ISSN : 1229-0696
The purpose of the present study was to compare menu searching performance and driving performance when the experimental conditions of time pressure, driving difficulty, and the system menu structure(narrow-deep vs. broad-shallow) were systematically varied. Driving performances of longitudinal and lateral vehicle control, and menu searching performance(i.e., menu selection time and error rate) were measured as the dependent variables. The results of the Experiment 1 showed that the drivers` menu searching and driving performance under time pressure condition were better than enough time pressure condition. The results of the Experiment 2 can be summarized as the followings: (1) As indicated in the Experiment 1, the drivers` menu searching performances under time pressure were better than enough time condition. (2) Menu searching performances were better when the drivers were required to select menu items from broad-shallow menu structure than narrow-deep menu structure, and to drive on the straight highway than curved highway. (3) Both aspects of driving performances were better in the straight highway condition than in the curved highway condition. However, (4) each aspect of driving performances appeared to be affected differently according to the time pressure condition and the system menu structure: longitudinal vehicle control was better when the drivers were asked to drive under time pressure condition and to select menu item from broad-shallow menu structure than they were asked to drive under enough time condition and to select menu item from narrow-deep menu structure. However, the drivers showed smaller lane position variability=(lateral vehicle control) when there was enough time and they were provided narrow-deep menu structure. Finally, implication and issues related to this study were discussed.
The purpose of this study was to investigate the differences of changes in psychological well-being between employment status(unemployment vs. temporary employment vs. permanent employment). For this study, 434 participants experienced intervention program, `Achievement` for unemployed people were surveyed three times before and after the program and asked to respond the follow-up questionnaires measuring psychological well-being. The main results were as follows: 1) There was no difference between the unemployed and the reemployed in negative emotion(anxiety, depression, hostility) and self-evaluation(self-esteem and jobseeking self-efficacy) level: 2) The temporary employees were higher in level of anxiety and depression than the permanent employees. In addition to that, the temporary employees were lower in level of self-esteem and jobseeking self-efficacy than the permanent employee and even the unemployed: 3) The results also suggested that for the males the unemployed experienced much more anxiety than the permanent employees, but for the females the temporary employees experienced much more depression than the permanent employees and the unemployed. The findings are discussed in terms of the implications for further research.
Research on biased information search consistently has shown that, after having made a decision, people prefer supporting to conflicting information. Whether confirmation bias occurs in group decision making and this confirmation bias is reduced by debiasing mechanism was examined in two experiments. Experiment 1 indicated that people prefer supporting information and that the strength of this confirmation bias is strongest in intermediate hypothesis groups and weakest in groups searching information simultaneously. Experiment 2 showed that confirmation bias in homogeneous groups is stronger than that in heterogeneous groups. The classification of homogeneity and heterogeneity is based on the use or nonuse of the devil`s advocacy technique. The results also showed that devil`s advocacy technique is an effective way to debias the confirmation bias. Higher confidence in homogeneous groups was identified as an important mediator.
Research on biased information search consistently has shown that, after having made a decision, people prefer supporting to conflicting information. Whether confirmation bias occurs in group decision making and this confirmation bias is reduced by debiasing mechanism was examined in two experiments. Experiment 1 indicated that people prefer supporting information and that the strength of this confirmation bias is strongest in intermediate hypothesis groups and weakest in groups searching information simultaneously. Experiment 2 showed that confirmation bias in homogeneous groups is stronger than that in heterogeneous groups. The classification of homogeneity and heterogeneity is based on the use or nonuse of the devil`s advocacy technique. The results also showed that devil`s advocacy technique is an effective way to debias the confirmation bias. Higher confidence in homogeneous groups was identified as an important mediator.
The main objective of this research was to suggest that psychological contract framework could be useful in studying the relationship h n union and its members. Through the pilot study using semi structured interviews, in which 20 union leaders and 44 union members participated, the contents of psychological contract in trade union setting were identified. Union`s obligations were categorized as three large groups of obligations. `Instrumental obligation`; obligations of the union to obtain desirable outputs from the company; `managerial obligation`; obligations to manage union well; `ideological obligation`; obligations which are external and related with the identity of the union. Union members` obligations were also categorized as three large groups: `participatory obligation`, `relational obligation` and `ideological obligation`. The purpose of study 1-1 was to confirm the findings of the pilot study using quantitative data. From the result of pilot study Psychological Contract Measurement was developed. 277 union members and 33 union leaden participated in study 1-1. By using exploratory factor analysis, the factor structure found in pilot study was confirmed. In study 1-2, based on the individual difference in evaluating the importance of the three union obligations, participants were divided into 8 groups and the level of union participation among 8 groups were compared. In result, significant three way interaction effect and the main effect of union`s ideological obligation were found. Finally, the theoretical and practical implication of this research were discussed and several direction for future research were also suggested.
Based on the gender role perspective, this study tested the hypothetical model indicating the effects of perceived job characteristics(task significance and challenge) and work-family conflict(WFC) on the attachment toward organization(organizational commitment and turnover intention) and organizational citizenship behavior(OCB) by analysing the data collected from about 380 married employees working at public service agencies. Results showed that both job characteristics and WFC affect the attachment toward organization and, in turn, OCB. The results also showed that job characteristics and WFC had differential effects on the attachment toward organization between men and women. Specifically, perceived job characteristics of male had stronger effect on the attachment than those of female, and WFC of female had stronger effect than that of male.
Based on the gender role perspective, this study tested the hypothetical model indicating the effects of perceived job characteristics(task significance and challenge) and work-family conflict(WFC) on the attachment toward organization(organizational commitment and turnover intention) and organizational citizenship behavior(OCB) by analysing the data collected from about 380 married employees working at public service agencies. Results showed that both job characteristics and WFC affect the attachment toward organization and, in turn, OCB. The results also showed that job characteristics and WFC had differential effects on the attachment toward organization between men and women. Specifically, perceived job characteristics of male had stronger effect on the attachment than those of female, and WFC of female had stronger effect than that of male.
In this study, we report methods and some results concerned with explicating the nature of knowledge of industrial trainers who are at different levels in expertise. Working with the three senior trainers in the training center of a large business group, we defined a list of 29 core elements to be acquired and mastered in the career paths of the professional trainers in the center. The knowledge elements are concepts, propositions, or practical know-hows of which the trainers should have a good grasp. The rating task was presented to employees with all possible pairs of knowledge elements and required them to judge the relatedness of the elements using a 10-point scale (0, 1, 2, ..., 9). Twenty one subjects completed the ratings. The rating task assumes that the less related elements be perceived further apart in one`s knowledge Structure. The ratings were put into a procedure called Pathfinder (Schvaneveldt, Durso, & Dearholt, 1985), a network scaling program based on the graph theory in mathematics. It generates a link-weighted network, a configuration in which elements are depicted as nodes and relationships are depicted as links between nodes. We used a method of assessing knowledge structure in order to obtain access to participants representations and worked with a small group of experts to identify the detailed level-specific facts and to understand the differentiation among the groups of trainers.