Shaul Fox

Escalation behavior as a specific case of goal-directed activity: A persistence paradigm

This article presents a theoretical reconceptualization of escalation behavior as an instance of persistence, or the basic tendency to bring goal-directed behaviors to completion. Most past efforts to explain escalation (e.g., self-justification theory and prospect theory) have tended to underscore the sequela of sunk costs and emphasize issues of emotional or cognitive bias. Lewinian and Atkinsonian theories of motivation, as well as contemporary theories, are employed as the basis for an alternative, persistence paradigm, emphasizing the continuity of inertial elements central to all forms of human motivation. This paradigm is used to derive key theoretical constructs such as proximal closure, clarity of completion, goal valence, or intrinsic interests active in escalation. Particular attention is drawn to the empirical viability of the paradigm, its utility in integrating past research and theory, and its potential contribution in framing new research and generating practical means of intervention or control.

Attention State and Critical Psychological States as Mediators Between Job Dimensions and Job Outcomes

Activity-related-attention (ARA), representing the arousal level, is proposed as an intervening variable linking job characteristics to job outcomes. Two initial studies evaluated a new ARA state questionnaire assessing job-related attentional states. Worker responses displayed high internal consistency and were related to job satisfaction as well as to differences between mundane and enjoyable activities. Student responses displayed high test-retest correlations over a 2-week period. The third study compared the relative role of attention/arousal vs. the critical psychological states (CPS) appearing in Hackman and Oldhams (1976) job characteristics model. Questionnaires completed by 119 employees dealt with (1) job characteristics, (2) job outcomes of work satisfaction, effort, and performance, and (3) ARA state, and CPS. Regression analyses indicated that CPS tended to have a stronger mediating role than ARA in the relation between job characteristics and outcomes. However, ARA was found to contribute significantly to the prediction of perceived effort over and above the contribution of CPS. The article discusses the differences between ARA and CPS both in theory and measurement, and displays the potential value of the ARA state in future research.

Age and the False-Consensus Effect

Israeli participants in four age groups (older adolescents, adults, residents of an old-age home, and older participants in a university program) answered a 12-item false-consensus questionnaire and Daviss (1980) Interpersonal Reactivity Index measuring empathy-egocentrism. The false-consensus effect (FCE) was found in all four age groups. The effect was significantly weaker among the older students, which was also the group lowest on egocentrism. Older adolescents were more egocentric than adults, who were less egocentric than residents of the old-age home, who were the highest on egocentrism. No correlation was found between the strength of the FCE and the egocentrism score.

Personality and leisure activities: an illustration with chess players

Abstract The present study investigated the relationship between personality and involvement in a leisure activity: chess playing. The participants comprised three groups of highly competitive chess players, moderately competitive chess players, and a comparison group of non-players (n = 20 each). The results showed that of the six personality characteristics under investigation all chess players differed from the comparison group in terms of unconventional thinking and orderliness. In addition, highly competitive players differed from non-players in being also significantly more suspicious. The three groups did not differ significantly on neuroticism, aggressive tendency, and hostility. Implications concerning future studies of the relationship between personality and involvement in competitive leisure activities are discussed.

Differential Dimensions Employed in Rating Subordinates, Peers, and Superiors

Abstract In this research, we examined whether people utilize different dimensions in their ratings of subordinates, peers, and superiors. Middle managers (N = 98) from various Israeli organizations were asked to nominate three pairs of superiors, peers, and subordinates, reflecting excellence and failure. They then selected, for each nominee, the three dimensions out of seven that they considered as central to their performance rating. A 7 × 2 × 3 (Dimension × Performance Quality × Status Group) analysis of variance (ANOVA) yielded significant results, p < .05, for the Dimension × Status interaction. Five out of the seven dimensions had differential effects on the impression of the three ratee groups. The dimensions of obedience, motivation, and efficacy were used more often to characterize subordinates, whereas interpersonal relations and managerial ability were used more commonly to describe peers and superiors. We also found that the weight of some dimensions differed as a function of performance qual...

The Preliminary Employment Interview as a Predictor of Assessment Center Outcomes

The current study examined the relationships between personnel employment interview scores (PEI), cognitive ability test scores (CAT) and assessment center (AC) scores, as well as the potential to circumvent the costly AC method for some of the candidates by using these less expensive selection methods. A total of 423 Israeli police force candidates participated in the study. Their PEI and CAT scores were collected in the first stage of the selection process. They subsequently participated in an AC and a final decision was made regarding their acceptance to the police force. It was found that PEI and CAT scores significantly correlated with the AC scores and the recruitment decision, although the PEI scores demonstrated stronger correlations with the criteria. An actuarial analysis demonstrated the benefit of using the AC procedure for those achieving middle range scores on the PEI and CAT, circumventing the costly ACs for those achieving high and low scores. This strategy resulted in minor costs of both ± and ² errors. Organizations can adopt this economical strategy when the AC costs exceed the manpower costs incurred by disposing of the AC.

Factors affecting post‐relocation adaptation in a case of an entire plant relocation

Pre‐relocation measures as well as measures collected subsequent to it were used to predict employees’ post‐relocation adaptation in a case where an entire plant relocated its premises. The distance between the old and the new site did not require home relocation, with the result that the change was deemed less of a “family issue” than an essentially work and organizational change. The sample consisted of 176 employees, for whom matched before and after questionnaires were available. Pre‐relocation measures included demographics, justification of management’s decision to relocate, and positive and negative emotional reactions to the move. In addition, measures of perceived changes were taken after the move. The three post‐relocation adaptation measures were work satisfaction, loyalty to the organization, and relocation satisfaction. Findings are discussed in the light of previous findings, although most of that research dealt with individual as opposed to plant relocation, and of very few studies dealing with post‐relocation variables.

An extension of the realistic preview concept to various career transitions

A model is presented in which the realistic preview concept is extended beyond the job and organization choice situation for which it was originally suggested. Realistic previews are suggested for two major career transitions: the entry from high school to college and university and the transition from university to the world of work. The differences between high schools, universities and workplaces are discussed to highlight the need for realistic previews which pertain to aspects of the occupational field which a student pursues, as well as aspects of college or workplace environments. It is reasoned that realistic previews will soften those entry transitions in the same way that a realistic preview for job choice has been shown to be beneficial.

Validation of Spouse Violence Risk Assessment Inventory for Police Purposes

The Spouse Violence Risk Assessment Inventory (SVRA-I) is a new scale developed by the Israeli police to measure the likelihood of male perpetrators repeating violent behavior toward their partners. This article describes the objectives of the inventory, its distinction in comparison to existing inventories, and the process of its development. Our preliminary study demonstrated a reasonable level of inter-rater reliability. Two subsequent studies examined the relationships between clinical assessments and SVRA-I scores, and additional two studies tested the validity of the inventory against criteria of repeated partner abuse. The inventory was found to be a valid and efficient tool for predicting recidivism of intimate partner violence (IPV). In the discussion, we review the limitations of devices aimed at predicting repeated IPV.

Military Psychology in the Israel Defense Forces A Perspective of Continuity and Change

The current article describes the development of military psychology in the Israel Defense Forces (IDF). Based on mixed methodology, including in-depth interviews and secondary analyses, continuities and discontinuities in the work of military psychologists are presented. Four phases of development are identified: “establishment of the military” (1947-1966), “decentralization” (1967-1982), “the small wars era” (1982-1999), and “expanded scope” (2000-present). Each phase generated a distinct military psychologist identity: “social scientist,” “field practitioner,” “organizational development expert,” and “operational behavioral scientist.” These identities are amassed cumulatively, so that new identities do not contradict previous ones. The four phases of development are compared according to several dimensions. Significant discontinuities include a change in theoretical perspectives, gender composition, and research methodology. Working style during conflict is notably continuous, characterized by bottom-up initiatives. Possible sources leading to the paradigmatic shifts are presented, and an “evolution model” of synthesis is suggested. This model stresses the social challenges facing the IDF and its relevant psychological practices.