Showing papers in "Journal of occupational psychology in 1976"
TL;DR: Coronary heart disease and mental ill health together, therefore, represent a serious cost for industry both in human and financial terms.
Abstract: Felton & Cole (1963) estimate that all cardiovascular diseases accounted for 12 per cent of the time lost by the ‘working population’ in the US, for a total economic loss of about $4 billion in a single year. A report (1969) by the Department of Health and Social Security in the UK shows, as Aldridge (1970) indicates, that the sum of incapacity for men suffering from mental, psychoneurotic and personality disorders, nervousness, debility and migraine headache accounted for 22·8 million work days lost in 1968 alone (second only to bronchitis in the league table of illness and lost working days). Coronary heart disease and mental ill health together, therefore, represent a serious cost for industry both in human and financial terms.
1,213 citations
TL;DR: Expectancy theory and decision theory are described as models that can be used to predict occupational preference and choice as mentioned in this paper, and empirical research using these models is reviewed and found to be highly supportive.
Abstract: Expectancy theory and decision theory are described as models that can be used to predict occupational preference and choice. The empirical research using these models is reviewed and found to be highly supportive. Every investigation showed considerable support for the model being tested. The implications for practice and further research are discussed.
67 citations
TL;DR: Writing apprehension, the apprehension an individual has about the active encoding of written messages, was hypothesized to affect both the desirability and choice of occupations.
Abstract: Writing apprehension, the apprehension an individual has about the active encoding of written messages, was hypothesized to affect both the desirability and choice of occupations. High writing apprehensives found occupations with low writing requirements significantly more desirable than occupations with high writing demands. A trend, in the opposite direction, for low apprehensive subjects was also observed. Occupational choices of high writing apprehensives were significantly lower in perceived communication requirements than those selected by low writing apprehensives.
44 citations
TL;DR: The history is sketched of research on industrial gerontology in Britain from 1946 onwards, and viewed in relation to gerontological research in other countries and to the social needs current in the 1950s.
Abstract: The history is sketched of research on industrial gerontology in Britain from 1946 onwards, and viewed in relation to gerontological research in other countries and to the social needs current in the 1950s. The individual studies were closely integrated with fundamental gerontological research, and were both guided by and helped to formulate leading theoretical ideas. These are briefly discussed under six heads: the central locus of the most important age changes; the concept that signal-to-noise ratio in the brain is reduced in old age; the increasing failure by older people to transfer material from short-term to long-term storage and to recover it from long-term store; compensatory relationships between fall of ability to manipulate data in the abstract, and increase of knowledge; slowness as a major cause of accidents among older people; and methodological problems of interpreting industrial statistics regarding age. It is suggested that future research should continue to keep close to developments of theory in general psychological studies not specifically concerned with age; that the basis exists for a substantial effort to apply existing knowledge on the shop floor; that research should go beyond the study of particular capacities and functions to systems; and that it should be constantly aware of the need for careful, direct observation.
34 citations
TL;DR: In this article, the effects of job changing on job satisfaction, use of abilities, pay and unemployment are assessed, and persistent job changers found to be at no real disadvantage, with frequent job changing in the early years being shown to be an indicator of later personal problems.
Abstract: Persistent job changers amongst early school leavers in the National Survey have been followed up in three studies. In the first, young people particularly at risk of not settling at work are identified from information available to school teachers and careers officers. In the second, the effects of job changing on job satisfaction, use of abilities, pay and unemployment are assessed, and persistent job changers found to be at no real disadvantage. Finally, the relationships between job changing and social and psychiatric problems are explored, with frequent job changing in the early years being shown to be an indicator of later personal problems. These findings, and their implications, are discussed in the context of alternative hypotheses for the relationship between job changing and later problems. It is concluded that although persistent job changing in the early years at work may indicate problems of personal adjustment, there is no evidence that it leads, by the mid-twenties, to occupational problems or 10 a secondary, low paid, labour market.
29 citations
TL;DR: It is argued that the original tabular format proposed for recording such analyses has not facilitated understanding of the concept of ‘redescription’ and a revised format is proposed to overcome objections.
Abstract: One reason for Annett, et al.'s technique of hierarchical task analysis not being more widely adopted is that would-be analysts have failed to understand the concept of ‘redescription’. It is argued that the original tabular format proposed for recording such analyses has not facilitated this understanding. For example, the table does not enable easy examination of the redescription of a superordinate operation, nor is there a clear separation between the basic task analysis and hypotheses proposed to ensure operator competence. A revised format is proposed to overcome these objections and is illustrated using a complex planning task.
25 citations
TL;DR: Work alienation and work satisfaction have had separate, although parallel, study in the behavioural science literature as mentioned in this paper, and the results suggest that the considerable overlap found between the measures of the two variables argues for a re-operationalization of work alienation as a structural or objective state of being.
Abstract: The attitudes of work alienation and work satisfaction have had separate, although parallel, study in the behavioural science literature. Operational measures of the attitudes are examined to determine if in fact they are separate attitudes, or merely different terms for the same construct. The results reveal that when studying specifically job-related variables, the measures of the two attitudes are extremely similar. In fact, they appear to be differentially related only to level of formal education and this is true only for certain occupational levels. The results suggest that the considerable overlap found between the measures of the two variables argues for a re-operationalization of work alienation as a structural or objective state of being, not an evaluative, subjective reaction.
24 citations
TL;DR: In this paper, the authors evaluated the performance of candidates in two mock selection interviews and found that candidates were perceived as more comfortable and at ease in the approval interview and were also judged to have created a better impression.
Abstract: Twenty-four neutral observers evaluated the performance of candidates in two mock selection interviews. Unknown to the observers, candidates received nonverbal approval from one interviewer and non-verbal disapproval from the other. Candidates were perceived as more comfortable and at ease in the approval interview and were also judged to have created a better impression. The results were discussed in terms of the possibility that an interviewer's non-verbal style may significantly influence the behaviour of the candidate he is trying to evaluate.
23 citations
TL;DR: In this paper, interviewers engaged in graduate recruitment were asked to rate the importance of 12 characteristics which applicants might possess. Factor analysis of the responses produced four main factors: achievement motivation, well informed about the job and company, quality of references, and academic performance.
Abstract: Interviewers engaged in graduate recruitment were asked to rate the importance of 12 characteristics which applicants might possess. Factor analysis of the responses produced four main factors. These were labelled ‘achievement motivation’, ‘well informed about the job and company’, ‘quality of references’, and ‘academic performance’. When personnel managers were compared with non-personnel managers, the former placed greater emphasis on both achievement motivation and being informed about the job applied for, but attached less importance to academic performance. The results are discussed in terms of possible differences in the work-related values of these two groups of managers.
19 citations
TL;DR: The accumulated research, while contributing substantially to our understanding of complex leadership processes, has not yet produced an integrated body of knowledge as discussed by the authors, which has left many unanswered questions, while focusing primarily on the relationship between the leader and the group.
Abstract: The accumulated research, while contributing substantially to our understanding of complex leadership processes, has not yet produced an integrated body of knowledge. Still plagued by definitional ambiguity, a proliferation of terms, and contradictory research findings, the mountain of evidence has left many unanswered questions.
Traditional approaches to leadership have focused primarily on the relationship between the leader and the group. Studies of what managers actually do—as opposed to what they should, could, or say they do—suggest that the leader–system relationship may be a more fruitful focus. The nature of managerial work, as reflected by observed behaviour, can be a valuable guide for designing future leadership research and training.
19 citations
TL;DR: A whole method of training mildly retarded young women to thread an industrial sewing machine was compared with a pure-part and a progressive-part method, which produced comparable learning but part methods were markedly superior to the whole method.
Abstract: A whole method of training mildly retarded young women to thread an industrial sewing machine was compared with a pure-part and a progressive-part method. All three methods produced comparable learning, as defined by performance on the complete task one month after initial training. However, part methods were markedly superior to the whole method; fewer errors were made during trials to criterion and less training time was required. Although the progressive-part method produced satisfactory training with least errors and in the fastest time, differences between progressive-part and pure-part procedures were not statistically significant.
TL;DR: In this article, the authors investigated the effects of discussing an individual's strengths and weaknesses in job performance during appraisal interviews and found that interviews perceived as containing a balanced review of the individual's weaknesses in performance achieved the greatest positive effect overall, while those containing no feedback whatsoever achieved relatively little.
Abstract: Studies on the effects of discussing an individual's strengths and weaknesses in job performance during appraisal interviews have come to widely differing conclusions. Some of the possible reasons for this are discussed and taken account of in this investigation of appraisal interviews in a government department. Interviews perceived as containing varying degrees of performance feedback (both positive and negative, positive only, negative only and none at all) were compared on a number of variables indicating the effectiveness of the appraisal. The results indicate that interviews perceived as containing a balanced review of the individual's strengths and weaknesses in performance achieved the greatest positive effect overall, while those containing no feedback whatsoever achieved relatively little.
TL;DR: Two forms of the Insel & Moos' Work Environment Scale (WES) were administered to 589 Navy enlisted men and women, one at the beginning of a 14-week paramedical training course and one eight weeks later (assessing perceptions of what the environment was actually like).
Abstract: Two forms of the Insel & Moos' Work Environment Scale (WES) were administered to 589 Navy enlisted men and women, one at the beginning of a 14-week paramedical training course (assessing expectations of what the occupational training environment would be like) and one eight weeks later (assessing perceptions of what the environment was actually like). Ten of the factors extracted from student responses to each form were rotated to simple structure and scales were constructed to assess six factors which were represented in the responses to both forms, accounting for 70 per cent of the common variance, and also a seventh factor which was represented only in responses to the second form, accounting for an additional 13 per cent of the common variance. The average interscale correlation and split-half reliability for the factor scales were approximately 0·21 and 0·72 for both forms. Generality and potential uses of the WES in occupational training environments are discussed.
TL;DR: In this article, the longitudinal change, over the ten years between two sampling times T1 and T2, in preferred retirement age for a series of age cohorts was analysed, and a longitudinal change in social values toward a more favourable appraisal of retirement among all age cohorts.
Abstract: It has been observed that among workers there is an inverse relationship between the proximity of retirement and its attractiveness. This study analysed the longitudinal change, over the ten years between two sampling times T1 and T2, in preferred retirement age for a series of age cohorts. The sample included 1458 males aged 35–81 at T2. Cohort means at T1 and T2 and an additional residual change score both showed a similar trend in the direction of older workers preferring a later retirement age over time. The shift to a preference for later retirement was estimated to occur in the early 50s. This preference for later retirement was seen as an attempt to delay the status changes of retirement, and not as a rejection of retirement or an absolute preference for work. The data also showed a longitudinal change in social values toward a more favourable appraisal of retirement among all age cohorts.
TL;DR: A brief review of the literature notes that two styles of organizational analysis, the "neo-human relations" and "organismic" approaches, criticize bureaucracy and advocate the construction of organizations in which structure is less prominent as mentioned in this paper.
Abstract: A brief review of the literature notes that two styles of organizational analysis—the ‘neo-human relations’ and ‘organismic’ approaches—criticize bureaucracy and advocate the construction of organizations in which structure is less prominent. Evidence is cited which indicates that a certain degree of structure may in fact be beneficial to organizations and their members. This is in turn linked to a discussion of three social science approaches, each of which points to the possibility that structure may not be the bete noire that it is frequently taken to be in the neo-human relations and organismic orientations.
TL;DR: In this paper, the problem of analyzing pretest-post-test data when pairwise information for individual subjects is not available is addressed, and a dependent t test is computed.
Abstract: Applied researchers are sometimes confronted with the problem of analysing pretest–post-test data when pairwise information for individual subjects is not available. A dependent t test should be computed; however, when the data cannot be paired, the investigator is faced with performing an independent t test. In order to solve the problem, three methods are offered. When there are missing post-test data, other analytical alternatives are given.
TL;DR: It is argued that, by clustering jobs and identifying requirements common to a number of jobs, and then by structuring the training programme so as to enable the person to transfer knowledge in these common areas from job to job, it would be possible to prepare a person for his whole work career by training him for anumber of jobs at once.
Abstract: Most training programmes seem to have a short time perspective. They are geared to train a person for his first job, but then essentially leave him on his own. It is argued that, by clustering jobs and identifying requirements common to a number of jobs, and then by structuring the training programme so as to enable the person to transfer knowledge in these common areas from job to job, it would be possible to prepare a person for his whole work career by training him for a number of jobs at once. Strategies and approaches are discussed and evaluated, and suggestions are made. In general, this approach seems not only feasible, but practical, and is worthy of further consideration.
TL;DR: In this article, the congruence of scientific standards and social relevance should be positively sought, which will lead to a practical psychology of work in tune with rapid and possibly discontinuous changes in our society.
Abstract: The argument is put forward that the congruence of scientific standards and social relevance should be positively sought. Such an endeavour will lead to a practical psychology of work in tune with rapid and possibly discontinuous changes in our society. Four major hindrances to such objectives are identified and discussed.
There is some evidence that a growing number of psychologists are prepared to advocate a change in philosophy, a wider experimentation with different methods, and a redefinition of our legitimate scientific-professional concern.
TL;DR: The authors found that the progress of fatigue in eight-hour work situations has a general form, although large individual differences occur over both the work-day and work-week, at least in part due to motivational and attitudinal factors.
Abstract: Eighty-eight clerical employees completed a checklist measuring ‘fatigue’ at hourly intervals over each day of the work-week. The consistency between the results of this and other studies suggests that the progress of fatigue in eight-hour work situations has a general form, although large individual differences occur over both the work-day and work-week. Individual variation seems to be the result of motivational and attitudinal factors, at least in part. Similarity of effects for four- and five-day-week employees suggests cyclic patterns involving learning emerge in clerical work settings. Measures of fatigue were also related to employee job satisfaction and employer satisfaction with performance, as well as 15 other variables referring to individual characteristics or conditions of employment.
TL;DR: The authors explored the effect of faked responses on assessors' judgements and concluded that faking on 16 PF profiles may affect judgements based on the test, and the ratings for the three distorted profiles were significantly better than those for the undistorted profiles.
Abstract: To explore the effect of faked responses on assessors' judgements 12 experienced subjects (psychologists and personnel officers) were asked to rate six 16 PF profiles. These comprised three pairs, in each of which one profile was distorted to the extent of a selection set found in earlier research. The ratings for the three distorted profiles were significantly better than those for the undistorted. It is concluded that faking on 16 PF may affect judgements based on the test.
TL;DR: The authors argue that there are some differences between men and women which have serious implications for employment and that, rather than defeating the cause of sexual equality, an understanding of them is essential to its success.
Abstract: Most advanced societies, today, are committed to the principle of equal rights for men and women. In Britain, legislation is on the statute books with regard to equal pay and for the removal of unfair discrimination. Ideally, this legislation should be based on and supported by a full understanding of the relative abilities of men and women, so that it is just and can be operated with complete appreciation of its limitations and consequences. Unfortunately, few researchers have been willing to tackle questions of sex differences in ability, the general view being that any differences which exist must be the product of an unjust social system and that, if differences can be proven, this will only justify existing prejudices. This paper challenges these views. It argues that there are some differences between men and women which have serious implications for employment and that, rather than defeating the cause of sexual equality, an understanding of them is essential to its success.