28th International Congress of Psychology August 8 ... - U-netSURF

Mexico called "maquiladoras" where the workers have very low wages and have to work more
than 50 hours per week. They have to accept that job conditions because the high unemployment
in Mexico, where many small and median enterprises have disappeared because the strong
competence with cheaper foreign products and illegal practices as "dumping".
2088.2 A research on empolyment ability of the college students, ShengNan Liu, Liaoning
Normal University, China
Based on the research both from home and abroad, this paper draws a framework of employment
ability aiming at the college undergraduate students. Thus, with the self-evaluation scale effective
both in validity and reliability adopted in measuring employment ability at Liaoning Normal
University for 407 subjects as a sample in Apr. 2003, it shows: (1) undergraduates’ employment
ability contains obvious grade difference (2) difference as well as commonness are seen in the
development of employment ability (3) the employment ability goes up with the grade but
develops continuously.
2088.3 Evaluating people who evaluate people, David J. Weiss 1 , James Shanteau 2 , 1 California
State University, Los Angeles, USA; 2 Kansas State University, USA
Many professionals are responsible for making judgments about other people. Professors judge
students’ academic performance or potential, personnel analysts evaluate applicants, Olympic
judges rate athletic performance, and physicians diagnose health states. Those being judged are
not passive stimuli; they have an interest in the evaluation, and so may try to influence the
assessments. In most instances, there is no objective way to determine whether the judgments are
accurate. We illustrate how to evaluate the professionals by examining two internal properties of
their judgments, discrimination and consistency. These observable properties are combined in the
CWS ratio, an empirical index of expertise.
2088.4 Validation of an intercultural effectiveness training, Stefan Thomas Mol 1 , Madde
Elisabeth Willemsen 2 , Marise Philippine Born 1 , Henk Tjeerd Van Der Molen 1 , 1 Erasmus
University Rotterdam, The Netherlands; 2 GITP International BV, Nijmegen, The Netherlands
This study aimed to validate an Intercultural Effectiveness Training using a customized time-series
design with sufficient statistical power (80%). Based on cross-cultural training performance
criteria employed by Lievens, Harris, Van Keer, & Bisqueret (2003) a competency-based
instrument was developed with which self and other ratings were obtained. It was hypothesized
that training participants would improve on competencies deemed relevant for intercultural
effectiveness (being Tenacity-Resilience, Communication, Adaptability, Teamwork,
Self-Discipline, Cross-Cultural Awareness and Organizational and Commercial Awareness) while
competencies irrelevant to intercultural effectiveness were expected to yield no effects. Results are
discussed in light of current theoretical developments.
2088.5 Development of training system of human factors skills for occupational safety of track
maintenance workers, Yukimasa Sato, Ken Kusukami, East Japan Railway Company, Japan
A safety training system is developed for railway track maintenance workers to raise the ability to
prevent occupational and operational accidents. The system is composed of a personal computer,
input devices, and a projecter in hardware, and one lesson has a flow of display of an incident, ten
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