The purpose of this study was to investigate the properties of a shortened, and therefore more conveniently applied, version of the seven dimension Tourism and Hospitality Organizational Climate Scale (THOCS). Responses to the revised instrument, the THOCS-R, from 400 employees of a single, large tourism organization were analyzed. Subscales of the THOCS-R demonstrated levels of reliability ranging from acceptable to high. Confirmatory factor analysis provided support for the notion that the THOCS-R reliably measured four dimensions of the original instrument. Analyses were also conducted to investigate whether the THOCS-R has any explanatory utility in the prediction of other organizational variables. Regression analyses found the four replicated climate dimensions to explain 19.36% of the variation in employee turnover intentions and 20.07% of the variation in employee perceptions of customer satisfaction. It was concluded that the THOCS-R reliably measures four dimensions of organizational climate in tourism employees and is potentially a useful tool to examine the impact of climate on organizational outcomes.

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Woolsey & Chang (1947) introduced a new technique into the study of the origin of the pyramidal tract when they recorded the arrival of antidromic pyramidal activity, initiated from the medulla oblongata, at the surface of the cortex. The present investigation has largely employed this useful method which has been extended by the insertion of microelectrodes into the cell layers of the cortex. By this means the electrical activity of single cells or groups of cells may be recorded as the cell bodies are depolarized by impulses passing antidromically up their axons. Accurate localization of cells giving rise to the pyramidal tract is thus possible, and the conduction velocities oftheir respective axons may be estimated. Results obtained by this method have been checked by the electrical stimulation of small areas of cortex and recording the consequent orthodromic pyramidal activity in medulla or cord. METHODSA series of twenty-five adult cats were used for these experiments. The animals were anaesthetized by Dial (Ciba) 0-5 ml./kg intraperitoneally, an additional 0-2-04 ml. of pentobarbitone solution (gr. 1/ml., 'Sagatal', May and Baker) being administered if necessary. After tracheal cannulation, the pyramidal tract was exposed in the medulla or cord by one of the following methods.(1) Ventral approach to the medulla, by removal of larynx, part of pharynx and oesophagus. The longi capitis muscles were then reflected and a window made in the basiocciput with a dental burr. This approach enabled stimulating or recording electrodes to be placed directly in the pyramid with the animal in the lateral position.(2) Dorsal approach to the fourth ventricle by removal of part of the occipital bone and cerebellum. Electrodes could then be inserted into the pyramids through the medulla, the animal being in the anatomical position.(3) Laminectomy, exposing the spinal cord at cervical or lumbar segments, so that electrodes could be inserted into the lateral corticospinal tract.

William James and many other early pioneers of psychology and psychiatry endorsed the notion of parallel rational conscious streams in the human mind and suggested that an understanding of multiple personalities, in what is now known as Dissociative Identity Disorder (DID), was the key to developing an appropriate model of the mind. A new meta-theory of psychology, Legion Theory, developed from an inductive study of the specific characteristics of DID, is presented. Legion Theory proposes the mind to encompass two major sets of mechanisms. The first is a set of parallel conscious streams which form the self. The second is a set of internal mental models representing the physical and other worlds. The interaction of these two sets of processes is shown to provide a model for many psychological phenomena, including abstract logical thinking and intelligence, dreams, implicit and explicit memory, state-dependent memory, psychogenic fugues, and body dysmorphia.

This paper adds to the current literature on emotional intelligence (EI) by investigating the relationship of employees' perceptions of supervisor's EI with a number of important organizational outcomes. The data for the study were obtained via a questionnaire survey from 130 employees in a large government-run organization in the United Arab Emirates (UAE). The results indicated that employee perception of supervisor's EI explained 25.9% of variation in job satisfaction and 41.2% of variation in group task satisfaction. Job satisfaction and group task satisfaction, in turn, were found to explain 33.6% of variation in workgroup attachment. Workgroup attachment, in turn, was found to explain 13.3% of variation in group-level turnover intention and 12.3% of variation in organizational-level turnover intention. These results indicate that organizations in the UAE may benefit by developing EI skills in their leaders. This paper also describes specific implications for theory and practice.