open access
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open access
메뉴
ISSN : 1229-0696
The primary purpose of the present study IS to figure out the reason why the illusory correlation phenomena differ in individual and group targets. Hamilton(991) proposes that a distinctiveness-based illusory correlation occurs with a group target, whereas a salience-based illusory correlation occurs with an individual target. because of the expectancy to form a consistent and unified impression to the individual target. We hypothesize that whether or not the attention is given to the target and whether the judgmental encoding is made in an on-line fashion or memory-based fashion might be responsible for the difference. To prove this, a completely randomized 2(attention, no-attention) by 3(on-line, memory-based, control) by 2(individual, group) experiment was conducted with 180 subjects. Dependent variables included target assignment. frequency estimates, and performance evaluation. Results showed that when no attention was given, there was a difference between on-line and memory-based conditions with a group target, but there was no difference between the two with an individual target, as expected. On the other hand, when the attention was given, there was no difference between on-line and memory-based conditions with a group target, but there was a difference between the two with an individual target. These results imply that illusory correlation plays an important role in the performance evaluation, which could result in the biased evaluation in both individuals and groups. Other implications and limitations of the present study are discussed.
The purpose of the present study was to compare driving performance, subjective mental workload levels, and usability evaluation when driving conditions(normal navigation vs. front-to-rear end collision situation) and the information modality of in-vehicle navigation system(visual, auditory, and audio-visual) were varied. Driving performances were measured both by longitudinal(variabilities in accelerator input, driving speed, and brake input) and lateral vehicle controls(variabilities in lane position and steering wheel rate). NASA-TLX, which was adopted to measure subjective mental workload, and the drivers' subjective evaluation for the system usability were also measured. The results of Experiment 1 where normal and navigational driving was required can be summarized as the followings: (1) The drivers showed smaller lane position variability when the navigational information was provided through auditory or audio--visual modality than through visual modality. But (2) the other driving performance measures and subjective workload ratings were not significantly different among the types of information. And (3) the auditory or the audio-visual navigation systems were evaluated to be more usable than the visual system In Experiment 2, collision situation was simulated by manipulating the speed of the vehicle which the drivers were asked to follow. The results of the Experiment 2 showed the followings: (1) Time to initial and fun brake application after the warnings were shorter when the information was presented auditory or audio-visually than visually. (2) Subjectively reported workload levels were lowest in the auditory condition, bur: (3) the usability evaluation did not differ among the three types of warning. Finally, implication and issues related to this study were discussed.
Increasing support for the relationship between accident liability and personality traits led to research focusing on the personality factors that promote workplace accidents. In study 1, a large sample of railroad officials were asked to complete the Safety Locus of Control Questionnaire(SLCQ) and the Stress Susceptibility Questionnaire(SSQ). Factor analysis revealed three factors in each of them: accident prevention, unavoidability of accidents, relationship between fortunes and accidents in the SLCQ and a heavy workload, unclear responsibility, obscure objectives of the work in the SSQ. In study 2, two groups(accident involvement group and non-accident involvement group) of railroad officials were recruited to investigate possible indicator of accident involvement at work. Both groups were asked to complete the SLCQ, the SSQ, the Introversion-Extroversion Scale and the Neuroticism Scale. Those in accident involvement group show higher external scores, higher susceptibility scores and higher N scores than those in non-accident involvement group.
Few organizational psychologists have attempted to quantitatively measure the work environment for creativity, although there are some psychometrically sound instruments that assess perceptions of organizatonal environments in general. However, recent contextual theories of organizational creativity have tried to identify dimensions of work environments that are related to creativity in organizations. Among them, Amabile(1995) developed and validated a new instrument, KEYS: Assessing the Climate for Creativity, designed to measure perceived work environment for creativity. In study 1, we replicated the validation study of Amabile et al(1996), the purpose of which was to establi.sh the validity of Korean-version of I{EYS scale. The Korean-version KEYS scale had acceptable factor structure, internal consistency, and convergent, discriminant, and criterion-related validity. In study 2, we attempted to develop the short-version of Korean KEYS scale. We discussed the results and limitations of this study, and presented the utility of this scale and future research directions.
The present study investigated the motivational effects of the balance between positive and negative possible selves on task performance. Markus and Nurius(986) showed the importance of the balance in relation to the delinquent behavior, but not in relation to task performance. The present study focused on the question whether the balanced subjects perform better than those in positive possible selves condition. Seventy eight subjects participated in an experiment, where they were randomly assigned in one of the four experimental conditions: balance, positive, negative, and control condition. Possible selves were manipulated by imagination procedure. Dependent variables included the duration time of performance, amount of performance, and reaction time that subjects either accept the success-related words or reject failure-related words. Results indicated that subjects in the balance condition maintained their performance for the longest time, followed by subjects in the positive, negative, and control conditions in the order. In addition, subjects in the balance condition either accepted the success-related words or rejected failure-related words faster than those in the negative possible selves condition. Thus, the present study provides the empirical evidence that the balance between positive and negative possible selves produces a maximum motivational effect, compared to the other possible selves conditions.
This study investigated the psychological, sociological, and cultural factors behind generation gap and conflicts in business organizations. 1Ne surveyed directors, managers, assistant managers, and lower level employees in large business organizations, asking questions on everyday life culture and behavioral patterns of successive generations as well as their value orientations and attitudes. Results showed that generation gap became clear between ranks and major gap lay between lower level employees/assistant managers and their seniors. Major sources of generation gap include, (1) acceptance of and adaptation to changes, (2) existence of subcultures, and (3) inconsistency among emotional, cognitive, and behavioral aspects of attitudes. Although younger generation were more or less progressive on issues such as gender equality and new business trends, they didn't show postmaterialist value and no generational difference appeared on the issue of work orientation. Younger generation put more priority on extrinsic rewards and were dissatisfied with their intrinsic and extrinsic rewards. In behavioral pattern, younger generation were more individualistic but at the same time more obedient than their seniors. It means that younger generation's individualism does not necessarily lead to anti-collectivism. In terms of value orientation, however, old generation showed more collectivist, authoritarian, and conservative orientation while their counterpart showed individualistic and equalitarian orientation, which may become a source of creating different subcultures in business organizations. More interestingly, it was found that old generation tended to hold more duality in value orientation than their counterpart. Finally, the analyses of responses on emotion/value/behavior dualism revealed that old generation held more inconsistent attitude on the issues of acceptance of new trends.