Defining Productivity as the Product of Efficiency and Effectiveness
Employee productivity is one of the most common criteria used for personnel decisions of raises, promotion, and termination. Pritchard (1992) defined productivity as a combination of efficiency (quality of resource use) and effectiveness (achievement of goals). In attempt to quantify employee productivity, the authors propose two models to represent this combination: (1) the additive model, which considers productivity to be the sum of efficiency and effectiveness and (2) the multiplicative model which considers productivity to be the product of these two. To compare the two models, an example of a grocery clerk is used. Productivity levels of the grocery clerk are determined using additive and multiplicative models for 5 different cases of varying levels of efficiency and effectiveness. Comparison suggests that multiplicative model is a better way to define productivity in measurable terms, as it overcomes the limitations in the additive model.Siberian Portal about WEB-Security
Gender Differences in Chocolate Craving
This study examined reactivity to chocolate and neutral cues in men and women. The author presents data randomly selected from a pilot study designed to select stimuli material for a physiological reactivity experiment. Past research has consistently shown that women report experiencing food cravings in general and chocolate cravings in particular more often than men. However, there are no studies investigating gender differences in craving reactivity to food related stimuli.
Siberian Portal about WEB-Security
Neural inactivation of dorsal hippocampus selectively blocks latent extinction in a runway
rather than one overlying memory system there are, in fact, multiple memory systems responsible for many different types of memory. However, most multiple memory systems research has been devoted to acquisition. The study of extinction has many important clinical implications, yet not much is understood of the mechanisms underlying extinction.
The most significant evidence for multiple memory systems is a double dissociation. This shows functional independence by illustrating that a lesion in area A impairs task C and not D, and that a lesion in area B impairs task D and not C. Previous research has shown a double dissociation between the hippocampus and the caudate-putamen providing evidence that spatial learning is hippocampus dependent and stimulus-response or habit learning is caudate dependant.
The present study examines the hypothesis that the hippocampus will show a dissociation for extinction. If the hippocampus is reversibly inactivated with bupivacaine, extinction learned spatially should be attenuated while extinction learned via stimulus-response should be intact.
The Importance of Parenting Efficacy and Satisfaction on Aggressive Behavior and Conduct Problems
Parental inconsistency in discipline has been shown to be a strong predictor of a child’s aggressive behavior and conduct problems. However, much of this literature has not considered the importance of parenting efficacy and satisfaction with being a parent and their possible impact on aggressive behavior and conduct problems. In the present study, parents of 55 children completed parenting questionnaires and behavior ratings of their children. Regression analyses showed that while all examined variables were significant predictors of aggressive behavior and conduct problems, parenting satisfaction and parenting efficacy contributed additional variance above and beyond inconsistent discipline. The importance of considering parenting efficacy and satisfaction when working with parents of children with disruptive behavior disorders is discussed.
Perceptions of Withdrawal and Organizational Citizenship Behaviors of Contingent Workers
Differences between the attitudes and behaviors of contingent and core employees are somewhat unclear. Perceptions others may hold of contingent workers’ behaviors may be negative and possibly unwarranted. Perceptions regarding the likelihood of contingent and core employees to engage in work withdrawal and organizational citizenship behaviors were assessed to examine if differences in perceptions of these workers do exist. One-hundred and ninety-three participants read vignettes describing a workers gender, job status (core or contingent) and job type. Differences were found for perceptions of core workers based on descriptions of the workers gender and job type.
This site is best experienced with Microsoft's Internet Explorer 6 brower.
If you have questions or comments concerning this website, please contact the webmaster at: sgupta@psych.tamu.edu