Effects of attractiveness and gender on the perception of achievement-related variables.

The present study was an examination of the effects of physical attractiveness and gender on perceptions of academic success, achievement-related traits, intelligence, initiative, and attributions of ability and effort in relation to academic success. It was hypothesized that attractive persons and men would be rated more favorably along these dimensions than would unattractive persons and women. The participants were 144 U.S. undergraduates who observed photographs of attractive and unattractive men and women and then rated the persons in the photographs on the aforementioned dimensions. Physical attractiveness had a differential effect on the dimensions within achievement. Also, being perceived as physically attractive created positive impressions of achievement-related traits for men but negative impressions for women.

Psychometric properties of the Wife Abuse Inventory.

It is estimated that approximately 50% of all married couples experience violence during their relationship (Lewis, 1985). The present study (N = 305) investigated the psychometric properties of the Wife Abuse Inventory (WAI), which was designed to identify women at risk for abuse. The WAI was found to be internally consistent, and evidence was obtained for the validity of the WAI as an indicator of the potential for being abused by one's spouse. A factor analysis indicated that the WAI measures two main factors, emotional and physical abuse, and a moderate correlation between the WAI and the Child Abuse Potential Inventory also was obtained. The WAI has potential for use as a screening inventory in the identification of women at risk.

Wife abuse as it affects work behavior in a center for mentally retarded persons.

This study examined differences between conjugally abused and nonabused female employees at a state-supported ICF/MR residential facility in relation to the potential for client abuse, absenteeism rates, and performance ratings. The research was conducted at a rural institution for mentally retarded persons at which approximately 72% of the workforce was female. A survey package composed of demographic questions, the Child Abuse Potential Inventory (Milner, 1980), and other self-report questions that concerned abuse was distributed to all permanent female employees. The survey return rate was 31.7%. Analysis of the data indicated a significant difference between CAP scores for emotionally and physically abused women and their nonabused counterparts (p less than .01). When a CAP score of 215 was used as a cut-off, 44% of the abused women were classified into the potential abuser category. No significant differences were revealed between categories of abuse and measures of absenteeism or performance appraisal scores.

Burnout and stress among employees at a state institution for mentally retarded persons.

The effects of burnout of 192 employees of a state institution were examined to determine whether these problems were different from conditions resulting from stress. Each subject completed a packet including the Maslach Burnout Inventory and Ivancevich's Job Stress Scale. For all groups, high burnout emerged in the form of low personal accomplishment, with moderate degrees of burnout measured by the Burnout Inventory subscales Emotional Exhaustion and Depersonalization. One of the stress variables (underutilization) correlated significantly with one Burnout Inventory subscale (Emotional Exhaustion). Results generally indicated that stress and burnout were separate constructs that can be best thought of as distinct entities.

The behavioral impact of an advertising campaign to promote safety belt use.

Safety belt use was observed at one restaurant during McDonald's "Make It Click" promotional campaign. Following baseline, the program was monitored without intervention. During the final 2 weeks of the campaign an incentive strategy was added providing a large soft drink contingent on safety belt use. Safety belt use did not change from baseline levels before the incentive phase. The rate of belt use increased under contingent reward and declined during follow-up. The effects of a verbal prompt could not be assessed because of the almost nonexistent use of the "Make It Click" stickers throughout the study.

Staff turnover as a function of performance in a public residential facility.

The relationship between employee turnover and performance was measured for 144 leavers and 144 stayers across 32 positions in a large institution for mentally retarded people. Performance ratings for employees leaving the organization were significantly lower than for those who stayed. These performance differences occurred most significantly with involuntary dismissals and among direct-care technicians who comprise a major part of the institution's work force. The overall results suggest that the organization is not ejecting its best workers and that a substantial portion of the turnover is functional.

An evaluation of three corporate strategies for safety belt use promotion.

Different types of awareness sessions to promote employee safety belt use were evaluated. Across eight different employee safety meetings three dichotomous variables were manipulated: the type of presentation format (lecture vs discussion), the presence or absence of safety belt pledge cards, and the presence or absence of an incentive component. All groups showed a four-fold increase in safety belt use. Five months after the interventions, belt use was still significantly higher than baseline levels. Generalization across employees was demonstrated by a significant increase in safety belt use for those who did not attend the awareness session. The awareness session with a discussion format influenced greater increases in safety belt use than did the lecture-based sessions, but pledge cards and incentives did not increase the impact of these awareness sessions.