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The image theory states that management must observe critically the status quo and project development in accordance with the company objectives. Differences between the images bring about dissatisfaction with the status quo which in turn, brings about change. If employees' ideals are incompatible with management's ideals, employees are also dissatisfied with the status quo and may want to change this status quo.

Two experiments were conducted to determine the effects of time constraints on decision-making. In the first experiment, subjects asked to screen and select job options under time constraints exhibited inconsistent rejection patterns. In the second experiment, fewer inconsistent rejection patterns were observed in subjects despite the time constraints when they were informed about the importance of their job choices.

Two experiments were conducted in connection with compatibility tests involving image theory. Subjects in Experiment 1 were made to screen choices created to discriminate between differential and unit weighting of violations. In Experiment 2, subjects ranked the desirability of the choices utilized in Experiment 1. Results of Experiment 1 show that differential weighting is the most proper form for screening decisions, while results of Experiment 2 show that the locus of the probability information used is a characteristic of the options rather than rejection threshold.

The weighting approaches used in value elicitation are studied. Students were asked to evaluate hypothetical apartments described in terms of nine attributes. The weight generating methods used include 7-point scales, value hierarchy, swing weights, rank order centroid and rank sum weights. Results show that value elicitation models based on swing weights and rank order centroid provide more accurate predictions.

Decision makers' use of imperfect information in screening of decision options was examined in three experiments. Results show that rejection of options was a function of both the number of violations and the amount of missing information. Also, rejection over and above the effects of violations was a result of the general scarcity of information about options. Lastly, probability information that is used multiplicatively in choice is used additively in screening.

A study was conducted to determine the course of actions of decision makers when their acceptable options turn out to be unavailable. Results revealed that decision makers tend to conduct another search rather than use the rejected options from the previous screening. Only when no new options are available do they consider the rejected options. In this situation, decision makers lower their criterion to accomodate the rejected options.

The compatibility test is a valid approach along with the more general image theory for screening judgments. This is evident in an experiment wherein subjects were required to screen a set of jobs by retaining those that they prefer and rejecting those that are not under consideration. Results show that there were no variations between the reject and control setups and that the normal screening process seems to screen out the bad options rather than screen in the good ones. Accountability, instructions and anticipated regret were found to be significant factors in prechoice screening of options.