Although attitudes toward rape have been regarded as important in rape research, few data have been collected on these attitudes. The present investigation was designed to (a) study the dimensionality of rape attitudes; (b) explore the relationships between perceptions of rape and background characteristics of rapists, police, crisis counselors, and citizens; and (c) determine how these groups might differ with regard to rape attitudes. Data collected from 1,448 subjects showed that the respondent groups were similar in their structures of rape attitudes. Sex, race, and marital status were identified as the most important characteristics for predicting rape attitudes; within the respondent groups, other characteristics were found to be important. Highly significant differences were also found among the groups in their perceptions of rape. The counselors differed from the police, citizens, and rapists in their views of rape, while citizens and police were most similar. No differences were found between the police and rapists on half of the attitudinal dimensions. Implications of the results in terms of attitudes toward rape are discussed.Few issues elicit such a wide variety of opinions and beliefs among the general populace as does the topic of rape. Rape can and does mean many different things to many people, and sometimes it means many contradictory things. Evidence regarding the variety of people's perceptions of rape is readily apparent by reviewing any number of popular magazines (Calvert, 1974;Medea & Thompson, 1974;Salerno; or best-selling books (Brownmiller, 197Sa).Recently, it has been suggested that the perceptions or attitudes of people toward rape are important for understanding not only their reactions to the act itself but also their be-Special appreciation is extended to

Using a systematic item-development framework as a guide (i.e., item development, questionnaire administration, item reduction, scale evaluation, and replication), this article discusses the development and evaluation of an instrument that can be used to gauge readiness for organizational change at an individual level. In all, more than 900 organizational members from the public and private sector participated in the different phases of study, with the questionnaire being tested in two separate organizations. The results suggest that readiness for change is a multidimensional construct influenced by beliefs among employees that (a) they are capable of implementing a proposed change (i.e., change-specific efficacy), (b) the proposed change is appropriate for the organization (i.e., appropriateness), (c) the leaders are committed to the proposed change (i.e., management support), and (d) the proposed change is beneficial to organizational members (i.e., personal valence).

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The authors tested the proposition that identification with the work role and engagement in the work role constitute different aspects of a general commitment to work. Whereas work centrality (a strictly normative attitude) represents the extent to which a person identifies with the work role, work alienation (an affect‐inclusive attitude) represents the extent to which a person is engaged in the work role. Predicated on these conceptual distinctions, the authors tested whether work centrality and work alienation exhibited theoretically‐meaningful, differential correlations with six variables reflecting various work‐related commitments. Using data from 349 employed individuals, the results of Hotelling–Williams t tests revealed that, compared to work alienation, work centrality had stronger correlations with Protestant work ethic and leisure ethic. In contrast, compared to work centrality, work alienation was more strongly correlated with work locus of control, work self‐discipline, and affective organizational commitment. Work centrality and work alienation did not differ in their correlations with job involvement–role. Taken together, the results suggest that people who are highly committed to work not only identify with the work role, they are also engaged in the work role. Copyright © 2000 John Wiley & Sons, Ltd.

Despite résumés being evaluated as an initial step in most employment decisions for professional-level job openings, researchers have not adequately examined the influence that applicants' résumé qualifications may have on recruiters' initial impressions of applicants' employability. Based on prior research, we hypothesised that recruiters' perceptions of job applicant employability will be associated with varying levels of job applicants' academic qualifications, work experience, and extracurricular activities as reported on applicants' résumés. Experienced recruiters ( N = 244) evaluated 122 actual applicant résumés of recent or soon-to-be college graduates. Results supported our hypotheses, indicating that recruiters' perceptions of applicants' academic qualifications, work experience, and extracurricular activities interacted to predict recruiters' perceptions of applicants' employability.Alors que les curriculum vitae sont évalués lors de l'étape initiale de la plupart des procédures de recrutement pour pourvoir des nouveaux emplois d'un niveau professionnel élevé, les chercheurs n'ont pas suffisamment étudié l'influence des qualifications inscrites dans le curriculum vitae sur les premières impressions des recruteurs quant à l'employabilité des candidats. Basée sur une recherche antérieure, notre hypothèse pose que les perceptions des recruteurs de l'employabilité des candidats à un emploi varieraient selon les qualifications académiques du candidat, l'expérience professionnelle et les activités extraprofessionnelles telles qu'elles sont présentées dans le curriculum vitae. Des recruteurs expérimentés ( N = 244) ont évalué 122 curriculum vitae de candidats réels récemment ou sur le point d'être diplômés de l'université. Les résultats confirment nos hypothèses. Les perceptions des recruteurs quant aux qualifications universitaires des candidats, leur expérience professionnelle et leurs autres activités interagissent et permettent de prédire les perceptions que les recruteurs ont de l'employabilité des candidats.