ISSN : 1229-0696
This paper reviewed behavioral studies that have been designed to increase industrial safety. The essential features of the studies were analyzed in terns of subjects, experimental settings, independent variables, dependent variables and measurement, observational procedures, experimental designs, and follow-up and maintenance. The analysis revealed that behavioral studies have been very successful and have a great potentaility for the future. Despite of this success, however, behavioral studies do have some theoretical and practical limitations in the present. Therefore, more research is necessary to resolve these limitations in order to make safety management more effective.
The purpose of the present study was to investigate the relationship of organizational commitment with occupational stress, personal strain, and stress coping ability. The number of subjects of the study were 469 male and female workers selected from five diverse manufacturing industries including two service company. The study investigated the relationship between occupational stress, personal strain, and stress coping ability. The results indicated that occupational stress had significant correlations with personal strain and stress coping ability. Also employees with high occupational stress showed more commitments to their organization. Multiple regression analysis were conducted with the organizational commitmment as dependent variable and occupational stress, organizational climates as the predictor variables. The results showed that the role boundary, role insufficiency, organizational climates, responsibility variables were significant predictors of organizational commitmment. The study hypothesized that personal strain gives influences on stress coping ability and that organizational commitment intervene between personal strain and stress coping ability. The study obtained an interesting finding that the correlation between personal strain and stress coping ability had significantly different pattern according to the degree of organizational commitmment. The personal strain had significant correlations with stress coping ability in the group that the degree of organizational commitmment was high. However, The correlation between two variables was not significant in the group that the degree of organizational commitmment was low.
The purpose of this study was to suggest product choice model. This model was based on personal values. In study, total 220 college studednts was consisted 107 male and 113 female. As suggested model, personal values not only indirectly but directly influenced on product choice. Personal values influenced on importance of attributes, importance of attribute influenced on product choice behavior. And personal values directly influenced on product choice. In general values, tradition oriented general value influenced on quality oriented consumption value and product choice, hedonism oriented general value influenced on aesthetics oriented consumption value and product choice, and success oriend value influenced on both consumption value. In specific values, quality oriented consumption value influenced on importance of qualitative attribute and product choice, aesthetics oriented consumption value influenced on importance of aesthetical attribute and product choice. And importance of attribute influenced on product choice. Also, consumption values were stronger than general values in effects on product choice.
This study deals with the methods for measuring and evaluating human sensibility and translating sensibility to design elements of products for applying human sensibility to products development. In order to compose scale for measuring and evaluating sensibility, fuzzy set was used. And the relation between sensibility and design elements of products was found out using correlation analysis and multiple regression analysis, and then sensibility and design elements was connected by modelling the relations of them using multiple objective linear programming. From the results of this study, it was found out concretely what kind of the relation exists between human sensibility as a psychological side and design elements of products as a physical side, and design elements of products that raise some sensibility were shown quantitatively. Therefore, the results of this study can be applied effectively in designing the products considered human sensibility.
The purpose of this study was to develop the Big-Five personality test and to investigate the relationships between the Big-Five personality dimensions(Extraversion, Emotional Stability, Agreeableness. Conscientiousness, and Intellect) and performance criteria in the newcomer training setting. The Big-Five personality test which composed of 119 statements was developed through item analysis and factor analysis using 1,187 job incumbents in a large company. This test was administered to 3,593 trainees in the training center and the personality test scores were obtained. Then, several performance criteria regarding their training proficiency were also obtained. Correlation analysis was conducted to examine the relationships between the five personality dimensions and performance criteria. Results indicated that Extraversion, Emotional Stability, and Conscientiousness showed statistically significant relations with the composite score derived from all of the performance criteria. But the magnitude of correlation coefficients was small except Extraversion. Extraversion, Emotional Stability, and Intellect were related with the sum of subjective ratings by observers regarding creativity, responsibility, active disposition, judging ability, leadership, and cooperation. Overall, while Extraversion dimension was related to most of the performance criteria, Agreeableness dimension was related to least of the performance criteria. Multiple regression analysis using the Big-Five factors as the independent variables revealed very same results to those of correlation analysis. Based on these results, the usability of the Big-Five personality test for the purpose of predicting job performance in the industrial setting, the limitations of this study, and the future research agenda in this area were discussed.
Computer technology is being applied everyday to increasingly diverse and complex problems. These vast applications create a demand for able computer programmers and for valid selection tools to identify persons with aptitudes for this position. However, there has been little effort to systematically define the job of computer programmers and develop job-related, specific aptitude instruments. The purpose of the present study was (1) to develop a computer programmer aptitude inventory reflecting the selection dimensions resulted from a worker-oriented job analysis, and (2) to investigate the validity of the inventory for various groups of computer programmers. The 250 experimental items were pilot tested with 150 college students majoring in computer science and analyzed for difficulty, discrimination, and internal consistency, and finally 100 items were selected for the experimental form of the CPAI. Four field studies were then conducted with approximately 1600 computer programmers to revise and validate the experimental CPAI. It was found that the reliability coefficients of most of the subtests were acceptably high. As expected, there were also significant differences between computer programmers on the bases of education level, job level and college major, reflecting adequate construct validity of the CPAI. For the concurrent validation of the inventory, the CPAI was administered to currently employed computer programmers of a large software company, and the scores correlated with supervisors ratings of each programmer on overall performance (i. e., ability, personality, attitude, and the like). The validity coefficient of the CPAI was .36 for this group. The CPAI total score, as well as four of its subtests, were found to significantly relate to the ratings, although the group appeared to be highly selected and restricted in range of both predictor and criterion, and the ratings were on the overall characteristics, not on specific job-performance. Factor analysis revealed two significant factors, the data transformation factor and analysis/evaluation factor, which could provide test developers with future directions for developing psychological tests in the areas of software. In shot, the problems and limitations of the experimental CPAI has been thoroughly examined and revised thorough the validation studies, and this resulted in an enhanced, i. e., more reliable and valid, aptitude instrument consisting of 6 subtests with 110 items. The findings of the present study, therefore, indicate that the CPAI can be used as a selection tool in industrial settings. The implications of these findings, limitations of this study, and the direction of future research were discussed.