Research settings in industrial and organizational psychology: Are findings in the field more generalizable than in the laboratory?

The authors analyzed for content all the empirical articles from the 1966, 1970, and 1974 volumes of the Journal of Applied Psychology, Organizational Behavior and Human Performance, and Personnel Psychology to determine the types of organizations, Ss, and dependent measures studied. Contrary to the common belief that field settings provide for more generalization of research findings than laboratory settings do, field research appeared as narrow as laboratory research in the actors, settings, and behaviors sampled. Indeed, industrial-organizational psychology seems to be developing in the laboratory a psychology of the college student, and in the field, a psychology of the self-report of male, professional, technical, and managerial employees in productive-economic organizations. It is suggested that coordinated strategies of research in both laboratory and field settings are needed to construct an externally valid industrial and organizational psychology. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of trainer expressiveness, organization, and trainee goal orientation on training outcomes.

This laboratory experiment investigated the effects of trainer expressiveness, lecture organization, and trainee goal orientation on training outcomes. Participants (N?=?135) listened to lectures that differed in organization and trainer expressiveness. Participants completed recall and problem-solving tests immediately and 2 days later. The results indicated that participants had the highest recall after an expressive and organized lecture. The findings for problem-solving performance were more complex. Participants with a high mastery orientation had their poorest problem-solving performance after listening to an organized and inexpressive lecture, whereas participants with a low mastery orientation did not respond to the effects of organization or expressiveness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

College students' time management: Correlations with academic performance and stress.

Many college students may find the academic experience very stressful (K. J. Swick, 1987). One potential coping strategy frequently offered by university counseling services is time management. 165 students completed a questionnaire assessing their time management behaviors and attitudes, stress, and self-perceptions of performance and grade point average (GPA). The study revealed 2 major findings. The Time Management Behavior Scale consists of 4 relatively independent factors; the most predictive was Perceived Control of Time. Students who perceived control of their time reported significantly greater evaluations of their performance, greater work and life satisfaction, less role ambiguity, less role overload, and fewer job-induced and somatic tensions. Findings are consistent with theory and advice on time management (e.g., R. S. Schuler; 1979) but also indicate that the dynamics of time management are more complex than previously believed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Erratum: Relative Importance of Applicant Sex, Attractiveness, and Scholastic Standing in Evaluation of Job Applicant Resumes.

Reports an error in the original article by author's name (Journal of Applied Psychology. Vol 60(1) Feb 1975, 39-43). On page 41, there were several typographical errors in Table 2. (The following abstract of this article originally appeared in record 1975-12628-001.) 30 college students and 30 professional interviewers rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 * 2 * 2 * 3 repeated measures analysis of variance on the ratings yielded 4 significant main effects (p     

Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes.

30 college students and 30 professional interviewers rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 * 2 * 2 * 3 repeated measures analysis of variance on the ratings yielded 4 significant main effects (p     

Relative Importance of Applicant Sex, Attractiveness, and Scholastic Standing in Evaluation of Job Applicant Résumés

College students (n = 30) and professional interviewers (n = 30) rated and ranked bogus résumés on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the résumés. A 2 X 2 X 2 X 3 repeated measures analysis of variance on the ratings yielded four significant main effects (p < .05), while the same analysis on the rankings yielded three significant main effects (p < .01). Students rated applicants more favorably than professionals. Both groups preferred males to females, attractive applicants to unattractive applicants, and applicants of high scholastic standing. The latter variable accounted for the greatest proportion of variance. However, internal analyses of the rankings revealed sex and physical attractiveness were more important than indicated by the analysis of variance.     

Alternative approaches to deindividuation.

Reviews two approaches to deindividuation research and theory. One approach has been to view deindividuation as a loss of restraints, afforded by anonymity and other forms of depersonalization. Theorists adopting this perspective, which has its origins in crowd theory, view the experience of deindividuation as a positively affective event. Theorists adopting the other view predict that deindividuation arouses negative affect and serves as a stimulus for behavior that establishes the uniqueness and continuity of a person's self-conceptions. Research testing each approach is reviewed, and areas for possible integration are posited. (104 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.

110 male and female student "interviewers," classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2?×?3?×?2?×?3?×?2 analysis of variance was computed, with the 1st 2 variables (interviewer sex and attractiveness) constituting between-group factors, and the last 3 variables (applicant sex, attractiveness, and qualifications) constituting repeated measures factors. Regardless of interviewer sex and attractiveness, highly qualified applicants were preferred over poorly qualified applicants, male applicants were preferred over female applicants, and attractive candidates were preferred over unattractive candidates. Discrimination in employment decisions was attributed to sex-role and physical attractiveness stereotypes. (23 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correlational tests of predictions from a process model of the interview.

We conducted a field study to test eight propositions derived from a process model of the selection interview (Dipboye, 1982; Dipboye & Macan, 1988). According to the model, interviewers' preinterview impressions of an applicant bias the subsequent conduct of the interview and processing of information in the direction of confirming these initial impressions. To test predictions from the model, we surveyed managers and the applicants they interviewed in each of 164 interviews. In support of the model, interviewers' preinterview evaluations were positively related to postinterview evaluations of applicant qualifications and process variables predicted to mediate this relation. Results also supported the model in that interviewers with favorable preinterview impressions were more likely to attribute good interview performances to the applicants' qualifications for the job and poor performances to external factors. Contrary to the model, confidence failed to moderate the above findings, and preinterview impressions were not predictive of applicant reports of interviewers' time spent in questioning. Some possible implications of the model for future research and for improving interview practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)