Cognitive Ability and Career Attainment: The Moderating Effects of Early Career Success

Three explanations regarding the prediction that early career success will moderate the relationship between cognitive ability and career attainment are presented along with an empirical examination of this issue. Using longitudinal data provided for 156 managerial, professional, and technical employees, significant moderating effects for an age-graded index of early career success were observed. The relationships between two measures of cognitive ability and later career job level were stronger for individuals identified as below average with respect to early career success than for their above average counterparts. These results agree with the proposition that the acquisition of knowledge, skills, and information is particularly dependent upon cognitive ability for inhviduals competing without the advantages associated with early career signals of high potential

Reframing Turnover/Personality Research in the Context of the Attraction-Selection-Attrition Hypothesis

This paper re-examines data originally reported by Cowan & Dreher (1983) in their examination of personality correlates of turnover among managerial, professional, and technical employees. It is intended to reframe the relationship between personality and turnover in light of recent attention on the attraction-selection-attrition hypothesis and to make the results of the original study more accessable to those studying these issues. Results show no relationship between homogeneity based on personality dimensions measured by the Guilford-Zimmerman Temperament Survey (GZTS) and attrition from the organization. Therefore, no support can be offered for the homogeneity hypothesis. Based on these and other failures to find significant relationships between personality dimensions and homogeneity, we suggest that future research about the causes and effects of homogeneity should be based on research that delineates the domain of organizational fit

Do People Make the Place?: An Examination of the Attraction-Selection-Attrition Hypothesis

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process, and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on fourteen needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct organizational types. The interview segments entered the discussion in-progress to avoid any reference to a particular job which might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in n Ach between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the ifferent organizations are substantially similar. Implications for the homogeneity hypothesis are discussed and suggestions for further study of this concept are offered

Measurement and Dimensionality of Compensation Satisfaction in Law Enforcement

This research examined the dimensionality of carpensation satisfaction for the occupational area of law enforcanent by analyzing the factor structure of Henanan and SChwab\u27s (1985) Pay Satisfaction Questionnaire (PSQ) . The PSQ is intended to measure four facets of compensation satisfaction: 1) pay level, 2) benefits, 3) pay raises, and 4) pay structure-administration. Previous research showed support for the PSQ level and benefits scales, but yielded equivocal results for the raises and structure-administration scales. Previous research also showed that the factor structure of the PSQ varied by job classification group. The present study, using data fran 1189 unifomed law enforcanent officers anployed by eight different state police or highway patrol organizations, found that a three-factor solution (level, benefits, and structure-administration) represents the appropriate dimensional structure for compensation satisfaction in the occupational area of law enforcanent, at least within the danain of the 18 itans of the PSQ. These findings are integrated with those of previous research, and implications for research and practice are discussed

Why are two mistakes not worse than one?:a proposal for controlling the expected number of false claims

Multiplicity is common in clinical studies and the current standard is to use the familywise error rate to ensure that the errors are kept at a prespecified level. In this paper, we will show that, in certain situations, familywise error rate control does not account for all errors made. To counteract this problem, we propose the use of the expected number of false claims (EFC). We will show that a (weighted) Bonferroni approach can be used to control the EFC, discuss how a study that uses the EFC can be powered for co-primary, exchangeable, and hierarchical endpoints, and show how the weight for the weighted Bonferroni test can be determined in this manner

Reference range: Which statistical intervals to use?

Reference ranges, which are data-based intervals aiming to contain a pre-specified large proportion of the population values, are powerful tools to analyse observations in clinical laboratories. Their main point is to classify any future observations from the population which fall outside them as atypical and thus may warrant further investigation. As a reference range is constructed from a random sample from the population, the event ‘a reference range contains (100 P)% of the population’ is also random. Hence, all we can hope for is that such event has a large occurrence probability. In this paper we argue that some intervals, including the P prediction interval, are not suitable as reference ranges since there is a substantial probability that these intervals contain less than (100 P)% of the population, especially when the sample size is large. In contrast, a (P,γ) tolerance interval is designed to contain (100 P)% of the population with a pre-specified large confidence γ so it is eminently adequate as a reference range. An example based on real data illustrates the paper’s key points

Organizational Search and Choice Revisited: The Role of Human Resource Systems in the Applicant\u27s Decision Making Process

Over the past decade we have learned a lot about how individuals choose organizations in which to work. However, this literature has generally failed to consider the role of an important class of attributes; the human resource systems that operate within organizations. Reward systems and mobility systems have unique motivating characteristics, are relatively visible, and vary widely between organizations. This paper attempts to make explicit when and how these variables might influence organizational attractiveness and applicants\u27 decision making processes

Long term monitoring of bright TeV Blazars with the MAGIC telescope

The MAGIC telescope has performed long term monitoring observations of the bright TeV Blazars Mrk421, Mrk501 and 1ES1959+650. Up to 40 observations, 30 to 60 minutes each have been performed for each source evenly distributed over the observable period of the year. The sensitivity of MAGIC is sufficient to establish a flux level of 25% of the Crab flux for each measurement. These observations are well suited to trigger multiwavelength ToO observations and the overall collected data allow an unbiased study of the flaring statistics of the observed AGNs.Comment: 4 pages, 4 figures, to appear in the proceedings of the 30th International Cosmic Ray Conference, Merida, July 200

Rain: Relaxations in the sky

We demonstrate how, from the point of view of energy flow through an open system, rain is analogous to many other relaxational processes in Nature such as earthquakes. By identifying rain events as the basic entities of the phenomenon, we show that the number density of rain events per year is inversely proportional to the released water column raised to the power 1.4. This is the rain-equivalent of the Gutenberg-Richter law for earthquakes. The event durations and the waiting times between events are also characterised by scaling regions, where no typical time scale exists. The Hurst exponent of the rain intensity signal $H = 0.76 > 0.5$. It is valid in the temporal range from minutes up to the full duration of the signal of half a year. All of our findings are consistent with the concept of self-organised criticality, which refers to the tendency of slowly driven non-equilibrium systems towards a state of scale free behaviour.Comment: 9 pages, 8 figures, submitted to PR