Search

A questionnaire was administered to 135 male students who were enrolled in ROTC and 25 male students who had dropped out of ROTC. A ratio expectancy theory model was developed from the questionnaire as an operational definition of motivation to remain in ROTC. (Author)

This paper describes employee reactions to the implementation of a performance-based pay plan. Out of 8,000 employees from seven operating companies covered by the plan, 4,788 responded to three open-ended questions. The questions allowed employees to say basically anything they wanted about the plan. The responses indicated that employees appeared to approve of the concept of merit pay, but were concerned about problems with its implementation. Employees appreciated the opportunity to be judged on merit, the money offered by the plan, and the incentive to raise performance; they were concerned with the quality of the goals that were set and with a lack of fairness or a perception of favoritism in the allocation of rewards. [ABSTRACT FROM AUTHOR]

One-hundred and sixty-nine social workers, assistance payments technicians and clerical workers in a human service agency in the Northeast completed a questionnaire two times with a nine-month period between the two administrations. Thirty one of the respondents joined the union between the two administrations of the questionnaire. A comparison of the responses on the first questionnaire of thirty one employees who eventually joined the union with the one hundred thirty-eight who retained their nonmember status, indicated that the union members reported significantly lower levels of satisfaction with work, lower levels of clarity about agency objectives, and lower levels of clarity about the agency's reward system. The implications of these findings for human service agencies are discussed. [ABSTRACT FROM PUBLISHER]

The relationship between employee training and error rates in public welfare programs was investigated. The results provided some support for the hypothesis that employee training, especially on policy and procedures, is associated with lower error rates. The implications of these findings for centralized training functions and training information systems were discussed. [ABSTRACT FROM PUBLISHER]

The sex role congruency hypothesis as it pertains to supervisory initiating structure and consideration was tested among 144 social workers in a human service agency in the northeast. The results indicated that male social workers responded negatively to female superiors' initiating structure and positively to male supervisor' initiating structure. Female social workers responded more positively to female supervisors' initiating structure than they did to male supervisors' initiating structure. The implication of these findings for future research were discussed. [ABSTRACT FROM PUBLISHER]

The goal of this study was to investigate the effects of experience and training upon performance in a LGD. Since the effects of these two variables were estimated across three criterion measures of the Ss' rated performance, a multivariate analysis (Clyde, Cramer, and Sherin, 1966) was performed so that all the differences due to experimental treatments could be evaluated simultaneously. Without the multivariate analysis, the nine F ratios (three for each criterion measure) produced by the univariate tests would be difficult to interpret since the probability of at least one Type 1 error would be equal to at least 1-(1-alpha level) (Hays, 1963, page 488). That is, the probability of rejecting the null hypothesis that there is no experimental effect when the null hypothesis is true would be at least .37 if a 5% level of significance were used. [ABSTRACT FROM AUTHOR]

The article discusses the efficacy of certain 'experimental conditions' in reducing the magnitude of dissimulation on a self-report criterion. The author has presented an analysis on the hypothesis that faking is a factor in studies using self-report criteria under conditions ostensibly for research which differ in terms of the level of subject anonymity. He likewise made a discussion on the development of self-report measures and the differences in favorability of responses secured under conditions of complete anonymity and conditions of confidentiality. He has also examined the reliability of a forced-choice social desirability scale.

One-hundred and sixty-nine social workers, assistance payments technicians and clerical workers in a human service agency in the Northeast completed a questionnaire two times with a nine-month period between the two administrations. Thirty-one of the respondents joined the union between the two administrations of the questionnaire. A comparison of the responses on the first questionnaire of thirty-one employees who eventually joined the union with the one hundred thirty-eight who retained their nonmember status, indicated that the union members reported significantly lower levels of satisfaction with work, lower levels of clarity about agency objectives, and lower levels of clarity about the agency's reward system. The implications of these findings for human service agencies are discussed.