The contribution of interview and situational performance procedures to the selection of supervisory personnel.

2 groups of supervisors (each N = 40), selected to be as similar as possible on a set of control predictor variables "known to be predictive of supervisory performance" (basic abilities test score, supervisory practices score, age, service, job level) and to be maximally different on criterion scores of supervisory effectiveness ratings, were used to try out 5 experimental supervisory performance predictors: panel interview, individual interview, group discussion problem, role playing situation, and small-job management. Each group was divided into a high and low subgroup on the basis of the control predictor variables. The predictor battery validity increased from an average of .27 for the control predictors alone to .30-.34 when various of the experimental predictors were added. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervisory ratings and attitudes.

Do supervisors tend to be biased in their ranking and rating of workers? 42 janitors were ranked and rated by 4 supervisors and rated by the division chief. The highest and lowest were compared by 10 factor scores. "Supervisors of our hospital maintenance men valued most the abilities least prevalent in the men (leadership and executive ability) and valued least the attributes most abundant in these men (social adjustment and personal charm). (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The general applicability of a scale for rating research productivity.

"The RBD III, a forced-choice rating form to provide scores indicative of a person's productive research behavior in physical science research settings, was administered in a setting other than the one in which it was developed." 50 Ss were selected at random from 168 research engineers. Supervisory judgments of a person's creativity activity indicated its validity. The "RBD III can be used to provide criterion scores for research productivity in other physical science research settings." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Existence and Nature of Racial Bias in Supervisory Ratings.

The purpose of this article is to facilitate a reconsideration of what the authors consider to be a mistaken belief among personnel psychologists--the belief that supervisory ratings of job performance are not biased on the basis of race. In this article, the authors reviewed the current literature, reexamined the data, and concluded that the research on which this mistaken belief is based clearly demonstrates that racial bias may indeed exist and is significant, both in statistical and practical terms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotional disruption and industrial productivity.

Will the emotional disturbances of operators have more effect during a changeover than when things are stereotyped? A number of assembly line situations, involving small numbers of workers, were studied. "In there experiments, involving four independent comparisons, we find precisely the same pattern of results. Emotional disturbance has little effect on stereotyped activity, but does have a disrupting effect on nonstereotyped activity." From Psyc Abstracts 36:04:4LH01S. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The productivity measurement and enhancement system: A meta-analysis.

Meta-analytic procedures were used to examine data from 83 field studies of the Productivity Measurement and Enhancement System (ProMES). The article expands the evidence on effectiveness of the intervention, examines where it has been successful, and explores moderators related to its success. Four research questions were explored and results indicate that (a) ProMES results in large improvements in productivity; (b) these effects last over time, in some cases years; (c) the intervention results in productivity improvements in many different types of settings (i.e., type of organization, type of work, type of worker, country); and (d) moderator variables are related to the degree of productivity improvement. These moderator variables include how closely the study followed the original ProMES methodology, the quality of feedback given, whether changes were made in the feedback system, the degree of interdependence of the work group, and centralization of the organization. Implications based on these findings are discussed for future use of this intervention, and the system is discussed as an example for evidence-based management. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Affiliation motivation and productivity in small groups.

"This study tested the hypotheses that under conditions favoring the anticipation of rejection, Ss high in threat-oriented affiliation motivation are (a) more productive on a competitive task, and (b) less productive on a cooperative task than Ss low in threat-oriented affiliation motivation. These hypotheses were in general supported by data from 88 undergraduate Ss." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measuring individual research productivity: A review and development of the integrated research productivity index.

The purpose of the present study was to investigate methods of measuring individual research productivity for counseling psychologists. Using the 60 members of the Journal of Counseling Psychology editorial board, the authors computed a comparison of 6 popular indices of productivity, revealing considerable levels of positive skewness, kurtosis, and overlap with each other. Combining the strengths of the 6 indices, the authors developed a new productivity index entitled the Integrated Research Productivity Index (IRPI). The IRPI measures individual productivity by statistically combining an individual's author-weighted publications, average times cited by other publications, and years since first publication into a comprehensive score. Productivity values and IRPI scores for 3 groups of counseling psychologists (Tyler Award recipients, Kuder Award recipients, and Division 17 Presidents) were computed to provide evidence of discriminant validity among the indices. In contrast to the other measures examined, the IRPI accounts for productivity per year and years in the field and assesses mean citation count per article as opposed to total citation count, thus yielding similar scores for Tyler (lifetime) and Kuder (early career) research award recipients. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Supervisory Inventory: A forced choice measure of human relations attitude and technique.

Having human relations knowledge and skill for content, forced choice type items, and provisions for minimizing bias and fakability; the Supervisory Inventory was put to the test following its construction. The criteria used were ratings by supervisors of supervisors and productive characteristics. 131 supervisors were Ss in the constructive phase; 73 supervisors in a different plant participated in the validation. "Although further refinement and validation are necessary, the present validities obtained are very encouraging." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Compositional diversity and the research productivity of PhD graduates.

Hierarchical linear modeling was used to examine the relationship between the compositional diversity in 20 academic programs in a Research Extensive college of education and the research productivity of 275 PhD graduates of these programs. Compositional diversity in terms of race and ethnicity was operationalized with Chang's (1999) diversity index; cumulative number of refereed articles and chapters published within two years of graduation was the measure of research productivity. Results showed that, after controlling for individual differences in Graduate Record Examination scores, greater compositional diversity was related to the increased research productivity for African American and International PhD graduates but not to the research productivity of Asian American, Latina/Latino, or White PhD graduates. Because compositional diversity was unrelated to the research productivity of White students, the findings suggest compositional diversity may have its effects by reducing the stereotype threat for African American and International PhD graduates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Development of a criterion of research productivity.

"A forced-choice rating scale designed to determine the extent of a person's productive research behavior was developed at a Midwestern physical science foundation. Of the two experimental scales developed the better form showed an interrator reliability coefficient of .62 and a validity of .60. When the ratings of two raters were averaged the validity of the scale increased to .74." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Team productivity and contradiction of management policy commitments.

What is the relationship between management consistency of policy and team productivity? "A simulated small industrial plant was the setting for an experiment in which a team of Ss worked together on a manufacturing problem. Their assigned task was to produce different kinds of toys at a profit… . Twenty four-man teams were divided into ten consecutive team pairs, each member of a pair being subjected either to (a) a condition under which the team's expectations of management were contradicted by subsequent events or (b) a condition under which the team's expectations were confirmed. The hypothesis that team productivity would be greater under the confirmation condition was supported by the data. Some theoretical implications of the experiment were suggested." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impact of psychotherapy on the productivity of psychologists.

To investigate (a) the effects of psychotherapy on the scientific publications of American psychologists and (b) the extent to which this group had received psychotherapy, questionnaires were sent to all APA members receiving PhDs 1945-1951 to obtain information about their therapy. A number of publications was obtained from the Psychological Abstracts. There were no significant differences in number of publications between therapy and matched nontherapy control samples. Of 966 male psychologists responding, ? had received psychotherapy, with clinicians disproportionately represented. Of this ?, 13% had 3 or more therapeutic experiences. There was a high positive correlation between duration of therapy and therapy satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervisory guidance and behavioral integrity: Relationships with employee citizenship and deviant behavior.

The authors examined the effects of supervisory guidance (providing instruction to employees) and behavioral integrity (a pattern of word-deed alignment) on employee organizational citizenship behavior (OCB) and deviant behavior. Results revealed a pattern of Supervisory Guidance x Behavioral Integrity interaction effects, such that relationships between guidance and outcome variables were dependent on the level of behavioral integrity exhibited by supervisors. The interactions suggest a positive relationship between supervisory guidance and OCBs when behavioral integrity is high but also a positive relationship between guidance and deviant behavior when behavioral integrity is low. These results were consistent across 2 independent field samples: 1 assessing individual employee perceptions of supervisory behavior and the other assessing aggregate perceptions of supervisory behavior among employees in bank branches. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Nomination procedures for APA boards and committees.

In response to several inquiries that have been received from members of APA boards and committees concerning the procedures employed in placing a name on a ballot for election to a particular board or committee, the Board of Directors has requested that a statement of the procedures followed be made available to all board, committee, and Council members. The procedures are outlined. In placing a name on the ballot, the Board of Directors attempts to select an individual who is knowledgeable in a particular area and to ensure age, geographic location, work setting, and psychological specialty variation in the composition of APA boards and committees. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Changes at JPI: A new editor and new submission procedures.

Announces the arrival of the new editor for JPI, Dr. Golan Shahar, effective at the start of 2012. Also discusses new submission procedures for the journal. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

加强会计监管,推进会计诚信建设

文章分析了会计诚信缺失的主要原因,针对会计监管体系,从完善会计立法、加强会计监管、健全内部会计控制等方面提出了推进会计诚信建设的一些措施。     

The effects of subliminal and supraliminal suggestion on verbal productivity.

"Two experiments were performed to study the effect of subliminal and supraliminal suggestion on productivity… in describing a picture… . [A control] group was given a task of describing in writing a TAT picture presented tachistoscopically 10 times at increasing exposure levels. In the second condition a subliminal stimulus, the words WRITE MORE overlapped with the TAT picture for .02 seconds. In the third condition the subliminal suggestion was DON'T WRITE… . A second experiment was performed to see the effect on productivity of the same suggestions at supraliminal levels… . subliminal suggestion may produce some effect in the region just below threshold. When the suggestion becomes supraliminal its distracting effects causes a contrasuggestive response in some Ss." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

对国有企业改制后监事会工作的若干建议

当前国有企业改制后监事会监督不力,监督职能难以履行已经成为普遍现象,巩固企业经济体制改革成果已经迫切要求加强和完善监事会的制度建设,将监事会会议职责具体化、设立监事会执行机构、提高监事会权力地位和监事会成员素质等内容纳入监事会工作建设重点,以提高监事会的监督能力,履行好监督职责,确保按公司法规定规范运作。     

Rules and procedures: October 1, 2001.

Describes and outlines the adoption and application of rules and procedures proposed by the Ethics Committee of the American Psychological Association. General provisions, processing and review of complaints, violations of the Ethics Code, and objectives and authority of the members of the Ethics Committee are included. (PsycINFO Database Record (c) 2010 APA, all rights reserved)