Research concerning the validity of various procedures for assessing managerial potential is reviewed. It is found that several assessment techniques are valid for identifying and/or predicting potential and that a combination of techniques usually accounts for a significantly greater amount of criterion variance than does a single assessment procedure used alone. The lack of research concerning the use of multiplecomponent assessment techniques for the selection of individual job applicants for lower-level managerial positions is pointed out. The present study concerns itself with an operational individual assessment program designed to identify and select from among experienced job applicants those individuals exhibiting greater supervisory and/or managerial potential. It's objectives are to examine the merits of this process from the organization's point of view and to assess the relative values of the separate components utilized in the process, namely clinical ratings and objective tests. The results tend to support the ratings, though no significant correlations were found. Weaknesses in the criterion are pointed out and it is suggested that both the assessment process and the performance appraisal procedure be revised.

When 32 elementary education students, 16 of whom were enrolled in an off-campus block of laboratory experiences with handicapped, took the Rosenzweig Picture-Frustration Study and the Kuder Occupational Interest Survey, Form DD, there was no evidence that the professional semester affected self-confidence or social adjustment as measured by the number of extrapunitive and need-persistence reactions, respectively, on the P-F Study. The t test was used to compare the mean number of those responses made by members of the two groups. There was considerable evidence, however, that the number of subjects who gave elementary education the same or an even higher rank following the professional semester was too great to be attributed to chance when compared by means of chi square to the number and direction of rank changes made by members of the control group on the same occupational survey. The support which this study has given to actual classroom experience as a cause of increased professional commitment is sufficiently great to imply that other students might profit if their programs contained periods of time spent in daily contact with learners before their student teaching experiences begin.

A study was conducted to develop a written tank knowledge test for United States Army armor trainees. Such a test may be employed as a tool for training program evaluation and as a criterion measure for assessing trainees. The Tank Knowledge Test (TKT) was developed from items written by subject matter experts familiar with the armor training program. After pilot testing, a revised version of the TKT had an internal consistency reliability of .79. Item difficulty levels ranged from .16 to .92 with a mean of .57. A factor analysis performed to examine the possibility of deriving subscales from four clusters of topically related items revealed no support for a four factor solution.

The theory of groupthink has been highly beneficial in the study of how groups make decisions. It has permeated almost every field containing decision making groups. Despite its popularity, there has been a surprising lack of empirical support for the model. It is the aim of this paper to suggest a possible explanation for the current state of groupthink research. First the groupthink model is described briefly, followed by a look at several selected empirical and case studies of groupthink. A potential reason for the dearth of empirical is then proposed along with a suggestion for future groupthink research.

Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.

Collective efficacy, group helping behaviors, and group cohesion are group outcomes that have demonstrated pervasive effects on group performance. These group outcomes are important because of the strong relationships that have been established among these variables. Transformational leadership has shown to greatly foster these outcomes. The purpose of this thesis was to investigate the relationship between transformational leadership styles and organizational group outcomes in the workplace.

Careless responders have a large impact on a study by causing issues such as Type II errors (failing to reject a false null hypothesis), which then waste researchers’ time and money. Research on careless responding has focused primarily on detecting and removing careless responders rather than on reducing careless responding before data collection begins. The purpose of the present study was to test the use of honor codes with or without the presentation of a picture of watchful eyes to increase self-awareness thereby reducing careless responding. Participants (N = 305) were randomly assigned to one of five honor code conditions (control condition, read-only condition, type condition, read-and-eyes condition, or type-and-eyes condition) and then completed a number of personality measures. Participant’s responses were screened for careless responding. I found that when participant’s only read an honor code without a picture of watchful eyes on the screen, they were significantly more likely to engage in careless responding than were people in the control condition. There was no significant difference in careless responding in the control condition compared to the other three conditions (type condition, read-and-eyes condition, or type-and-eyes condition). This finding indicates that participants being presented only with an honor code, and no other cues of moral behavior, might lead to psychological reactance (i.e., participants perceiving their freedom or control was threatened). This psychological reactance was likely due to participants feeling coerced to respond honestly by the honor code rather than participants responding honestly on their own accord. Additionally, there were no differences on participant’s responses across conditions on a number of personality measures that may be sensitive to increased self-awareness. A number of exploratory analyses were also conducted to further examine psychological reactance. The present study provides answers and possible directions to a number of useful questions that could improve data quality and reduce potential negative effects of honor codes under certain circumstances.

The present study investigated whether there is a relationship between workload and cognitive overload with self-efficacy, perfectionism, and psychological resilience as possible moderators. Cognitive Load Theory states that individuals have a finite amount of working memory. When the working memory load has reached its maximum, individuals experience cognitive overload. Employees with a higher workload receive higher amounts of information, increasing their cognitive load, thus being more likely to reach cognitive overload. However, self-efficacious individuals, perfectionists, and resilient individuals are more motivated to reach their goals and will persevere despite obstacles. Therefore, I proposed that perceived workload and perceived cognitive overload would be correlated and that self-efficacy, perfectionism, and resilience would moderate that relationship. Using a web-based questionnaire, 278 adults working at least 25 hours per week were given a series of self-report measures about their perceived workload, cognitive overload, self-efficacy, perfectionism, and resilience. Workload was found to be positively correlated with cognitive overload, but self-efficacy, perfectionism, and resilience did not moderate the relationship between workload and cognitive overload. Subsequent analyses provide limited support that level of education moderates the workload-cognitive overload relationship. As personal characteristics do not moderate the relationship between workload and cognitive overload, management in organizations will want to explore different ways to affect the perceived workload of their employees.

Corporate social responsibility (CSR) is an expanding trend as more organizations have adopted various CSR policies. Due to this, CSR has been a growing topic in Business and Psychology research, especially on the micro-level of CSR’s effects on individual employee outcomes. In this study, we proposed a new sub-dimension of Person-Organization (P-O) fit, such that there’s a Person-CSR (P-CSR) fit: the perceived congruence between an individuals’ values with an organization’s CSR initiatives. We predicted that P-CSR fit would explain additional variance over and beyond P-O fit for organizational outcomes: organizational commitment, organizational identity, job satisfaction, and organizational citizenship behaviors. Further, we predicted the relationship between P-CSR fit and these organizational outcomes would be moderated by the individual’s social responsibility values. Using a sample of 230 participants, who worked for their current organization for an average of 2.92 years and an average of 35.10 hours per week, results of this study consistently found P-CSR fit to capture additional variance over and beyond P-O fit. However, this study did not find the predicted moderating relationships. This study provides important implications for organizations that do not have CSR established, organizations that have CSR but do not make it known, and organizations that have CSR that are not proactive nor reflective of their industry.

An increasing reliance on expatriate employees makes it critical that multinational organizations make a concerted effort to facilitate the successful transition of employees from foreign cultures. The parallels between the experience of expatriate employees and international students suggests that the results of research investigating issues of cross‑cultural adaptability that are conducted in academic settings should generalize to the workplace. The current study investigated the influence of the Sino‑American 1+2+1 Dual Degree Program on the cross‑cultural adaptability, acculturation, and withdrawal intentions of international students. It was hypothesized that participants in the 1+2+1 program would demonstrate higher levels of psychological adaptability and socio‑cultural adaptability, while demonstrating lower levels of withdrawal intentions. In addition, it was hypothesized that 1+2+1 participants would be more likely to adopt an acculturation orientation style than 1+2+1 non‑participants. To test the hypotheses, survey responses were obtained from 50 Chinese international students who were currently enrolled at California State University, San Bernardino, Northern Arizona University, and Coastal Carolina University. Results provided partial support for the 1+2+1 program improving the socio‑cultural adaptability of international students, while providing no support for the other three hypotheses. An interpretation of the results is provided that cites past studies which present potential explanations for the findings. Finally, an overview of the limitations of the current study, as well as the theoretical and practical implications of the results are discussed.