Suchergebnisse

One hundred and two female applicants were accepted for officer training after having first been evaluated for fitness as officers in an assessment centre. Peer rating score, a composite score of situational exercise ratings, assessors' consensus ratings and intelligence scores obtained in the assessment program were validated against performance in training. Whereas the last three were found to be very effective predictors, the peer rating had no unique contribution to explained variance in performance in training. Of the one hundred and two, only sixty‐seven were then observed in military units. After a year their performance as officers was appraised. The predicting measures of the assessment program were correlated against this type of performance criteria also, and only one emerged as valid. However, when combined using regression weights, a multiple correlation coefficient of .34 was obtained. The peer rating measure proved to have no unique contribution to explained variance even in this type of performance.RésuméCent deux candidates ont été acceptées dans un programme de formation d'officiers après que leurs aptitudes eurent été évaluées dans un bureau d'évaluation. Les résultats de l'évaluation par les pairs, des exercices de mise en situation, du jugement collectif des spécialistes et des tests d'intelligence furent comparés au succès à l'entraînement. Alors que la valeur prédictive des trois dernières méthodes est élevée, celle de l'évaluation par les pairs ne contribue pas à l'explication de la variance des résultats de l'entraînement.Le comportement de soixante‐sept des cent deux candidates a été étudié pendant l'année qui a suivi leur incorporation à l'armée. On a également établi une corrélation entre les résultats des diverses méthodes d'évaluation et le succès comme officiers: une seule d'entre elles a semblé valable. Cependant, une mesure combinée fondée sur une analyse de régression permet d'obtenir un coefficient de corrélation multiple de .34. Même dans ce cas, l'évaluation par les pairs ne contribue pas à l'explication de la variance des résultats.

This article first considers a theoretical framework for understanding the individual's motivations governing attachment to an organization, and pursuing organizational careers for a prolonged period of time. This theoretical model is then applied in an analysis of the military
as an occupational and organizational framework, in an attempt to identify the characteristic features and motivations of those who are likely to select a military career.Outlining the possible patterns of motives of those having a greater propensity for remaining permanently in the military
may assist the army in early identification and intensive development of personnel predicted to develop commitment to the military, and consequently select it as a long-term occupational career. This human potential may serve as an excellent nucleus around which the entire military could develop
over continued and preset periods of time. It also has to be stressed that the subject is deliberately treated here in general terms, and may be influenced by the Israeli military model.

The purpose of the present article is to promote a tentative theoretical model that may account for the transformation of socioemotional group cohesiveness into instrumental group cohesiveness and vice versa, as a result of external or internal stimuli operating on the group. This model further suggests that the well-established typology of group cohesiveness types into instrumental versus socioemotional is in essence a result of the static non-longitudinal approach to group processes research. On the contrary, a dynamic perspective to group cohesiveness types as proposed by the model in this article may be more fruitful and appropriate to research of group cohesiveness.

Group cohesiveness is one of the processes focused upon by the extensive research in the investigation of characteristics of the small group. However, the research literature generally deals with socio-emotional cohesiveness, namely, that based on personal attraction between the individuals.
Nevertheless, there are also studies which question this single-structure (one structural) type approach to cohesiveness.The present article presents a differentiation between two types of cohesiveness according to the factors of its formation and preservation - cohesiveness on a socio-emotional
basis and cohesiveness on an instrumental basis.In addition, a further contribution has been made in this regard through discussion of possible distinct implications associated with each type of cohesiveness in three major areas of small group research: (1) Interpersonal communication;
(2) processes of social influence; (3) group performance.

The composition of 3-man military teams was varied experimentally by assigning members according to team composition in terms of all possible combinations of levels of ability and motivation. The teams (64 in all) performed real military tasks in a military field setting and unit commanders ranked the effectiveness of their performance at the end of 2 months of military activity. It was found that both ability and motivation had an additive effect on crew performance, thus leading to the conclusion that when teams perform highly interdependent tasks, performance is apparently unlikely to be affected in a nonadditive manner by team composition. The data were analyzed with a new statistical procedure developed to substitute for the Friedman two-way analysis of variance, argued to be inappropriate for testing the significance of main effects and interactions in a blocked fractional factorial design.

Two social psychological theories—similarity theory and equity theory—are employed to elucidate the relationship between group members' abilities and group performance on tasks involving high levels of interdependence. Contrasting hypotheses are drawn regarding specific ability compositions that should evoke performance above or below the simple sum of individual members' capacities.

The personality (dispositional) characteristics, attitudes, beliefs, and orientation of 498 managers and military officers toward performance appraisal and organization were collected in order to examine their structural relationships to raters' behavior, in terms of (a) mean appraisal ratings, (b) measures of performance dimensions discrimination, and (c) rate discrimination. A mapping sentence comprising a modality, a reference group, and an aspect (content) facet were used. The empirical results largely confirmed this definitional system. Moreover, a polarizing partition of the space into three regions–Self (rater), Ratee, and Organization/System–was found, possibly implying that these three considerations are equally proximal in determining rater behavior. Future directions for research are advanced.

Civil rights legislation regarding people with disabilities prohibits discrimination, and guarantees that people with disabilities – including learning disorders or Attention Deficit Hyperactivity Disorders (ADHD) – have the same opportunities as everyone else. The employer is required to perform accommodations for them at the workplace such as adjusting job application procedures. It is our view that the legislation is important and necessary because it helps people with disabilities to become integrated and to contribute at work and in society. Nevertheless, to a degree, it 'mistreats' the employer by not requiring applicants to disclose the accommodations that helped them with their scholastic or selection tests achievements. Thus, the employer is denied the ability to make well-informed, realistic selection decisions, and at the same time – it creates a high potential for job failure. This paper includes suggestions how to create a fair and transparent selection culture that benefits all parties – disabled applicants as well as employers.

A voting behavior model hypothesizing voting intention as an intervening variable which mediates the relationship between voter attitudes and voting behavior was examined in the framework of the general election in Israel Voter attitudes were assessed via a new attitude scaling device embodying a number of characteristics that make it a promising tool for attitude measurement. Voter attitudes and intentions were collected prior to the elections, while the actual vote was collected after the elections. The model tested primarily via discriminant analysis, has gained considerable support. Implications of the findings are discussed and avenues for future research are suggested.