ISSN : 1229-0696
For decades, difference scores have been frequently used in person-environment fit research. Despite their widespread use, difference scores are prone to numerous methodological problems. Difference scores are inherently ambiguous because they combine measures of conceptually distinct constructs into a single score. They also impose constraints rarely tested empirically and reduce an inherently three dimensional relationship between their component measures and the outcome to two dimensions. Problems with difference scores can be avoided by using polynomial regression analysis and response surface methodology. The purpose of this study was to discuss the methodological problems of difference scores, introduce the polynomial regression analysis and the response surface methodology as the alternative to difference scores, and demonstrate an empirical study on person-person(leader-member) fit by using these new approaches. We investigated the influence of leader-member fit in Big five personality factors on member's satisfaction and trust toward the leader. Questionnaires were administered to 294 job incumbents to obtain (heir own personality rating, their leaders' personality rating, and their satisfaction and trust toward leaders. The result generally indicated the more correspondent the personality of leader and member in Big 5 personality factors were, the more satisfaction and trust the member showed toward the leader. Finally, the meaningfulness and usability of these new approaches in congruence research area and future research directions were discussed.
This study was conducted to whether the biodata of undergraduate students could predict academic achievement and satisfaction of school life. A Biodata Scale, comprised 76 items, was administered to 807 university students to extract 17 items predicting academic achievement and 33 items predicting satisfaction. Results of cross validity indicated that when the WAB method is applied, the correlations between items and academic achievement and satisfaction were significant in both developmental and validity group. When Factor Scaling method is applied, validity coefficient of developmental group was decreased and stability of validity was increased in predicting academic achievement than WAB method. But validity coefficient of both developmental and validity group was decreased on prediction of satisfaction. Finally, the implications and limitations of this study were discussed and the future directions of study were suggested.
The purpose of this study was to investigate the effects of transactional and transformational leadership of first commander in military. Data were obtained from 188 enlisted men of air defense platoons. Overall, transformational leadership was more effective than transactional leadership. The results of individual analysis, measuring leadership effectiveness based on subordinates' perceptions on their platoon, showed that charisma had the most strong effect on leadership effectiveness and management-by exception was also significantly related to leadership effectiveness. The results of group analysis, measuring leadership effectiveness based on the degree of combat preparation, showed that intellectual stimulation had the most strong effect on leadership effectiveness. Finally, the implications and future research are disussed.
There have been a lot of the unemployed who want to create new business since 1997's economic crisis in Korea. In order to understand successful entrepreneur's characteristics and to form the basis of researches on that, this study was performed to identify competencies for the entrepreneur, to develop competency assessment tools, and analyze their validity. We analyzed the entrepreneur's job, reviewed literatures, drew behavioral indicators from sources, and developed the entrepreneur's competency assessment tools. The assessment tools were made up of self-report personality style measurement and biodata were administered to 1,002 entrepreneurs. The criteria were success and income. The results of factor analysis revealed that the entrepreneur's competency model was composed of 10 competencies and they constructed 2 factors. Most of 10 competencies had significant criterion-related validities. Empirical scaling methods(unit weighting, regression weighting, and Weighted Application Blank) were employed to analyze validity of biodata items, 10 items had significant correlations with criterion. Each scaling method showed significant criterion-related validities and no decreases in validity except WAB. On the basis of the results, we discussed the validity of the entrepreneur's competency assessment tools, and described implications to research and filed.
The notion of shared cognition such as shared mental model is expected to improve team effectiveness. Empirical studies, however, have not been as much available as theoretical approach to shared mental model (SMM). We conducted an empirical study using software development teams to investigate the role of SMM on team effectiveness, and the cognitive and attitudinal antecedent factors of team-mates for SMM. We found that SMM has positive influence on team effectiveness, and that SMM can be enhanced by improving personal cognitive capability and agreeableness.
Although personality tests have many advantages over personnel selection, there are disputes about using social desirability scales as indicators of faking in selection context. This point is a critical issue to effective selection and performance prediction in trends that personality tests are widely used in selection. This study is based on the question whether social desirability can be the indicators of faking, purposed to understand faking in personality test, systematically. To do so, I examined the usefulness of social desirability scale in the faking research, found faking-prone items in Hogan Personality Inventory, investigated faking-prone items to be differed according to jobs, conceptualized Job Desirability constructs and explored whether it could be differentiated from Social desirability. In addition, I examined the effects of faking according to job desirability on the selection decision. This is based on the researches to reveal that faking has little impact on criterion validity but some impact on selection decision. This study shows four results. First, social desirability scales have many items disable to detect faking, Second, there are faking-prone items in personality test itself. Third, there are different faking-prone items in different jobs, so faking is occurred according to desirability of specific job. Fourth, Job desirability can be differentiated from Social desirability. Finally, when faking-prone items in personality test were used to estimate the abilities(θ) of subjects, there are change in rankings of person is occurred.
The study examined how raters integrated the informations of 360 degree feedback. It was tested how the informations from multiple sources(self, supervisor, subordinate and co-worker) influenced raters' rating and modification of it, which information was more influential among the informations from multiple source-multiple raters, and how the influence was differed depending upon the direction and the magnitude of the discrepancy between the informations of 360 degree feedback and raters' rating. In results, the informations significantly influenced raters' rating and modification of it, and the impact of the rating of peer and subordinate was stronger than that of supervisor and self. Moreover, it was testified that the tendency to modify raters' self-rating downward when they received lower rating scores from multiple source-multiple raters was stronger than the tendency to modify raters' self-rating upward when they received higher rating scores from them. There was the interaction effect between the direction and the magnitude of the discrepancy among ratings. The causes of the results and implications were discussed.
The purpose of this study was to investigate the effects of the intervention program, 'Achievement' for unemployed people. The 2,517 participants in the program were surveyed twice before and after the intervention program. The main results were as follows: 1) The intervention brought about positive changes in cognitive, emotional, and behavioral aspects: 2) The program tended to increase job-seeking efficacy as the strongest predictor of reemployment: 3) The program had differential effects on participants according to their characteristics. Namely, there is more positive change of job-seeking efficacy for the kind of participants those who experienced more economic hardship, dysfunctional coping behavior, negative emotion and deteriorated self-esteem or who are young or women: 4) Four interaction effects were found signigicant. The findings are discussed in terms of the implications for further research.
The present research examined the relative roles of capacity-and skill-based cognitive characteristics in performance on a complex aviation task. Specifically, we examined the impact of individual differences in inherent capacity of working memory (WM) and acquired memory skill to encode situational information in an accessible form in long-term memory (LTM) on flight situation awareness (SA). We developed spatial and verbal measures of WM-based capacity and LTM-based skill, and then determined the ability of these measures to predict the differences in performance on SA tasks. While both spatial measures of WM-based capacity and LTM-based skill were important predictors of SA performance, their importance varied as a function of pilot expertise. Furthermore, evidence of a compensatory role of the two memory constructs is indicated. The results have practical implications for aviation professionals interested in pilot training and selection for developing pilot expertise.