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Using multiple theoretical perspectives (stress, conservation of resources, and deviance), we investigated the relationship between burnout and personality. Burnout is measured with the Maslach Burnout Inventory (emotional exhaustion, depersonalization, and personal accomplishments), and personality is captured with the Mini-Marker Inventory (extroversion, conscientiousness, agreeableness, openness to experience, and emotional stability). Regression analyses controlling for demographic characteristics, based on 265 instructors of a large state university, indicated that emotional exhaustion is negatively related to extroversion and emotional stability and positively related to openness to experience. Depersonalization is negatively related to agreeableness and emotional stability. Personal accomplishments are positively related to extroversion, conscientiousness, agreeableness, and emotional stability. Implications of the results are discussed. (Contains 6 tables and 4 notes.)

Evaluation of peers' presentations was made by 221 students (11.68% Mexican-American, 63.55% European-American, 4.21% African-American, 13.55% Asian-American). Gender was not a factor; race/ethnicity was not a reliable predictor of ratings. Age and frequency of class participation contributed significantly to the variance in ratings. (Contains 28 references.) (SK)

Two multiple-choice tests and one essay test were taken by 231 students (50/50 male/female, 192 White, 39 East Asian, Black, Mexican American, or Middle Eastern). Multiple-choice tests showed no significant differences in equal employment opportunity terms; women and men scored about the same on essays, but minority students had significantly lower scores on essays. (SK)

A study used data from 548 classes on student evaluations of faculty at a state university to examine, from an equal opportunity perspective, the practice of using those evaluations for personnel decisions. Analysis of faculty gender and ethnic background as they related to teacher ratings suggests possible unfair discrimination warranting further investigation. (MSE)

Using a sample of 749 individuals, we examine the correlation of views of employee participation and higher order needs, altruism, pride in craftsmanship, and collectivism. Structural equation modeling (accounting for measurement errors) shows that views of employee participation are correlated positively with higher order needs, altruism, pride in craftsmanship, and collectivism. Our model also shows equivalency across 3 different age groups. Implications of our results for organizational practice and public policy are discussed.

The United States is comprised of a patchwork of ethnic groups. To varying degrees, such groups have become acculturated into the White Anglo Americana culture. Our study is an attempt to examine the consequences and predictors of psychological acculturation. The data were taken from 320 students attending a large state university on the West Coast of the United States. Our results show that grade point average (GPA) and income earned were positively related to psychological acculturation. Religion, ethnicity, age of entry to the United States, enrollment in a graduate program, and self-esteem affected psychological acculturation. The implications of the results are discussed.

This study explored the measurement equivalence of 3 commonly used psychological measures across samples of U.S. and Indian male and female respondents. Multiple groups structural equations modeling indicated that locus of control was measured equivalently across U.S. and Indian male and female groups, whereas measurement equivalence of a self-esteem scale and a higher order need strength scale was observed across U.S. men, U.S. women, and Indian men. Baseline models for self-esteem and for higher order need strength failed to fit in the Indian female sample, suggesting basic differences in how respondents from this group conceptualized scale items. The results underscore the potential importance of culture as a factor that may moderate the types of inferences that can be made from test scores in cross-cultural research applications.

A sample (N=416) of assembly-line operators were asked to rate their supervisors according to an instrument which contained a list of positive supervisory traits and behaviors. Three rating options were provided: agree, don't know, and disagree. Dissatisfied raters were found to give significantly more neutral responses than satisfied raters. (Author)

The article deals with the study of work group collectivism, work centrality, pride in work and nations effect on it. It states that work centrality and pride in work is higher in nations having higher work group collectivism.

Byline: Jai Ghorpade Even though human resource management (HRM) has made great progress as a discipline in recent years, questions still linger about its place in management. This paper uses concepts from social systems theory to build a model of HRM that links it systematically with general management, and shows how these concepts can be used for defining the mission of HRM, and for designing effective HRM systems for attaining it. Implications of the model are discussed for HRM practice and research.

Byline: Jai Ghorpade, Jim Lackritz, Gangaram Singh As the USA develops its trade interaction with India, issues of management between the two countries are likely to surface. In this article, we examine one such issue - preferences for the involvement of employees in the management of organisations using a new scale we called Preferences for Involvement in Management (PIM). Our data show that PIM is equivalent across the USA and India. A comparison of the mean levels of PIM shows that it is higher in the USA than India. Implications of the results are discussed.

Byline: Jai Ghorpade, Jim Lackritz, Gangaram Singh Understanding similarities and differences between the USA and Mexico has become critical because of NAFTA and geographical proximity. In this paper, our objective is to illustrate how errors can occur with respect to management across the two countries when inappropriate research methodology is used. The management issue under scrutiny is preferences for involving employees in the management of organisations. We developed a measure for the construct. We then used a traditional analytical technique to test the measure in the USA and Mexico. Our results indicated psychometric outcomes that are acceptable. An advanced analytical technique (structural equations model), however, indicated that the measure was not equivalent across the USA and Mexico. The implications of this difference are illustrated with the inapplicability of a management practice if the traditional research tool is used.

This study is a follow-up to a prior publication by the authors dealing with influences behind neutral responses to structured questionnaires. The earlier study found rater affective feelings, nationality, and age to be significant influences, while sex was not. The questionnaire used in the first study dealt primarily with supervision and relied on a three-point scale. The present instrument covers a broader range of topics and uses a five-point Likert-type scale. The results on the influence of rater affective feelings are consistent with previous studies, but there is some variation in the demographic influences. Implications of the findings are discussed and suggestions are offered for additional research. [ABSTRACT FROM AUTHOR]

Isolation of the influences behind neutral responses is the chief concern of this paper. A sample of 416 assembly-line operators were asked to rate their supervisors according to an instrument which contained a list of positive supervisory traits and behaviors. Three rating options were provided: agree, don't know and disagree. It was hypothesized that over-all dissatisfaction with the subjects would be a significant influence behind neutral responses. Several methods of classifying raters into satisfied/dissatisfied groups were experimented with. The results generally supported the hypothesis, with some qualifications. Dissatisfied raters were found to give significantly more neutral responses than satisfied raters. However, rater nationality and age were also found to be significant influences. [ABSTRACT FROM AUTHOR]