The 1981 Police Stress Survey of Spielberger, Westbury, Grier, and Greenfield was administered to 99 metropolitan and suburban police officers. Internal consistency reliabilities were in the .90s for both the total scale and two subscales which measure administrative/organizational and physical/psychological stressors. The administrative/organizational, but not the physical/psychological, subscale was significantly related to measures of job satisfaction and organizational commitment.

Eight groups of IS college females each rated the quality of one paper plate while exposed to simulated quality evaluations of other raters. Others' evaluations were manipulated by presenting the modal evaluation as higher or lower than the control (no influence) mean rating and by varying the uniformity of others' ratings at two levels of dispersion. The availability of intrinsic (product composition) cues during prerating examination of the plate was manipulated by making available, or withholding, two comparison plates. Others' modal evaluations significantly (p < .01) affected quality ratings of the plate. This effect was substantially stronger when others' evaluations were more uniform. The presence or absence of comparison plates had no effect on the influence conditions. The results were interpreted, in conjunction with those of a 1972 study by Cohen and Golden, as providing support for the effect of informational social influence on ratings of product quality.Requests for reprints should be sent to L.

No abstract

Based on the responses of 252 (126 male, 126 female) college undergraduates, a factor analysis of the 40 sex-typed items from the Bern Sex-role Inventory and sex of respondent yielded four factors. One of the factors essentially represented the biological sex of the respondent. A second factor, representing an expressive, affective orientation, contained loadings of 14 of the 20 feminine sex-typed items. The other two factors (dominant, aggressive and independent, self-sufficient) were defined primarily by masculine sex-typed items. Biological sex of the respondent did not load on any of the three latter factors. The obtained factor structure was very similar to that reported by Gaudreau (1975) for non-college respondents. Taken together, these two analyses (a) support the use of the Masculinity and Femininity scales as independent constructs and (b) suggest several items that could be deleted from both scales to increase both homogeneity and interpretability.

The two subscales of the Attitude Toward Statistics scale (Wise, 1985), Attitude Toward the Field and Attitude Toward Course, were administered on the first and last day of class, and the Statistics Attitude Survey (Roberts and Bilderback, 1980) on the last day of class to 302 students in ten sections of an undergraduate introductory statistics course. The scales were reliable measures of students' attitudes toward statistics, were essentially unrelated to sex of respondent and year in college, and on last class administration correlated with course grade. The two subscales of the Attitude Toward Statistics scale were highly correlated with the Statistics Attitude Survey.

No abstract

Obtained peer nominations on friendship, 6 traits, and sales potential for 53 men during a 3-wk sales training period, which were correlated with subsequent sales performance. Ratings on 3 of the traits and sales potential were significantly related to the criterion. To investigate the effect of friendship as a moderator variable, 3 friendship groups were identified for each man: those who nominated him high on friendship, those who nominated him low on friendship, and those who did not mention him as either high or low on friendship. Ratings by each of these groups on the other peer nomination variables were correlated with the sales performance criterion. These correlations were not significantly different for the 3 friendship rater groups.

Measures of overall job satisfaction, intention about remaining with the company, and frequency of absences were correlated with termination over two one‐year periods for a sample of female clerical employees. A step‐wise multiple regression indicated that both intent to remain with the company and frequency of absences added to the prediction of turnover during both one‐year periods. Job satisfaction did not add to the prediction for either year.