventory (CMI). To increase sample size, an additional 23 12th graders (Group B) were also administered the 3 measures. Results of statistical analyses show an increase at the .0005 level between 6th and 12th grades. Among Group A, sex differences at both grade levels were not significant; however, among Group B, girls had significantly higher ego levels than boys. In addition, ego development was significantly related to vocational maturity but not to reasons for vocational choices. Ego levels for 6th and 12th graders were significantly lower than those of middle- and upper-class Ss of comparable ages tested in other studies, suggesting a significant relation between ego development and socioeconomic status. Results are seen as evidence for the developmental nature of the ego, and support the sequentiality hypothesis, which suggests that stages follow in an invariant order. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correlates of university faculty interest in unionization: A replication and extension.

In an extension of the work of W. J. Bigoness (see record 1979-09336-001) and others, this study examined the relationship between the perceived need for a union and the following factors: age, salary level, perceived relationship between future performance and future salary adjustments, and perceived raise equity. Additionally, the relative importance of satisfaction with economic factors and intrinsic job attributes in accounting for the perceived need for a union was investigated using 220 university faculty members. As reported in other studies, the data revealed that age was inversely related to union attitudes. This relationship, however, was not significant when the effect of salary was controlled. Also, satisfaction with economic factors and the administration of extrinsic rewards accounted for more variance in the perceived need for a union than did overall job satisfaction and intrinsic job satisfaction. Instrumentality of job performance in determining future pay raises appeared more important than salary or raise equity in explaining union attitudes among Ss. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)