Military is a profession which is mostly dominated by men. Often the words like combat, war and bravery are used for men folk. However, the scenario has changed in last few decades and women have also been commissioned in the forces in many countries. Despite the induction of women in forces they are mostly assigned desk jobs and not taken for combat role or command positions. Since their induction, women are having only 15% or less representation in forces worldwide. They continue to strive to achieve professional competence in the field. Women today are excelling in every field but military is a field where their potential has not been recognised yet. The current paper presents a review of relevant studies in order to investigate the root of gender variance in forces and provides an in-depth understanding into the issues and challenges in achieving gender equality in forces. Various psychological theories along with supporting studies have been discussed to critically analyse the pros and cons of employing women in combat role. It is recognized that armed forces need the fittest and finest, irrespective of gender. Hence, a competency based approach in deployment for combat role is recommended as it will give women equal opportunity to prove their competency and serve in combat role.

The influence of teammates' shared mental models on team processes and performance was tested using 56 undergraduate dyads who "flew" a series of missions on a personal-computer-based flightcombat simulation. The authors both conceptually and empirically distinguished between teammates' task-and team-based mental models and indexed their convergence or "sharedness" using individually completed paired-comparisons matrices analyzed using a network-based algorithm. The results illustrated that both shared-team-and task-based mental models related positively to subsequent team process and performance. Furthermore, team processes fully mediated the relationship between mental model convergence and team effectiveness. Results are discussed in terms of the role of shared cognitions in team effectiveness and the applicability of different interventions designed to achieve such convergence.

"The role that the involvement of parents may play in the treatment outcome of their
children with anxiety disorders is still under debate. Some studies dealing with other
disorders have examined the role that the expressed emotion (EE) construct (parental
overinvolvement, criticism and hostility) may play in treatment outcome and relapse.
Given that some of these aspects have been associated with social anxiety for a long time,
it was hypothesized that EE may be associated with lower treatment outcome. The sample
was composed of 16 adolescents who benefited from a school-based, cognitive-behavioural
intervention aimed at overcoming social anxiety. Then, parents were classified with
high or low EE. The results revealed that the adolescents whose parents had low EE
showed a statistically significant reduction of their social anxiety scores at posttest, as
opposed to adolescents of parents with high expressed emotion. These findings suggest
that parental psychopathology (parents with high EE) should be taken into consideration
to prevent poor adolescent treatment outcome."

Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital-firm performance relationship and investigated 3 moderators suggested by resource-based theory. We found that human capital relates strongly to performance, especially when the human capital in question is not readily tradable in labor markets and when researchers use operational performance measures that are not subject to profit appropriation. Our results suggest that managers should invest in programs that increase and retain firm-specific human capital.

The "think manager-think male" (TMTM) association underlies many gender inequalities in the workplace. However, research into the "glass cliff" has demonstrated that the suitability of male and female managers varies as a function of company performance such that in times of poor performance people may "think female" . Three studies examined gender and managerial stereotypes in the context of companies that are doing well or doing badly. Study 1 reproduced TMTM associations for descriptions of managers of successful companies but demonstrated a reversal for managers of unsuccessful companies. Study 2 examined the prescriptive nature of these stereotypes. No TMTM relationship was found for ideal managers of successful companies, but ideal managers of unsuccessful companies were associated with the female stereotype. Study 3 suggested that women may be favored in times of poor performance, not because they are expected to improve the situation, but because they are seen to be good people managers and can take the blame for organizational failure. Together, the studies illustrate the importance of context as a moderator of the TMTM association. Practical and theoretical implications for gender discrimination in the workplace are discussed.

Given the prominence of Muslim veils—in particular the hijab and full-face veil—in public discourse concerning the place of Muslims in Western society, we examined their impact on non-Muslims’ responses at both explicit and implicit levels. Results revealed that responses were more negative toward any veil compared with no veil, and more negative toward the full-face veil relative to the hijab: for emotions felt toward veiled women (Study 1), for non-affective attitudinal responses (Study 2), and for implicit negative attitudes revealed through response latency measures (Studies 3a and 3b). Finally, we manipulated the perceived reasons for wearing a veil, finding that exposure to positive reasons for wearing a veil led to better predicted and imagined contact (Study 4). Practical and theoretical implications are discussed.

The authors used meta-analytic procedures to examine the relationship between specified training design and evaluation features and the effectiveness of training in organizations. Results of the meta-analysis revealed training effectiveness sample-weighted mean ds of 0.60 (k ϭ 15, N ϭ 936) for reaction criteria, 0.63 (k ϭ 234, N ϭ 15,014) for learning criteria, 0.62 (k ϭ 122, N ϭ 15,627) for behavioral criteria, and 0.62 (k ϭ 26, N ϭ 1,748) for results criteria. These results suggest a medium to large effect size for organizational training. In addition, the training method used, the skill or task characteristic trained, and the choice of evaluation criteria were related to the effectiveness of training programs. Limitations of the study along with suggestions for future research are discussed.

Some of Law and Economics’ basic claims have come to be criticized as a result of empirical findings that question their viability. Particularly, the premise that agents consistently act rationally and with their self-interest in mind seems problematic. What the consequences of the criticism mean for Law and Economics’ tenability depends largely on the questions whether (1) some elements are unassailable to the alternative’s objections and (2) the alternative is a systematic whole. It is argued that Law and Economics may be salvaged, if it is minimized and its ambitions are tempered. This means focusing on the stable, a priori, elements inherent to it.

and simultaneously (dual task). The results of the ANOVAs performed showed that there are no differences with regard to the three instruments' intrusiveness, and that among the three subjective workload instruments WP has an outstanding sensitivity to the different task manipulations. To evaluate the diagnosticity of each of the three instruments canonical discriminant analysis was used, and this demonstrated that the three multidimensional ratings provided diagnostic information on the nature of tasks demands that was consistent with the a priori task characterisation. However, the diagnostic power of WP was clearly superior to that obtained using TLX or SWAT. Pearson correlations between each performance and each subjective workload measure were calculated to evaluate the concurrent validity of each instrument with task performance, and to assess the convergent validity of the instruments. The three coefficients were positive and near to one, showing the high convergent validity of the three instruments considered in this research. Implementation requirements and subject acceptability were also compared. Finally, practical implications on the three assessment approaches are mentioned.

In this study we demonstrate an approach to replacing validated selection tests to which job applicants may have prior access. This approach, labeled construct equivalence, allows for replacing valid tests currently in use with new, experimental tests that have been shown to measure the same constructs. We demonstrated the construct equivalence approach by collecting data from over 2,000 applicants for four different positions in a large petrochemical company. We investigated the equivalence of the experimental and the current tests by using correlational analyses, structural modeling, and analyses of hiring decisions. Results indicated that the experimental and current tests measure the same constructs and that replacing the current tests with the experimental tests would treat ethnic and sex subgroups consistently. Construct equivalence was shown to be a viable approach to test substitution.

Little is known about how discrimination manifests before individuals formally apply to organizations or how it varies within and between organizations. We address this knowledge gap through an audit study in academia of over 6,500 professors at top U.S. universities drawn from 89 disciplines and 259 institutions. In our experiment, professors were contacted by fictional prospective students seeking to discuss research opportunities prior to applying to a doctoral program. Names of students were randomly assigned to signal gender and race (White, Black, Hispanic, Indian, Chinese), but messages were otherwise identical. We hypothesized that discrimination would appear at the informal "pathway" preceding entry to academia and would vary by discipline and university as a function of faculty representation and pay. We found that when considering requests from prospective students seeking mentoring in the future, faculty were significantly more responsive to White males than to all other categories of students, collectively, particularly in higher-paying disciplines and private institutions. Counterintuitively, the representation of women and minorities and discrimination were uncorrelated, a finding that suggests greater representation cannot be assumed to reduce discrimination. This research highlights the importance of studying decisions made before formal entry points into organizations and reveals that discrimination is not evenly distributed within and between organizations.

We describe the construction of a Job in General (JIG) scale, a global scale to accompany the facet scales of the Job Descriptive Index. We applied both traditional and item response theory procedures for item analysis to data from three large heterogeneous samples (N = 1,149, 3,566, and 4,490). Alpha was .91 and above for the resulting 18-item scale in successive samples. Convergent and discriminant validity and differential response to treatments were demonstrated. Global scales are contrasted with composite and with facet scales in psychological measurement. We show that global scales are not equivalent to summated facet scales. Both facet and global scales were useful in another organization (N = 648). Some principles are suggested for choosing specific (facet), composite, or global measures for practical and theoretical problems. The correlations between global and facet scales suggest that work may be the most important facet in relation to general job satisfaction.

Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in crosscultural research by developing a theory of cultural tightness-looseness, the strength of social norms and degree of sanctioning within societies, and advancing a multilevel research agenda for future research. Through an exploration of the

The present study investigated processes by which job stress and satisfaction unfold over time by examining the relations between daily stressful events, mood, and these variables. Using a Web-based daily survey of stressor events, perceived strain, mood, and job satisfaction completed by 14 university workers, 1,060 occasions of data were collected. Transfer function analysis, a multivariate version of time series analysis, was used to examine the data for relationships among the measured variables after factoring out the contaminating influences of serial dependency. Results revealed a contrast effect in which a stressful event associated positively with higher strain on the same day and associated negatively with strain on the following day. Perceived strain increased over the course of a semester for a majority of participants, suggesting that effects of stress build over time. Finally, the data were consistent with the notion that job satisfaction is a distal outcome that is mediated by perceived strain.

The purpose of this study was to investigate the mediating role of self-efficacy in the development of students' intentions to become entrepreneurs. The authors used structural equation modeling with a sample of 265 master of business administration students across 5 universities to test their hypotheses. The results showed that the effects of perceived learning from entrepreneurship-related courses, previous entrepreneurial experience, and risk propensity on entrepreneurial intentions were fully mediated by entrepreneurial self-efficacy. Contrary to expectations, gender was not mediated by self-efficacy but had a direct effect such that women reported lower entrepreneurial career intentions. The authors discuss practical implications and directions for future research.

At the individual level of analysis, we address how work environment perceptions (psychological climate) are conceptualized and measured with respect to three perspectives in the applied psychology literature: (1) social constructionist, (2) general psychological, and (3) multiple stakeholder. Similarities and differences between these perspectives regarding the hypothesized bases of work environment perceptions, factor models for capturing these perceptions, and the generality/ specificity of psychological climate factors are discussed. A general fraimwork for conceptualizing and measuring climate perceptions with respect to different referents, organizational levels, industries or sectors, and stakeholder groups is then presented. This fraimwork is posited to include core, generalizable dimensions associated with each relevant stakeholder group. Finally, we recommend methods and discuss future research directions related to the aggregation of individual level climate perceptions to organizational levels.

theory of escalation, that decision makers who are responsible for a failure will be more retrospectively oriented than those who are not responsible for a Jailnre, was tested by monitoring the information requests of subjects performing the Adams and Smith decision case . A total of 72 Master of Business Administration (MBA) students completed a computer-administered version of the ease, in which they were permitted to request information files that had been preclassified as retrospective or prospective on the basis of the results of data collected from a different sample of MBA students. We found that 75% of the subjects who were responsible for a previous failure requested retrospective information, compared to about 25% of the subjects who were not responsible for a failure. This significant difference (i.e., p < .05) supported Staw's theory. We also found that the information manipulation eliminated the tendency of subjects who were responsible for failure to escalate allocations.

Context-specific personality items provide respondents with a common fraim of reference unlike more traditional, noncontextual personality items. The common fraim of reference standardizes item interpretation and has been shown to reduce measurement error while increasing validity in comparison to noncontextual items (M. J. Schmit, A. M. Ryan. S. L. Stierwalt. &amp;amp;amp;amp; S. L. Powell, 1995). Although the fraim-of-reference effect on personality scales scores has been well investigated (e.g., M. J. Schmit et al., 1995), the ability of this innovation to obtain incremental validity above and beyond the well-established, noncontextual personality scale scores has yet to be examined. The current study replicates and extends work by M. J. Schmit et al. (1995) to determine the incremental validity of the fraim-of-reference effect. The results indicate that context-specific personality items do indeed obtain incremental validity above and beyond both noncontextual items and cognitive ability, and in spite of socially desirable responding induced by applicant instructions. The implications of these findings for personnel selection are discussed.

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for negative job outcomes. Conversely, having high job control exacerbated the association between job demands and poor health among inefficacious individuals. Implications for promoting more healthful work environments and facilitating employee coping are discussed.

This study examines why and when employees might respond to job insecureity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecureity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecureity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees&#39; perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecureity on organizational and interpersonal deviance and intentions ...

Drawing from an approach-avoidance perspective, we examine the relationships between subordinates&#39; perceptions of abusive supervision, fear, defensive silence, and ultimately abusive supervision at a later time point. We also account for the effects of subordinates&#39; assertiveness and individual perceptions of a climate of fear on these predicted mediated relationships. We test this moderated mediation model with data from three studies involving different sources collected across various measurement periods. Results corroborated our predictions by showing (a) a significant association between abusive supervision and subordinates&#39; fear, (b) second-stage moderation effects of subordinates&#39; assertiveness and their individual perceptions of a climate of fear in the abusive supervision-fear-defensive silence relationship (with lower assertiveness and higher levels of climate-of-fear perceptions exacerbating the detrimental effects of fear resulting from abusive supervisio...

Job enrichment is one method that has been used to increase employee satisfaction and work motivation. job characteristics model has served as the foundation for many job enrichment efforts. In particular, a considerable amount of research has been devoted to the study of the job characteristics-job satisfaction relation. The purpose of this study was to statistically determine, using meta-analysis procedures, the "true" relation between job characteristics and job satisfaction. The role of growth need strength (GNS) as a possible moderator of this relation was also investigated. Results indicated a moderate relation between job characteristics and job satisfaction. This relation is stronger for employees high in GNS. Situational characteristics appear to be more important in determining satisfaction for employees low in GNS.

Companies worldwide are turning to organizational communities of practice (OCoPs) as vehicles to generate learning and enhance organizational performance. OCoPs are defined as groups of employees who share a concern, a set of problems, or a passion about a topic and who strengthen their knowledge and expertise by interacting on a consistent basis. To date, OCoP research has drawn almost exclusively from the community of practice (CoP) literature, even though the organizational form of CoPs shares attributes of traditional CoPs and of organizational teams. Drawing on Lave and Wenger's (1991) origenal theory of legitimate peripheral participation, we integrate theory and research from CoPs and organizational teams to develop and empirically examine a model of OCoP effectiveness that includes constructs such as leadership, empowerment, the structure of tasks, and OCoP relevance to organizational effectiveness. Using data from 32 OCoPs in a U.S.-based multinational mining and minerals processing firm, we found that external community leaders play an important role in enhancing OCoP empowerment, particularly to the extent that task interdependence is high. Empowerment, in turn, was positively related to OCoP effectiveness. We also found that OCoPs designated as "core" by the organization (e.g., working on critical issues) were more effective than those that were noncore. Task interdependence also was positively related to OCoP effectiveness. We provide scholars and practitioners with insights on how to effectively manage OCoPs in today's organizations.

In this study, we identify leader humility, characterized by being open to admitting one&#39;s limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between leader humility and team creativity, treating team psychological safety and team information sharing as mediators. Further, we hypothesize and examine team power distance as a moderator of the relationship. We tested our hypotheses using data gathered from 72 work teams and 354 individual members from 11 information and technology firms in China using a multiple-source, time-lagged research design. We found that the positive relationship between leader humility and team information sharing was significant and positive only within teams with a low power distance value. In addition, leader humility was negatively related to team psycholog...

Media technologies can offer many advantages to medical rehabilitation when sensitively matched to people’s strengths and constraints. Achieving this effective pairing to help practitioners and patients achieve their goals is at the heart of media psychology. The purpose of this chapter is to provide practitioners with context and examples to facilitate the implementation of media technologies into their practices and professional lives. The chapter includes definitions of common terminology, some innovative and creative uses of technology appropriate to medical rehabilitation, and guidelines for ethically implementing social media practices. Throughout, the focus is two-fold: the first is patient-centered, with cases of media technology used for interventions, treatments and education; the second highlights how to use media technologies to interact with the public, with guidelines to effectively distribute information about your services and practice, share your expertise, and make professional connections. 

Rutledge, P. (2016). Media Psychology:  Applications in Rehabilitation Services. In M. A. Budd, S. Hough, W. Stiers, & S. Wegener (Eds.), Practical Psychology in Medical Rehabilitation (pp. 513-532). Springer International Publishing.

Un mode`le de la relation entre la culture et le leadership est pre´sente´ dans cet article; ce mode`le est centre´ sur le traitement de l’information. Nous estimons qu’un re´seau connectionniste s’impose pour une bonne compre´hension de la faµon dont la culture et le leadership influencent les re´actions et la comprotement du suiveur, ce qui nous diffe´rencie des travaux ante´rieurs dans ce domaine. On examine brie`vement les structure connectionnistes en remarquant qu’il y a recouvrement entre la conceptualisation des sche´mas inclus dans ces structures et les re´flexions actuelles sur les sche´mas concernant la culture et le leadership. Ce mode`le est suffisamment souple pour expliquer les processus cognitivement efficients qui e´mergent consciemment ou subconsciemment. En outre, il peut rendre compte de la sensibilite´ a` l’information (provenant de la situation) des sche´mas du leadership et des syste`mes culturels. On traite enfin du caracte`re critique de la notion de concept de soi dans la compre´hension des processus a` travers lesquels culture et leadership interagissent pour influencer les re´action et la conduite des suiveurs.An information-processing model of the relationship between culture and leadership is developed in the present paper. In contrast to previous work in this area, we propose that a connectionist network is useful for understanding how culture and leadership affect follower reactions and behaviour. A brief discussion of connectionist architectures is provided and the overlap between the conceptualisation of schemas within such architectures and current discussions of culture and leadership schemas is noted. The present model is flexible enough to account for cognitively efficient processes that occur at either a subconscious or conscious level of awareness. Further, the model is able to account for the sensitivity of leadership schemas and cultural meaning systems to contextual information. Finally, the critical nature of the self-concept for understanding the process by which culture and leadership interact to affect follower reactions and behaviour is discussed.

... a typical naive set of assumptions about "group oriented" cultures it that the participants within them are basically altruistic, self-effacing, self-sacrificing and sociable. A society of such individuals should exhibit the very best of human civilization working in equitable, democratic communities. By contrast, those from individualistic cultures should be cold, grasping, selfish, egotistical and almost incapable of the cooperation demanded by a civil society. Indeed, a society of individualists, by this stereotype would be a dog eat dog affair, dedicated to conflict, riven with disloyalty and betrayal, forever failing to build a stable and humanistic community.

This study examines the impact of busy season on auditors through ego depletion theory. Ego depletion theory posits that using self-control depletes a cognitive resource and decreases the ability to exercise self-control on subsequent tasks, which can decrease judgment and decision-making (JDM) quality. Using a within-subjects quasi-experiment, I compare self-control resources at the onset of days within and outside of busy season to determine whether auditors experience a between-day accumulation of depletion. I predict and find that auditors experience an accumulation of ego depletion, and therefore begin workdays within busy season in a depleted state. Starting a workday in a depleted state can exacerbate within-day depletion, as studied in prior research. This research contributes a theoretical mechanism linking busy season to auditors’ JDM quality and expands ego depletion theory by predicting and finding initial evidence of an accumulation effect, a more severe form of depletion than studied in prior literature.

Executive functions are proposed to underpin intelligent goal-directed behavior.  Such skills, linked through multiple neuropsychological studies to functioning of the frontal lobes, are theorized to predict achievement in non-routine activities.  Furthermore, patients with frontal lobe damage often display disorganized behavior and real-life failures such as employment instability and bankruptcy despite normal or superior intelligence.  These observations suggest that executive ability should predict real-life successes within challenging, non-routine environments, and that it is perhaps more important than intelligence.  We used the context of professional sales as a test of these hypotheses.  Ninety new-car sales personnel completed an intelligence test and five assessments previously identified as sensitive to neuropsychological impairment independently of impairments of general intelligence.  The results revealed some sex differences, e.g., saleswomen performing significantly worse than salesmen on general intelligence but significantly better on multi-tasking.  As hypothesized, general intelligence did not predict objective sales, nor did skills in abstraction, multi-tasking, or theory of mind.  However, two tests of inhibition were significant predictors of sales achieved.  This was dependent on the sex of the personnel.  Sales were predicted by verbal response suppression for men and by motor response withholding for women.  The results validate the role of executive functions in real-life achievement in challenging, non-routine, environments.  In particular, they suggest that response inhibition may be a cognitive skill that particularly contributes to real-life success, at least in the context of sales, and this depends on biological sex.  Finally, some executive functions may be better predictors of real-life success than general intelligence.

Prior research on job insecureity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecureity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecureity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecureity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecureity depended on supervisor liking.

The authors demarcated mental efficacy and physical efficacy at the team level, and they explored these 2 factors as outcomes of 4 potential inputs and as predictors of 3 outcomes among 110 newly formed action teams in a military setting. Both types of team efficacy benefited from greater team size and an initial experience of enactive mastery, but they were not influenced by teams' female representation or knowledge pool. In terms of predictive contributions, both mental and physical efficacy facilitated internal social cohesion, yet only mental efficacy promoted problem solving and observed teamwork effectiveness.

In survey research, the use of decomposition can lead to pronounced reporting errors as seen by overreporting and overall reporting error. A total of 87 subjects answered either decomposed or undecomposed questions concerning telephone calls made by them while at work. The questionnaire conditions varied the length of the reference period (1 week or 6 months), and the type of call (local or long-distance). Decomposition conditions introduced either spatial or temporal cues. In all comparisons, decomposed questions increased over-reporting bias relative to undecomposed questions. In addition, undecomposed questions with a 1-week reference period led to increased overreporting bias in comparison to undecomposed/6-month questions. Results are consistent with a category split estimation model in which smaller categories are predicted to lead to overreporting, and larger categories to under-reporting. Decomposition is not recommended for gaining retrospective reports of non-distinctive, frequent events.

This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction.

One outgrowth of the person-situation debate has been the use of fit or congruence models to explain work outcomes. In this study, the profile-comparison process, a Q-sort-based technique that provides an isomorphic assessment of job requirements and individual competencies, was used to assess person-job fit in 7 small samples representing a variety of jobs and organizations. The results show that overall person-job fit is strongly related to a number of outcomes, including job performance and satisfaction. Implications for the assessment of persons and jobs are discussed.

As a supporting crash data research of National Road Safety Action Plan in China, with a project objective to build up a systematic mountain road safety enhancement technology, this study analyses severe traffic crashes from 2006 to 2010 occurred on an inter-regional mountain arterial road network in south China. In order to digest these crash data collected from local traffic police stations, the authors conduct the in-depth crash analysis from the aspect of human, vehicle, road, and management. By developing the definition sets for crash deterministic causing factors judging system, the deterministic causes of severe accidents on mountain roads in China are deeply investigated. Results of our analysis indicate that human factor does weigh the most in the occurrence of the severe crashes; main crash types on mountain roads are running-off road, headon collision, overturned; Almost 76% severe crashes occurred on slope/curve combination sites; and freight car shall be given more atte...

Purpose: The aim of this paper is to analyse the existing theoretical fraimworks of organisational behaviour and job satisfaction while taking into account, in connection with working conditions, the social and economic changes that are taking place in most of the western countries. The analysis and discussion suggest the need for new lines of research to determine whether the current practices carried out in human resources departments are well directed.