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Context Variables (context + variable)
Selected AbstractsUNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMESPERSONNEL PSYCHOLOGY, Issue 2 2004CHERI OSTROFF This study investigated (a) the relative importance of a number of biographic (e.g., age, race, gender) and contextual (e.g., span of control, functional area) variables and their interactions on self-other agreement and (b) the relationship between self-other agreement and outcome variables such as performance and compensation. Usable data were collected from 3,217 managers and their multi-source raters in 527 organizations. Multivariate regression procedures (as opposed to categorization procedures) were used to determine the sources of rating disagreement. Results indicated that a significant portion of variance in self-other ratings was accounted for by the set of background/context variables. Self-other agreement was also related to performance, compensation, and organizational level, though rating patterns differed. [source] Illusory and spurious correlations: distinct phenomena or joint outcomes of exemplar-based category learning?EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 3 2006Thorsten Meiser Stereotype formation about novel groups was analyzed with trivariate stimulus distributions that were generated by group membership, valence of behavior, and a context variable. Within this stimulus setting, we manipulated the confounding role of the context variable and the distinctiveness of events in terms of their relative infrequency. The experimental procedure allowed us to analyze illusory and spurious correlations in a joint framework, to conduct focused tests for memory effects of relative infrequency and to investigate the detection of covariations with the context variable. The results revealed that illusory and spurious correlations were formed without enhanced memory for infrequent events and with existing covariations of the confounding context factor being well extracted. These observations suggest that illusory and spurious correlations can be understood without assuming specific cognitive processes that are tied to the particular characteristics of a given stimulus distribution, such as enhanced memory in the case of relative infrequency and neglect of a context variable in the case of a confounding factor. Instead, computer simulations with an exemplar-based learning model demonstrated that exemplar-based category learning may provide a coherent and integrative theoretical framework for illusory correlations, spurious correlations and true contingency learning in social cognition. Copyright © 2006 John Wiley & Sons, Ltd. [source] Trajectories of smoking among freshmen college students with prior smoking history and risk for future smoking: data from the University Project Tobacco Etiology Research Network (UpTERN) studyADDICTION, Issue 9 2008Craig R. Colder ABSTRACT Aims Little is known about smoking during the transition to college. The current study examined trajectories of smoking among college freshmen, how trajectories predicted later smoking and the social context of smoking. Design Weekly assessments of daily smoking were collected via the web during the first year of college for a large cohort with a previous history of smoking. Participants and setting A total of 193 college freshmen from a large public university with a previous history of smoking who smoked frequently enough to be included in trajectory analysis. Measurements Measures included weekly reports of daily smoking, family smoking, perceived peer attitudes and smoking, social norms and social smoking environment. Findings Seven trajectories were identified: one of low-level sporadic smoking, one of low-level smoking with a small increase during the year, two classes with a substantial decrease during the year, two classes with relatively small decreases and one class with a substantial increase in smoking. Trajectories of smoking in the freshman year predicted levels of sophomore year smoking, and some social context variables tended to change as smoking increased or decreased for a given trajectory class. Conclusions The transition into college is marked by changes in smoking, with smoking escalating for some students and continuing into the sophomore year. Shifts in social context that support smoking were associated with trajectories of smoking. Despite the focus of developmental models on smoking in early adolescence, the transition into college warrants further investigation as a dynamic period for smoking. [source] Drinking patterns, drinking contexts and alcohol-related aggression among late adolescent and young adult drinkersADDICTION, Issue 7 2005Samantha Wells ABSTRACT Aims The main objectives of this study were to determine: (1) the relative roles of heavy episodic drinking (HED), drinking frequency and drinking volume in explaining alcohol-related aggression and (2) whether drinking context variables (i.e. usual drinking locations, typical drinking companions and extent of peer drinking) confound or modify the relationship between HED and alcohol-related aggression or whether they predict alcohol-related aggression independently. Design A secondary analysis of the US National Longitudinal Survey of Youth was conducted. Alcohol-related aggression (denoted fights after drinking) was measured based on self-reports of arguments or fights that occurred during or after drinking in the previous 12 months. Participants A composite sample of drinkers, ages 17,21, from the 1994, 1996 and 1998 Young Adult surveys (n = 738) was used. Findings Frequency of drinking and drinking volume largely confounded the association between HED and fights after drinking. Usually drinking in public locations away from home versus private locations was found to be significantly associated with a greater likelihood of fights after drinking among females. Among males, usual drinking location modified the relationship between drinking frequency and alcohol-related aggression, with the greatest risk of aggression for males who drank frequently and usually drank in public locations away from home. Conclusions Programs designed to reduce drinking frequency in this population and to increase the safety of drinking locations in public places away from home may prove to be beneficial in reducing alcohol-related aggression. [source] Roles of informal workplace trainers in different organizational contexts: Empirical evidence from Australian companiesHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2006Rob F. Poell Informal workplace trainers help employees learn what they need to know and do in order to get their job done. Little is known about the actions of informal workplace trainers, who may be colleagues or supervisors. This study provides an empirical basis for actions undertaken by informal workplace trainers. A total of 350 Australian enterprises were interviewed by telephone. Actions of informal workplace trainers were measured using a list of thirty-two statements based on prior qualitative research. Three factors were found to describe core role dimensions: support, structure, and performance. Also, three types of informal workplace trainer appeared: some had a passive indifferent role conception, a considerable number had a restricted role conception, and many had a broad, active role conception. Relationships of role dimensions and role conceptions with organizational context variables and characteristics of informal workplace trainers were tested as well. The study proposes several directions for further research. [source] Importance of Perceived Personnel Selection System Fairness Determinants: Relations with Demographic, Personality, and Job CharacteristicsINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2004Chockalingam Viswesvaran This study explored the relative importance attached to various perceived personnel selection fairness determinants (e.g., selection system content-based variables, features of selection system administration). We investigated how demographic variables (ethnicity and gender), individual differences characteristics (the Big Five and cognitive ability) and job characteristics (job complexity and domestic/expatriate assignment status) relate to the importance of ratings of perceived personnel selection system determinants. The results, especially for race/ethnicity analyses indicated that there might be differences across demographic groups in importance placed on different aspects of selection system characteristics. The magnitudes of the relationships were small to moderate for Asian,White and Hispanic,White comparisons. Asian,Hispanic and gender differences in importance assessments were small. Few individual differences variables (i.e., personality and cognitive ability) were associated with importance placed on various aspects of selection system characteristics. Notable exceptions were moderate positive relationships between general mental ability and importance of content-based selection system characteristics, and moderate negative relationships between emotional stability, conscientiousness and cognitive ability, and importance of selection system context variables. The complexity levels of the jobs held by respondents did not appreciably affect the importance placed on the different selection system characteristics. There were few notable differences between importance assessments for domestic versus expatriate positions. Implications for practice, especially managing cultural diversity in organizations, and for theory development are discussed. [source] A field study of group diversity, workgroup context, and performanceJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2004Karen A. Jehn We explore how the context of an organizational workgroup affects the relationship between group diversity and various performance outcomes. In particular, we theorize and empirically examine the moderating effects of three categories of workgroup context variables: cultures (people- and competition-oriented), strategies (stability-, growth- and customer-oriented), and human resource practices (diversity- and training-oriented). We perform analyses on 1528 workgroups from a Fortune 500 information-processing firm. The results showed, for example, that members of groups diverse in functional background were paid higher composite bonuses when their workgroup context emphasized people-oriented cultures and lower levels of bonuses in contexts with a focus on stability-oriented strategies. In addition, members of groups diverse in level of education were awarded higher amounts of bonuses in workgroup environments that emphasized customer- and growth-oriented strategies. However, members of such groups had lower levels of composite bonuses in environments that focused on training- and diversity-oriented human resource practices. We discuss future research directions regarding diversity, workgroup context, and performance outcomes and outline some implications for managers and group leaders. Copyright © 2004 John Wiley & Sons, Ltd. [source] Productivity and employees' organizational justice perceptions in long-term care for the elderly,RESEARCH IN NURSING & HEALTH, Issue 5 2007Tarja Heponiemi Abstract We examined the associations between productivity, employer characteristics, and context variables, and the organizational justice perceptions of 330 female employees in long-term institutional elderly people care. The productivity measure used was the proportion of the inpatient days to total costs. Employees working in high productivity units experienced higher procedural justice than those working in low productivity units. Hostile employees experienced both the procedures and management as less fair than non-hostile employees. Unit size and resident turnover were negatively and registered nurses percentage positively associated with procedural justice perceptions. © 2007 Wiley Periodicals, Inc. Res Nurs Health 30:498,507, 2007 [source] Beyond the High-Performance Paradigm?BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 1 2001An Analysis of Variation in Canadian Managerial Perceptions of Reform Programme Effectiveness Proponents of the high-performance paradigm often argue that the variable success of new forms of work organization is explained primarily by a failure to implement them comprehensively and to adopt complementary HRM practices. This paper argues that these explanations are inadequate and develops an alternative, political economy approach which accounts more fully for how conflicts embedded in the employment relation limit the effectiveness of reforms. It draws on a unique longitudinal data set representing 78 Canadian workplaces to analyse the extent to which reform programme content, pre-existing HRM conditions and workplace context variables are associated with reform programme effectiveness. [source] | ||||||||||||||||