Objective and subjective indicators: Effects of scale discordance on interrelationships

Researchers in the social indicator movement are increasingly aware of the value of obtaining both subjective and objective measures. At the same time there is a recognition of the need to understand relationships between the types of measures. Studies utilizing both subjective and objective measures indicate that while relationships between them exist, relationships are often not strong. This paper suggests several explanations for such imperfect relationships. One is scale discordance, a term used to recognize that the territorial base of an individual's subjective evaluation may not coincide with the boundaries of the unites used for the collection of objective data. Using data from a metropolitan area study, relationships between objective measures of crime and respondents' feelings of safety are examined for people whose perceptions of neighborhoods vary in size. The hypothesis that the relationship between the objective and subjective measures is stronger among individuals whose view of neighborhood size is in line with the relatively large territorial base for objective crime statistics is tested and found to be correct. Implications of the findings for research and policy making are discussed.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/43701/1/11205_2004_Article_BF00364601.pd

Representational predicaments for employees: Their impact on perceptions of supervisors\u27 individualized consideration and on employee job satisfaction

A representational predicament for a subordinate vis-à-vis his or her immediate superior involves perceptual incongruence with the superior about the subordinate\u27s work or work context, with unfavourable implications for the employee. An instrument to measure the incidence of two types of representational predicament, being neglected and negative slanting, was developed and then validated through an initial survey of 327 employees. A subsequent substantive survey with a fresh sample of 330 employees largely supported a conceptual model linking being neglected and negative slanting to perceptions of low individualized consideration by superiors and to low overall job satisfaction. The respondents in both surveys were all Hong Kong Chinese. Two case examples drawn from qualitative interviews illustrate and support the conceptual model. Based on the research findings, we recommend some practical exercises to use in training interventions with leaders and subordinates. © 2013 Copyright Taylor and Francis Group, LLC