Relation of congruence in student-faculty interests to achievement in college.

Posthuma, Allan B.; Navran, Leslie

doi:10.1037/h0029687

Cited by 18 publications

(8 citation statements)

References 4 publications

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“…This possibility is consistent with empirical findings from at least two studies. For example, using 110 students and 44 faculty from the Royal Roads Military College, Posthuma and Navran (1970) found that high overlap between student and instructor interests was associated with high student achievement. Similarly, Adkins et al (1994) examined whether congruence between applicants' work values and the work values of the organization contributed to recruiters' judgments of applicants' general employability.…”

Section: Discussionmentioning

confidence: 99%

“…Furthermore, this research shows that higher degrees of value congruence between individual workers and the institutions in which they work are positively associated with occupational success (see, e.g. Adkins, Ravlin, & Meglino, 1996;Boxx, Odom, & Dunn, 1991;Chatman, 1991;Chatman & Barsade, 1995;Chatman, Caldwell, & O'Reilly, 1999;Goodman & Svyantek, 1999;Gottfredson & Holland, 1990;Holland, 1966Holland, , 1985Jehn, Chadwick, & Thatcher, 1997;Kemelgor, 1982;Meglino, Ravlin, & Adkins, 1989;Mount & Muchinsky, 1978;O'Reilly, Chatman, & Caldwell, 1991;Posthuma & Navran, 1970;Tokar, Fischer, & Subich, 1998; see also O'Reilly & Chatman, 1996). In other words, vocational psychologists have demonstrated that people's values tend to match those of the organizations in which they work, and this match yields greater job satisfaction and performance.…”

Section: Group Processes and Intergroup Relationsmentioning

confidence: 94%

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Social Hierarchy Maintenance and Assortment into Social Roles: A Social Dominance Perspective

Sidanius

Laar

Levin

et al. 2003

Group Processes & Intergroup Relations

120

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Using vocational choice and social dominance theories as organizing frameworks, and employing data from a five-wave longitudinal study of undergraduates, we explored the relationship between generalized anti-egalitarianism, on the one hand, and the choice of hierarchy-enhancing (HE) and hierarchy-attenuating (HA) college majors and future careers on the other hand. Consistent with theoretical expectations, the data showed that students with high levels of anti-egalitarianism were more likely to choose HE college majors and future careers, while students with relatively low levels of generalized anti-egalitarianism were more likely to choose HA college majors and future careers. Congruent students (high antiegalitarianism/HE majors and low anti-egalitarianism/HA majors) enjoyed greater academic success, and greater expectations of academic success than incongruent students (high antiegalitarianism/HA majors and low anti-egalitarianism/HE majors). Finally, we explored three processes possibly responsible for the congruence between anti-egalitarianism and career path:(1) self-selection, (2) institutional socialization, and (3) differential success/differential attrition. The results only showed support for self-selection mechanisms.

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Section: Discussionmentioning

confidence: 99%

Section: Group Processes and Intergroup Relationsmentioning

confidence: 94%

Social Hierarchy Maintenance and Assortment into Social Roles: A Social Dominance Perspective

Sidanius

Laar

Levin

et al. 2003

Group Processes & Intergroup Relations

120

View full text Add to dashboard Cite

show abstract

“…Gottfredson (1 98 1) found that bank tellers whose interests were congruent with the predominant interests of the organization tended to have lower turnover rates. Posthuma & Navran (1970) found that students whose interests were congruent with those of the faculty achieved better grades than students with incongruent interests (r = .69).…”

Section: Charucteristics Relevant To the Relationship Between The Indmentioning

confidence: 96%

A theory of the validity of predictors in selection

Smith

1994

J Occupat & Organ Psyc

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A theory is expanded which attempts to explain why some predictors are more valid than others. In essence, high validity is expected when a measure accurately reflects the degree to which work performance depends upon three domains of characteristics: (1) universals, the characteristics required by all work; (2) occupationals, the characteristics required by certain jobs; (3) relationals, the characteristics needed to relate to others in specific settings. It is suggested that selectors have frequently ignored the third domain. The paper considers the theory from the viewpoint of criteria and concludes by outlining the uses of the theory in terms of (1) further theory building; (2) improving understanding of existing predictors; (3) improvement of existing predictors; and (4) development of new predictors.

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“…Adkins, Ravlin, & Meglino, 1996;Boxx, Odom, & Dunn, 1991;Chatman, 1991;Chatman & Barsade, 1995;Goodman & Svyantek, 1999;Gottfredson & Holland, 1990;Holland, 1966Holland, , 1985Jehn, Chadwick, & Thatcher, 1997;Joyce & Slocum, 1982;Kemelgor, 1982;Kuo, Cheng, & Wang, 2001;Meglino et al, 1989;Mount & Muchinsky, 1978;O'Reilly et al, 1991;Posthuma & Navran, 1970;Tokar, Fischer, & Subich, 1998; see also O'Reilly & Chatman, 1996). In brief, this research suggests not only that value congruence is normative, but also that it is beneficial to both worker and workplace alike.…”

mentioning

confidence: 99%

Person-Organization Congruence and the Maintenance of Group-Based Social Hierarchy: A Social Dominance Perspective

Haley

Sidanius

2005

Group Processes & Intergroup Relations

114

169

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Using vocational choice theory and social dominance theory as guiding frameworks, this paper examines the interrelationships between the types of social institutions that a person occupies, on the one hand, and the sociopolitical attitudes and behavioral predispositions that a person displays, on the other. Beginning with Holland (1959, 1966), numerous researchers have documented the fact that people’s work-related values tend to match the values of their work environments. Researchers have also found, as we might expect, that this value match yields superior job performance and greater employee satisfaction. Social dominance theory has proposed an important expansion of this research: people’s sociopolitical attitudes (e.g. anti-egalitarianism) should also be compatible, or congruent, with their institutional environments (e.g. schools, workplaces). A growing body of research supports this claim. Specifically, recent research has shown that hierarchy-enhancing (HE) organizations (e.g. police forces) tend to be occupied by those with anti-egalitarian beliefs, while hierarchy-attenuating (HA) organizations (e.g. civil liberties organizations) tend to be occupied by those with relatively democratic beliefs. This research has also provided evidence for five (non-mutually exclusive) processes underlying this institutional assortment: self-selection, institutional selection, institutional socialization, differential reward, and differential attrition. This paper reviews the literature bearing on each of these processes, and suggests key paths for future research.

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Relation of congruence in student-faculty interests to achievement in college.

Cited by 18 publications

References 4 publications

Social Hierarchy Maintenance and Assortment into Social Roles: A Social Dominance Perspective

Social Hierarchy Maintenance and Assortment into Social Roles: A Social Dominance Perspective

A theory of the validity of predictors in selection

Person-Organization Congruence and the Maintenance of Group-Based Social Hierarchy: A Social Dominance Perspective

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