초록

Abstract

This study was conducted to examine the communication effectiveness of comparative ads vs. noncomparative(traditional) ads, one-sided vs. two-sided message, and to find out the differences according to the levels of product attributes in terms of the attitudes. The hypotheses in this study were as follws : 1. Comparative ads would be more effective than noncomparative(traditional) ads, and two-sided message would be more effective than one-sided message. 2. Comparative ads would be more effective in two-sided than one-sided message, and noncomparative(traditional) ads would be more effective in one-sided than two-sided message. 3. The effect of product attributes would be highest on the medium level. Subjects in this study consisted of 192 undergraduates and were randomly assigned to 12 experimental treatments. Data collected were processed by SPSS(two-way and one-way ANOVA). The results were as follows : 1. There was significant main effect for the type of comparison only in affective component, but significant main effect for the type of message in cognitive, affective, and behavioral component respectively. 2. There was no significant interaction effect between the type of comparison and message. 3. There were no significant differences among the levels of product attributes.

초록

Abstract

We assumed that an employee's performance in an organization was related to his perception of such factors as socio-economic environment, organizational structure and processes, job itself, personal characteristics, and personal life outside the oganization. Under this assumption, we attempted to abstract major determinants in predicting the performance from subfactors of these factors. The detailed procedures and findings of the four parts research are as follows. First, multiple regression analysis by 22 predictors was conducted to 462 bule-collars engaged in electronics industry. Multiple correlation coefficient(R) to performance predicted by all of 22 predictors was .588, therefore 34.6% of the performance variance could be explained by all predictors. Results of forward stepwise regression analysis showed that 6 predictors-motivation(R=.484), morale(R=.517), competence(R=.538), cognitive need satisfaction(R=.548), job communication with leader(.555) and loyalty to organization(R=.563)-had statistically significant multiple regression coefficient to performance. These 6 factors explained 31.6% of the performance variance, which meant only 3% of the variance was explained by 16 surplus predictors. Second, it was assumed that the constructs having significant regression coefficient to performance prediction of electronics industry blue-collars also might be important factors of performance in inudstrial organizations in general, without taking the effects of the industry-specific or the organizational hierarchy-specific factors into consideration. We tested the validity of this assumption by substituting the measures of each constructs for the multiple regression equation. Namely, the predicted performance level of each company were derived from the regression coefficients and means of each constructs, then whether these predictions were really correlated to actual performance ratings of each company or not was tested. The results showed significant Pearson correlation coefficient r=.782(p<.05) between the predicted values from multiple regression equation and the actual performance ratings. Third, another 281 blue-collars in the same electronics industry rated how much the content of each item affected their performance. We found, as the result, that 8 constructs-motivation(2.320), loyalty to organization(2.375), leader's comprehension of subordinates' jobs(2.244), morale(2.273), leader's support for goal setting(2.247) and feedback(2.244)-had effects upon performance. Four of these factors(motivation, morale, loyalty to organization and leader's comprehension of subordinates' jobs) were also found to have significant regression coefficient at multiple regression analysis. Finally, it was also found that age, marriage status, tenure and salary among 7 demographic variables are significantly related to the performance level.

초록

선행연구(한덕웅, 1985,1986a)의 다면ㆍ인과적 접근법을 적용한 후속 종단적 연구로서 새로 사귀기 시작한 가장 절친한 친구들이 3개월 동안의 우정관계의 진전기간에, 진전되지 못한 집단에 비해서, 어떤 특징적 변화를 보이는지 알아내고자 했다. 대학 신입생중 우정관계가 진전된 47명과 진전되지 못한 33명이 세 시점에서 대인매력, 대인행동, 자기노출 및 다양한 관계의 평가와 판단에서 보이는 차이를 알아냈다. 전체적으로 시간경과에 따라서 행동, 자기노출이 높아졌는데, 전체행동, 긍정적 행동, 자기노출의 다양성 및 대인매력은 우정이 진전된 경우에 진전되지 않은 경우보다 높았다. 한편, 진전되지 않은 경우에는 시간이 13주 경과된 후 형평, 상대와의 관계만족, 상대방으로부터의 호감 및 도움받을 확률을 낮게 지각했으나 진전 집단에서는 유의하게 높아지거나 적어도 낮아지지는 않음으로서 이 요인들이 깊은 교류로의 진전 여부에 중요한 지표임을 알았다. 각 단면들의 상대적 예언력을 보면, 초기단계에서는 단편적 정보만으로 판단이 가능한 대인매력이 다음 시점의 다른 단면들을 예언하는데 유의한 요인인 반면, 후기단계에서는 깊은 상호교류를 통해서 경험하는 관계의 만족, 도움받을 확률, 장래예견 등이 중요한 예언요인이었다. 우정관계의 진전여부에 대한 귀인을 보면, 진전 집단에서는 상호협조, 상대방의 좋은 대우나 성격, 부담의 적음 등으로 귀인시켰고 비진전집단은 진전이 안된 원인으로 자기노력 부족, 태도의 불일치, 자기 관심의 부족 등을 들었다. 이 결과는 친밀한 관계에서 내외귀인 구분이 부적절함을 시사한다.

Abstract

Based upon the framework of multidimensional-causal approach to relationship development(Hahn, 1985, 1986a), a longitudinal study was performed to understand the process of friendship formation and development. 47 junior college students who successfully continued to make a intimate friendship and 33 noncontinuing subjects completed the questionnaire at the 3, 8, and 13 weeks during the first term after admission to the junior college. Questionnaire consisted of interpersonal behaviors, self-disclosures, attraction to the partner, and evaluation or judgement of relationship. On the whole, both the diversity of interpersonal behaviors and intimacy level of self-disclosure increased as the relationship progressed, but subjects who successfully continued to make a intimate friendship reported more behaviors, more self-disclosed, and were more attracted to the partner, compared with noncontinuing subjects. Equity about relationship, satisfaction, perceived liking, and expectation of being helped decreased for the noncontinuing subjects, but remained relatively unchanged in the continuing subjects. It was also found that while attraction to the partner was good predictor of the other aspects of friendship relationship in the earlier friendship development phase, satisfaction, expectation of being helped, and future anticipation with the relationship were more important predictors in the later phase. In addition, continuing subjects tended to make P&#x00D7;O interpersonal attribution and partner attribution for relationship maintenance, but for the noncontinuing subjects self-attributions were dominant as causes of relationship break-up. These results suggests that internal-external partition of attribution may be inappropriate for the intimate relationships.

초록

이 연구에서는 사회적 태도를 형성하는 준거차원이 아동과 성인에서 질적으로 다르다는 사실을 규명하였다. 실험 I에서는 사회적 대상에 대한 신념의 구조가 아동과 성인에서 서로 다름을 밝혔다. 아동은 태도가 대립되면 그들의 신념도 달랐다. 태도주제 학생의 복장에서 교복지지자는 질서 차원[질서없다(-)~질서있다(+)]에 입각해서 교복과 사복에 대한 태도를 형성하는 반면에 사복지지자는 개성차원 [개성없다(-)~개성있다(+)]에 준거하여 태도를 형성하였다. 따라서 이들은 교복과 사복을 '없다(-)' ~ '있다(+)'의 평가차원에서 대립시켰다. 반면에 성인은 대립되는 태도에서도 그들의 신념은 같았다. 교복지지자와 사복지지자가 모두 교복은 질서는 있지만 개성은 없고, 사복은 개성은 있지만 질서는 없다고 판단하여 교복과 사복을 질서있다(P) - 개성 있다(A)의 기술차원에서 대립시켰다. 실험II에서는 아동과 성인의 준거차원에서의 이같은 차이가 태도형성에 미치는 영향을 분석하였다.

Abstract

The present study was designed to testify the qualitative difference between children and adults on reference dimensions in forming social attitude(School uniform vs. Private clothes about 'Clothes in School'). In experiment I, the difference between children and adults on belief structure about social objects was observed. That is, children have different reference dimension as their attitude differ. Pro-school uniforms form their attitude based on the control dimension [not control(-) control(+)], whereas pro-private clothes on the freedom dimension [not free(-)-free(+)]. Therefore they are set up in opposition to school uniform with private clothes on evaluative dimension[negative(-) positive(+)]. But adults have not different reference dimension as their attitude differ. They are set up in oppositision to school uniform with private clothes on descriptive dimension [control(P)-freedom(A)] That is, they judge school uniform to have control but not freedom, and private clothe; to have freedom but not control. In experiment II, the effects of the difference between children and adults of the reference dimensions on attitude formation were investigated.

초록

본 연구는 격리성장 경험이 성숙후 위궤양에 미치는 영향을 검증한 것이다. A/J 혈통 생쥐를 이유후 성숙기까지 동료와 격리하여 사육하고, 격리 성장동물은 여러 가지 스트레스성 위궤양 범례를 적용하여 이를 검증하려 했다. 이 실험의 결과는 격리 성장동물은 여려가지 스트레스 조건에서 모두 위궤양 발생률이 낮았으며 스트레스 상황이 클수록 위궤양 발생률은 가합적으로 증가되었다. 이것은 격리성장으로 인한 행동적-생리적 변화들이 위궤양 발생률을 낮추는 요인으로 작용했을 가능성을 암시해 주고 있다.

Abstract

The purpose of this study was to investigate the effects of early isolated rearing on the later susceptibility to stress ulcers. A/J strain mice were reared individually after weaning. The various stress-ulcer paradigms were employed to test isolation effects. Isolated mice showed less susceptibility to the ulcers in various stress paradigms. The intensity of stress being increased, the ulcer was more developed in all animals. This results suggest that the isolation-induced behavioral and physiological changes contributed to less susceptibility to stress-ulcers.

초록

삼원관계들 중의 미완성된 관계들의 예언에 관한 균형이론이 수정되어 검증되었다. 본 연구에서 미완성된 관계들의 예언에 있어서 正負외 부호들의 성질들이 다르다고 가정되었으며, 두 개의 +구조들은 접근과 관심을 일으키고 따라서 가장 큰 균형효과와 가장 적은 불혹실감을 일으킬 것이며 두 개의 -구조들과 +와 -가 혼합된 구조들은 회피, 무관심 및 갈등을 일으키고 따라서 서로 비슷하게 균형효과가 작고 불확실감이 클 것이라는 가설이 세워졌다. P/0, P/X 및 O/X 관계들의 예언들은 가설과 일치되는 패턴을 보였다. 피험자들에 의해 제시된 예언이유들도 가설과 일치되었다. 피험자들은 부분구조들의 예언에 있어서, 균형요인 이외에도 P/X관계와 O/X관계에 주목하였으며, 정보부족과 의견차이의 가능성에 의해서 많은 불확실감반응을 나타냈다. 피험자들의 예언이유들의 보고에서 균형요인의 반응비율은 .39에서 .15의 범위이었다. -P/O관계에 기초된 Newcomb(1968)와 非均衡의 개념이 -P/X와 -O/X관계들에도 적용되어야 한다는 것이 시사되었고, 미완성된 관계의 예언들에서 不確實感의 작용에 관한 집중적 분석의 필요성이 지적되었다.

Abstract

Balance theory of predictions of missing relation in the triadic relations was revised and tested. It was assumed that: positive and negative relations are different from each other in the psychological properties. The hypothesis of present study was as follows : partial structures containing two positive relations will elicit approach and involvement responses, and therefore, will elicit the greatest balance effect and the least uncertainty. Partial structures containing more than one negative relations will elicit avoidance, noninvolvement and conflict, and therefore, will elicit similar small balance effect and great uncertainty. The predictions of P/0, P/X and 0/X relations supported the hypothesis. The reported reasons of predictions also supported the hypothesis. Subjects also attended to P/0, P/X and 0/X relations in addition to the balance of the situations and felt uncertainty by the lack of further information and possibility of attitude differences between P and 0. In the reported reasons of predictions, the proportions of the balance effect ranged from .39 to .15. It was suggested that concept of Newcomb's nonbalance should be generalized to the P/X and 0/X relations. The necessity of analysis of uncertainty in the prediction of the missing relations was emphasized.

초록

매체(media)를 통한 공격장면은 공격적 사고와 연관된 다른 정서들을 활성화시켜 공격행동이 나타날 확률을 높인다는 점화가설과, 공격행동 관찰후 나타나는 공격행동은 각성을 매개로 하여 나타나는지의 두가지 가설을 확인하기 위하여 공격적 영화와 중립적 영화등 2종의 자극 영화를 통해 72명의 연세대학교 남학생들에게 공격성을 측정하였다. 또한 이들 피험자는 Bem의 성 역할 검사를 사전에 실시하여 성역할 태도에 따른 공격 행동의 차이를 알아보았다. 그 결과 전기충격의 강도를 공격성의 지표로 보았을 때, 공격적 영화를 본 피험자와 중립적 영화를 본 피험자간의 공격행동에 차이가 없었으며 남성성의 피험자는 양성성이나 여성성의 피험자보다 더 많은 공격행동을 보였다. 한편 지속시간을 공격성의 지표로 보았을 때는 공격적 영화를 본 피험자들이 중립적 영화를 본 피험자보다 더 많은 공격행동을 보였으며, 충격 강도와는 반대로 여성성 피험자의 공격행동이 남성성이나 양성성의 피험자보다 더 많았다. 한편 공격적 영화는 생리적 각성과 정서적 각성을 야기시키는 것으로 밝혀졌으며, 공격적 영화는 직접적으로 공격 행동에 영향을 미치기 보다는 정서, 생리적 각성에 의해 간접적으로 영향을 미치는 반면 성역할 태도는 상황요인 (영화)에 의한 영향보다는 직접적으로 공격행동에 영향을 미친다는 점이 밝혀졌다. 따라서 공격적 영화는 다른 정서요인을 활성화 시킨다는 점화가설과 각성을 매개로하여 공격행동이 나타난다는 주장은 지지되었다.

Abstract

This study on the effect of watching aggressive films has two main purposes ; (1) to test Berkowitz's priming hypothesis that the primed aggressive thoughts and other associative emotions promote the eliciting probability of aggression ; (2) to conform the Zillmann's finding that the aggression expressed is mediated by physiological and emotional arousal. In addition, the effect of sex-role adjustment upon the aggression was tested. Seventy-two male college students were screened and selected by Bem Sex Role Inventory(BSRI)-and were allocated in one of the six conditions randomly. When the aggression was measured by the index of the electric shock intensity, there was no significant difference between Ss of aggressive film and Ss of neutral film. However, masculine Ss were more aggressive than androgynous Ss or feminine Ss. But when measured by the index of the electric shock duration, feminine Ss were the most aggressive, and Ss of aggressive film were more aggressive than Ss of neutral film. And the aggressive film caused the emotional and physiological arousal. In addition, by the method of path analysis, the aggression was proved to be affected by aggressive film only indirectly via emotional and physiological arousal. Therefore, the two major theoretical concerns, that is, the priming hypothesis that the aggressive film primes the other emotional elements and the Zillmann's finding that the aggression is mediated by arousal were supported.

초록

본 연구는 직무스트레스를 종합적으로 측정가능한 척도를 개발하는데 목적이 있다. 137개 예비문항을 사무직근로자 319명에게 실시하여 최종적으로 81개 문항으로 구성된 리커트식 5점 척도를 개발하였다. 본 척도는 ① 물리적 환경요인② 조직관련 요인 ③ 직무관련 요인 ④ 조직외 요인 그리고⑤ 개인관련 요인등 5개 요인으로 구성되어 있으며, 이들 요인들은 다시 15개 하위요인으로 나누어진다. 본 척도의 구성 타당도는 높은 편이였으며, 반분신뢰도 계수는 .847이였다. 본 척도를 활용하는데 있어서 참고해야 할 몇 가지 제안점을 논의 부분에서 지적하였다.

Abstract

The present study is intended to construct a comprehensive scale of measuring job stress. The subjects were 319 white-collar employees working in a huge conglomerate. A battery of 137 items was administered to the subjects, and subjected to factor analysis. The analysis revealed five factors of 81 items ; a) physical environmental factor b) organizational factor c) job related factor d) extra-organizational factor and e) individual related factor. These five factors are still divisible into 15 subfactors. The construct validity of the scale was demonstrated by the matching between theoretical constructs and factor structures. Reliability of the scale, assessed by a split-half coeficient, was good (r＝.847). Discussion is centered on the limitations of and the suggestions about using the scale in practical setting.

초록

41명의 여대생과 42명의 남자 대학생이 두 가지 과제 (풍경그림 맞추기와 도형 맞추기)를 하며, 그 중 한 가지 과제의 수행수준이 매우 우수하다는 칭찬을 들었다. 풍경그림 맞추기 과제(여성들이 가치 있다고 여기는 과제라 가정함)에 칭찬을 들은 여성은 그 과제에 대한 내재적 동기가 증가함이 자유선택기간의 선택시간측정치 및 설문지 응답측정치의 분석에서 밝혀졌다. 이것은 Deci 등의 '여성은 칭찬을 자신의 행동을 통제키 위한 것으로 받아들인다'는 주장과 상반되는 결과이다. 내재적 동기연구에 있어서, 과제에 대해 개인이 부여하는 '가치'에 주목할 필요성과 관련지어, 결과가 논의되었다.

Abstract

Deci's cognitive evaluation theory on intrinsic motivation asserts that the informational aspect of external events facilitates the internal perceived locus of causality and perceived competence, thus enhancing intrinsic motivation ; but that the controlling aspect facilitates the external perceived locus of causality, thus underminig intrinsic motivation. Positive verbal feedback(or praise) can be thought to have informational aspect. But Deci's several studies showed that, after praise, only male subjects enhanced their intrinsic motivation, but that female subjects undermined their intrinsic motivation. Deci explained these results that females interprete the praise as controlling, because of traditional sex-role socialization process. Zinser et al.(1982) reported similar results. The tasks used in the above experiments(Soma puzzle and Hidden Figure Test), however, seemed to be male-relevant in nature, and thus, the credibility of positive feedback(which informed that the subject were (the) most excellent on that task) was likely to be very low especially for female subjects. It is questioned whether if credibility of positive feedback is high, there is any sex differences in the role of informational aspect of positive verbal feedback. The studies on intrinsic motivation reported so far has ignored the importance of the individual's perceived value for the task. Praise for one's performance of the task with perceived value may have more influence on enhancing intrinsic motivation. The hypothesis of this, study is that the praise for the performance of the task valued by each sex can enhance each sex's intrinsic motivation for the task. It was assumed that Jigsaw puzzle, which showed very beautiful scenery when completed, would be valued by females, and that Tangram, which asked subjects to configurate given figures with geometric forms(triangles and rectangles), would be valued by males. 42male and 41 female college students did these two's kinds of puzzle, and received (1} no feedback, or (2) neutral feedback for one task(they were told that their performance was the same as, specifically, just above, the average), and positive feedback for the other task. Independent variables were the presence of the praise for the performance on the task(no praise, praise for the Jigsaw puzzle, or praise for the Tangram), subject sex(male, or female), and task order(Jigsaw puzzle prior to Tangram, or Tangrsam prior to Jigsaw puzzle). Dependent variables were duration that subject did each puzzle in free choice period, and self-reported interest in each task. The results of this study were as follows : (1) Praising females for the performance of Jigsaw puzzle enhanced intrinsic motivation, compared with no-feedback females, Tangram-praised females, or Jigsaw-praised males. (2) Praising males for the performance of Tangram did not enhance intrinsic motivation, compared with no-feedback males, Jigsaw-praised males, or Tangram-praised females. These results supported the hypothesis of this study only for females. Tangram did not seem to be as much valued by males as this study assumed.

초록

최근까지의 군사기 연구들은 그 개념정립과 측정에서 미흡한 결과들을 보여 왔는데, 주원인은 사기의 간접적인 측정과 1차원적인 분석 방법의 적용이었다. 그러므로, 본 연구에서는 사기를 mood의 형태로서 보다 직접적으로 접근해 가는 반면, 다차원적인 자료 분석을 통하여 과거의 고민을 극복하려고 노력하였다. 본 연구의 추진을 위하여 우선 사기요인 및 지휘유형을 측정하기 위한 질문지들이 개발되었고, 그 자료들은 Principal-Axes-Factor Analysis로 처리되었다. 그 다음에는 사기요인과 지휘 유형간의 관계규명을 위하여 stepwise MR과 Canon. Analysis가 적용되었다. 이 방법들은 사기 앙양을 위해 효과적일 수 있는 지휘 유형의 순서들을 결정하는데 &#x2460; 사기요인별, &#x2461; 전반적인 사기, &#x2462; 중점적인 사기 앙양이라는 관점에서 그 대안을 제시하고 있다. 특히 Canon, Analysis는 사기 앙양을 위한 목표설정의 우선 순위까지도 제공해 주었다.

Abstract

In the previous studies of military morale, the results were still insufficient with regard to the conceptualization and measurement. Their major causes were indirect approaches to the concept and the use of uni-dimesional analysis. In this study, therefore, military morale was directly approached to measure as a type of mood and multivariate analysis were used. For this purpose, the study consists of 2 parts. At first, 2 questionnaires for the measurement of morale factors and leadership styles were developed, in which the data were dealt with Principal-Axes Factor Analysis. In the second place, stepwisc Multiple Regression and Canonical Analysis were applied to look into the relationship between morale factors and leadership styles. These methods presented alternatives to determine the order of effective leadership styles in various aspects. These are improving as follows : 1) morale factors in seperate, 2) general morale in whole and 3) major morale factors. Especially, Canonical Analysis could offer a priority of goal setting for morale improving in general.

초록

이 연구는 필자 등(조긍호와 김인자, 1987)의 연구가 가지고 있는 문제점을 보완한 두 개의 실험을 통해, 필자(조, 1982)의 대인평가차원의 이원모형을 인상형성 과정에서 나타나는 부적 효과를 통해 검증한 것이다. 실험 I에서는 같은 수의 正ㆍ負 특성을 합하여 대상인물을 구성하고, 정보의존상황과 효과의존상황에서 각각 그에 대한 유용성의 인상을 평정시키면, 전자의 경우에는 知的 특성에 의한 부적 효과가, 그리고 후자의 경우에는 情的 특성에 의한 부적 효과가 각각 그 반대의 것보다 큼이 발견되었다. 실험II에서는 앞의 실험과 동일한 대상인물에 대해 호오차원과 화친차원의 인상판단을 시키면, 각각 知的 특성과 情的 특성에 의한 부적 효과가 그 반대의 것보다 큼이 확인되었다. 이러한 결과들은 정보의존 상황에서의 호오차원인상은 知的 특성을 단서로, 그리고 효과의존상황에서의 화친차원인상은 情的 특성을 단서로 하여 형성된다는 필자의 이원모형에서 예측하는 바대로의 것으로, 이 모형의 경험적 타당성을 입증해 주고 있다.

Abstract

The purpose of the present study was to test the Dual-Aspect Model in Person-Evaluation Dimension(Cho, 1982a) in the context of the negativity effects in impression formation. For this purpose, two related experiments, in which the shortcomings of the previous study(Cho & Kim, 1987) were corrected, were conducted using college students as subjects. In Erperiment I, stimulus persons supposed to possess equal numbers) (one or two) of positive and negative traits were presented to two groups of subjects to form impressions in two different situations : one group in the information-dependent-situation and the other group in the effect-dependent-situation. The main dependent variables were the negativity effects of two different traits, NIs(negative intellectual traits) and NSs(negative social traits), in two dependent-situations. The results showed that the negativity effects of NIs were higher than those of NSs in the information-dependent-situation, while the negativity effects of NSs were higher than those of NIs in the effect-dependent-situation. In Experiment II, the same stimulus persons from the first experiment were presentd to two groups to form impressions in two different dimensions : one group in the good-bad dimension(favorability dimension) and the other group in the like-dislike dimension{likability dimension). The main dependent variables of this experiment were, as in the first one, the negativity effects of NIs and NSs in two impression-dimensions. It was found from this experiment that the negativity effects of NIs and NSs were higher than those of the others in the favorability dimension and the likability dimension respectively. These results suggest that the Dual-Aspect Model in Person-Evaluation Dimension(Cho, 1982a) is empirically supported also in experiments dealing with negativity effects over again(Cho & Kim, 1987 : Cho, 1988a, the present study) as well as in other experiments of impression-integration(Cho, 1982b, 1983) and of person-memory(Cho, 1984, 1985, 1986).

초록

Abstract

The present study was intended to analyse developmental characteristics in attribution on moral persons and behaviors. The study was aim at examining qualitative characteristics in the attributional schemas according to Piagetian-Kohlbergian moral development models by analysing qualitatively attributional characteristics of interpretational responses to moral behavior settings given as stimulus scenarios. The stimulus scenarios describing four elementary moral behariors(honesty, orderliness, responsibility, courtesy) and four altruistic behaviors(assistance, charity, helping, sharing) were presented to the total of all subjects in the ages between 5 and 17. The result and their interpretations are synoptically described below. Attributional schemas on moral behaviors tended to reveal consistency in terms of schematic quality across the areas of moral and altruistic behavior in each group, but also to manifest developmental changes with the increase of age. A quantitative analysis of attributional responses also coincide with the above results of qualitive analysis that the age of 10 is the transformational period in attributional development. The analysis of attributional responses by applying Piagetian scheme of morality development generally supported the Piagetian model in terms of moral development sequence. The comparison of Kohlberg's model and the present data showed consistency in the ages of preconventional and conventional levels in moral development.

초록

본 연구에서는 출산행동을 소재로 부부행동의 예언에 관여하는 변인들을 조사하였다. 연구설계는 2단계, 1년간의 종단적 설문조사 연구로서 적어도 한 명의 자녀를 지닌 부부 349쌍을 대상으로, 첫번째 면접에서 앞으로 20개월 동안 아이를 갖는 것에 관한 신념과 태도를 조사하고 1년 후의 재면접에서 실제행동을 확인하였다. 본 연구의 결과, 부부행동의 예언을 중재하는 변인들은 개념상 (i) 태도 내용에 관련된 변인들 (ii) 태도 방향에 관련된 변인들 및 (iii) 일반 중재변인들의 셋으로 분류될 수 있으며 이들은 각기 상이한 기제를 통하여 예언의 정확성에 영향을 미침이 밝혀졌다. 더불어 부부행동의 예언모델로서 Fishbein의 행동의사 모델의 타당성이 검토되었고 개인모델(아내 혹은 남편)과 부부모델간에 예언의 정확성이 비교되었다.

Abstract

초록

이 연구에서는 형평이론과 다원칙론의 대립의 맥락에서 형평원칙과 균등원칙의 선호조건을 집단응집 수준으로 하고, 불공정 분배로서 불형평만이 아니라 불균등도 있음을 제안했다. 이에 분배원칙 선호 가설 (가설 1)로서, 집단응집이 강할 때는 균등원칙이 선호되고 집단응집이 약할 때에는 형평원칙이 선호될 것임을 설정하였다. 또한 불공정 해소 가설 (가설 2)로서, 집단응집이 강할 때에는 불형평보다는 불균등을 해소하려 하고, 집단응집이 약할 때에는 불균등보다는 불형평을 해소할 것임을 설정하였다. 가설 1은 "자신-타인" 분배 파라다임으로, 집단응집 수준(2) x 투입크기(2)의 요인 설계에서 보상 분배행동을 종속변인으로 하여 검증하였다(실험 I). 가설 2는 불공정 실험파라다임에 따라, 집단응집 수준(2) x 분배방식(2)의 요인설계에서 보상분배 전, 후에 작업수행을 반복 측정하여, 분배방식(형평 V.S 균등분배)에 따른 불형평과 불균등이 작업수행에 미치는 효과로써 검증하였다(실험 II). 실험 결과, 두 가설이 모두 지지되었다.

Abstract

The present study was designed to contrast two major distribution principles : the equity principle and the equality principle. It was proposed that group cohesiveness is an important condition which determines a person's preference of the distribution principles. It was also proposed that such preference would be effective both in allocation behavior and in reactions to injustice caused by imposing a non-preferred distribution priniple. The following two hypoheses were tested. (1) The equality principle will be preferred when group cohesiveness is high, but the equity principle will be preferred when group cohesiveness is low. (2) People will try to eliminate inequality rather than inequity when group cohesiveness is high, but they will try to eliminate inequity rather than inequality when group cohesiveness is low. In order to test the hypothesis(1) experiment I was conducted. In this experiment, subjects participated as a four-person unit and performed a simple task as a two-person group. Group cohesiveness was manipulated by assigning subjects to either group competition condition(high group cohesiveness condition) or individual competiton conditon(low group cohesiveness condition), and input level was manipulated by giving subjects false feedback on their task performance. The design was a group cohesiveness levels(high and low)&#x00D7;input level (high and low) factorial design and the dependent variable was the kind of the distribution principle employed when subjects allocated tokens to ingroup members. The results supported the hypothesis(1). The experiment II was conducted to test the hypothesis(2). In this experiment, subjects performed two tasks and were allocated outcomes for the first tasks according to either the equity principle or the equality principle, thus creating the state of injustice from the standpoint of one of the distribution principles. The subjects in this experiment were given opportunity to eliminate the state of injustice through adjusting their performance level(in put) for the second task. The dependent variable was the number of questions attemp ted in the second task. The results were consistent with the hypothesis(2). Thus, all the hypotheses were supported in the experiments, providing strong evidence for the relationship between group cohesiveness and the preference of distribution principles. The implications of the present study was viewed in the context of the equity principle theory versus multi-principle theory issue. Also, the limitations of the present study and the necessity of the further research were discussed.

초록

태도내변산의 크기가 Fishbein Model의 비중치 결정에 미치는 영향을 검토하기 위하여 태도내변산의 크기가 낮은 집단은 태도요인의 비중치에 의존하고 높은 집단은 주관적규범 (SN)의 비중치에 의해서 행동할 것을 예언하였다. 이를 검증하기 위하여 140명의 여대생에게 "연하의 남성과의 결혼 "에 대한 태도, 태도내변산, 주관적 규범, 행동의도를 측정하였다. 이 결과는 예언대로 태도내변산이 낮은 집단은 태도요인의 비중치에 의존하고 태도내변산이 높은 집단은 주관적 규범요인의 비중치에 의존하여 행동하였다. 이러한 결과는 태도내변산의 크기가 Fishbein이 설정한 상대적인 비중치에 영향을 주고 있는 것으로 태도내변산 개념이 태도-행동 불일치문제를 해결할 수 있는 태도내적 변인이 될 수 있음을 제시해 주고 있다.

Abstract

It was predicted that individuals whose attitudes have been low intra-attitude variability would be predicted well from their attitudes, but high intra-attitude variability would be predicted well from their subjective norms. It was found that intra-attitude variability factors were capable of altering the nature of the model significantly. Subjective Norms carried a nonsignificant weight under low intra-attitude variability set conditions. The implications of the results for the Intra-attitude variability and for the attitude-behavior consistency controversy were discussed.

초록

본 연구는 2개의 실험을 통해 인상과 불일치하는 행동정보들이 인상과 일치하는 행동정보들에 비해 정보처리시간, 귀인의 방향, 및 회상에서 어떤 효과를 보이는 지를 탐색하기 위해 이뤄졌다. 구체적으로는 대인기억에 관련된 여러 연극들(예 : Srull, 1981)에서 밝혀진 불일치정보의 회상우월효과의 잠정적인 이유가 그 행동들의 원인추정 과정에서의 차이일 것이라는 가설을 검증하기 위한 것이었다. 실험 1에서는 예상대로 인상과 불일치하는 정보가 일치하는 정보에 비해 정보처리 시간(읽는 시간)이 오래 걸렸다. 또한 불일치정보가 일치정보에 비해 더 잘 회상되었다. 그러나 공변량분석을 한 결과, 회상율의 차이가 전적으로 정보처리 시간에 의한 차이라고 볼 수는 없었다. 이는 정보처리량의 이외에 또다른 기제가 불일치정보의 회상우월 효과에 개입되어 있음을 암시하는 것이다. 실험 2에서 인상과 불일치하는 정보와 일치하는 정보의 귀인방향을 알아 본 결과, 전자의 경우는 특성보다는 상황으로 귀인되는 정도가 크고 후자의 경우에는 그 반대였다. 논의에서는 행동정보의 귀인방향, 회상, 및 표적 인물에 대한 인상판단간의 관계를 사회인지 영역에서의 일반적 모형으로 논의했다.

Abstract

The present paper concerned with the effects of inconsistent and consistent behavioral informations with a target' general impression on processing time, attributional direction, and recall. Specifically, by means of two related experiments the hypotheses that the reason of superior recall effect of inconsistent informations that many experimental results(eg, Srull, 1981) have been shown is a causal reasoning process of those informations were tested. In experiment 1, not only was the recall ratio of inconsistent informations greater than that of consistent informations, but the mean processing time(measured by reading time) of inconsistent informations was longer than that of consistent informations as would be expected. But according to the results of analysis of covariance in experiment 1, the difference of recall ratios between two types of informations could not explained by their processing time alone. This results suggests that besides the difference in processing time, some other mechanisms were involved in superior recall effect of inconsistent informations. In experiment 2, the causal attributional directions of behavioral informations that inconsistent or consistent with a target's general impression were examined. The former case was attributed to a situational cause rather than did a dispositional cause, the latter case was reversed. The relationships of attribution and recall of behavioral informations and impression of a target person were discussed in a general model of social cognitive domain.

초록

본 연구는 직무요인의 차원성이 양극적 이중차원임을 검증하기 위해 시도되었다. 연구I은 단극적 이중차원론(Herzberg, Mausner, & Snyderman,1959)과 양극적 단일차원론(Locke, 1976)을 검증하기 위한 것이었고, 연구II와 연구III은 양극적 이중차원성을 검증하기 위해 계획되었다. 연구I의 결과 단극적 이중차원론과 양극적 이중차원론이 각각 부분적으로 지지되었다. 전자는 직무요인의 구조면에서 후자는 차원의 극성 (polarity)면에서만 지지되었다. 직무요인들을 요인 분석하여 직무요인이 개인의 요구 요인과 조직의 요구요인으로 구조화되어 있음을 관찰하였다. 연구II는 개인의 만족-불만족 차원과 조직의 이익-불이익 차원을 준거로 하여 각 차원에서 개인의 요구요인의 변별정도의 조직의 요구요인의 변별정도를 측정하였다. 그 결과 개인의 요구요인을 설명하는 차원은 개인의 만족-불만족 차원이었고 조직의 요구요인을 설명하는 차원은 조직의 이익-불이익 차원임이 밝혀졌다. 따라서 양극적 이중차원성이 지지되었다. 연구III은 개인의 요구차원과 조직의 요구차원을 준거로 삼아 각 차원에서 개인과 조직간의 요구 교환정도를 변별하도록 설계하여 양극적 이중차원을 재검증코자 하였다. 이것을 경력 단계에 따라 분석한 결과, 경력단계가 낮을수록 개인의 요구차원에서 더 잘 변별하였고, 경력단계가 높을수록 조직의 요구차원에서 더 잘 변별하는 경향성이 있었다. 논의에서 본 연구의 결과가 직무재설계에 시사하는 점을 검토하였고, 개인의 요구차원과 조직의 요구차원이 만나 생성된 요구합치성 차원과 요구교환성차원이 조직과 개인의 목표일치와 갈등에 시사하는 바를 논의하였다.

Abstract

Three experiments were carried out to test the dimensinality of job-factors. Experiment I was designed to test the unipolar dual dimensionality(Herzberg, Mausner, & Snyderman, 1959) and the bipolar single dimensionality(Locke, 1976) of job-factors. Experiment II and III were designed to test the bipolar dual dimensionality of job-factors. In experiment I, the results supported the previous two theories partially. That is, the unipolar dual dimension theory was accepted only in the structure of job-factors, and the bipolar single dimension theory was accepted only in the polarity of dimension. Two factors in job-factors were also identified by factor analytic method in this experiment : One is individual-demands factor such as recognition, achievement, advancement, possibilty of growth, salary, status, job security, and personal life. The other is organizational-demands factor such as supervision, responsibility, amounts of work, work conditions, organizational policy and management, and three interpersonal relations with supervisors, with coworkers, and with subordinates. In experiment II, the bipolar dual dimensionality was verified. Individual-demands factor was more explained by individual satisfaction-dissatisfaction dimension, and organizational-demands factor more by organizational profitloss dimension. In experiment III, it was observed that the lower the organizational tenure stages, the higher the expected mismatch between individual and organization in the exchange level of individual-demands factor. And it was also observed the trend that the higher the stages the higher the expected mismatch between them in the exchange level of organizational-demands factor. Additionally two hypothetial dimensions, demands-congruence dimension and demands-exchange dimension which were combined by individual-demands dimension and organizational-demands dimension, were observed. The implications of these findings for job redesign, individual-organizational conflict, and individual-organizational goal congruence were discussed.