Peter Herriot
Biographic Data
| ID | 569858 |
|---|---|
| NAME | Peter Herriot |
| GIVEN NAMES | Peter |
| FAMILY NAME | Herriot |
| SIGNATURE | HERRIOT P |
| AFFILIATIONS | Birkbeck, University of London |
| ORCID | 0000-0003-2961-9555 |
| VERIFIED | Yes |
| TOTAL WORKS | 25 |
| TOTAL CITATIONS | 21 |
| WORKS AS AUTHOR | 25 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1967 |
| LATEST PUBLICATION YEAR | 2018 |
| H-INDEX | 2 |
The Open Brethren
Religious Fundamentalism
How does a religious fundamentalist come to embrace a counter-cultural world view? Fundamentalism can be analysed from a variety of perspectives. It is a type of belief system which enables individuals to make sense of their lives and provides them with an identity. It is a social phenomenon, in which strictly religious people act according to the norms, values, and beliefs of the group to which they belong. It is a cultural product, in the sense…
Religious Fundamentalism and Social Identity
The attacks on the World Trade Centre and the Pentagon in the United States of September 11th, 2001 brought the phenomenon of religious fundamentalism to the world's attention.Sociological research has clearly demonstrated that fundamentalists are primarily reacting against modernity, and believe that they are fighting for the very survival of their faith against the secular enemy. But we understand very little about how and why people join funda…
The Employment Relationship
Contracting Careers
In the light of the changing economic and organizational contexts for careers, it is argued that a model of organizational careers needs to be: contextualized; interactive between individual and organization; subjective, not normative; processual, not structural; tolerant of different interests; and cyclical in nature. A model of organizational career as a sequence of renegotiations of psychological contracts is proposed. These contracts are base…
Asians Presenting To a Sex and Marital Therapy Clinic
This paper presents the findings of a retrospective analysis of the clinic registration forms and case files of Asian attenders of a sex and marital problems clinic over a three year period. An age/sex matched English control group was selected for comparison. Diagnoses, presenting patient complaints, sociodemographic charac teristics, time between referral and first attendance and outcome of therapy were examined. Our samples of Asian and Englis…
Attempting to improve the validity of a well‐established assessment centre
Various procedural changes were introduced to an assessment centre (AC) for the selection of naval officers in order to assist the assessors to use the evidence more appropriately in arriving at their overall assessment rating (OAR). Procedural changes included: the reduction in the number of dimensions assessed; assembling component predictor information under the relevant dimension on an evidence organizer; a visual indication of predictive val…
Self‐ratings, supervisor ratings, positions and performance
Self‐ratings and supervisor ratings were obtained for 40 unit managers. Self‐ratings were predicted by length of service, whereas supervisor ratings were also predicted by previous appraisal ratings, performance, and career progression. Both self‐ratings and supervisor ratings predicted subsequent performance in the form of unit admissions and gross profit. The predictive power of self‐ratings was explained in terms of the interactive theory of s…
Assessment centre dimensions, personality and aptitudes
Assessees at two assessment centres ( N = 117 and N = 157) completed personality inventories and aptitude tests. Correlations between personality attributes and assessment dimensions were generally low, and suggested that some attributes permitted competencies to be expressed in behaviour. Correlations between intellectual aptitude and dimensions were higher, with aptitude being related to the more cognitive dimensions. Implications for assessmen…
Biographical data, training success and turnover
A set of biographical data was collected for a sample of 420 Royal Naval officers in training. Different scoring keys were developed for four training criteria, using England's (1971) Weighted Application Blank technique, and cross‐validated on a further sample of 282 officers. Appropriately weighted biodata predicted one of the training performance criteria almost as well as the composite score of four psychometric tests of aptitude, and as the …
The predictive validity of pre‐ and post‐discussion assessment centre ratings
The predictive validities of pre‐ and post‐discussion assessment centre ratings of suitability for initial training as a Naval Officer were compared. The criterion measures were assessments of technical knowledge and officer qualities made on the completion of training. No differences in validity were observed, even for cases where the discussion resulted in more change or where assessors initially disagreed. The value of the discussion procedure…
Group decision making in an assessment centre
Ratings of suitability for training as Naval Officer were obtained from each of four assessors both before and after the final consensus discussion of a selection assessment centre. Analysis was conducted of those cases where three assessors agreed on their initial rating. The probability of a shift after the discussion by the exception to the majority rating was related to (a) whether the exception's rating was initially above or below that of t…
Graduate pre‐selection
Information about educational, work and leisure achievements discriminated between graduate application forms which were accepted for further consideration and those which were rejected, as did personal background features and style of completion of the application form. Variation between types of organization, individual organizations and selectors from the same organization was observed
Expectations and impressions in the graduate selection interview
Two investigations are described into the graduate recruitment interview held in one British University over two years. It was found that: interviewers' judgements of applicants were less favourable after the interview than before; interviews were used to amend impressions, and that these, especially the unfavourable ones, predicted judgements of suitability; applicants and interviewers had different prior expectations about the amount of time to…
Towards an attributional theory of the selection interview
It is proposed that the low reliability and validity of selection interviews are partly explicable in terms of the nature of the attributions made to personal characteristics. Specifically, appropriate attributions based on out‐of‐role behaviour are not made because of attributional biases and/or conflicting role expectations. Both these factors result in the drawing of dispositional attributions from behaviour which is inappropriate for such inf…
Organizational choice and decision theory
Two experiments investigated the effects of employers' brochures and selection interviews upon the intentions of students. It was found that some brochures increased the intentions of engineering students to apply to the organization they represented; and that interviews decreased students' intentions to accept jobs if offered them. These effects could not be attributed to changes in the mediating variables of decision theory. The effect of inter…
Decision theory and occupational choice
Several variants of behavioural decision theory were employed to predict the occupational intentions of 79 final‐year engineering students. Questionnaires were administered at 2 weekly intervals for 14 weeks. It was found that several models succeeded in predicting significantly; that predictive power increased over the period; and that intentions predicted the job actually obtained. In addition, some support was obtained for an effect of outside…
Some remarks on the relationship between initial output order and subsequent performance in free recall
Final remarks
The Role of Blocked Presentation in the Elicitation of a Categorical Strategy of Remembering With Retarded Adults
Blocked presentation of categorical material has been found to increase the number of items recalled by retarded subjects. Three experiments are reported, aimed at discovering the reasons for this facilitation. With visually and simultaneously presented items in a multi‐trial free‐recall procedure, it was found that (1) although blocked presentation of categorical material facilitated recall, the provision of category cues did not do so; (2) bloc…
An Introduction to the Psychology of Language
1 Introduction to language behaviour 2 Language as skilled behaviour 3 Generative linguistics and psychology 4 Meaning: behaviourist approaches 5 Language acquisition 6 Language and thinking 7 Theoretical conclusions Bibliography Appendix Author index Subject index
Phrase Units and the Recall of Grammatically Structured Nonsense
Inflexions and function words were added to nonsense stems to form strings fitting three different sentence frames. These strings were then divided into phrase units, and also into units of the same size but with the inter‐unit boundaries not occurring at the phrase boundaries. Other conditions introduced the randomization of the order of the units, and also of the nonsense stems within units. Results, in terms of the number of trials to criterio…
Decision processes in graduate pre‐selection
Transcriptions of recordings of seven graduate recruiters as they thought aloud while pre‐selecting 722 application forms were analysed. Their remarks were categorized into positively and negatively evaluated items of information and inferences from information. Inferences were further categorized into seven types. Significant differences were found between recruiters. Inferences occurred more frequently relative to items near the end of the prot…
Occupational choice and expectancy‐value theory
Several variations of Vroom's expectancy‐value theory were applied to data obtained from two groups of engineering students. It was found that intentions to choose certain types of work were better predicted when individual regression weights were applied to belief‐value products, and when account was taken of students' beliefs about the attainability of work. Some evidence was found that subjective norms affected choice, but there was no support…
A paradigm bursting at the seams
Contracting Careers
In the light of the changing economic and organizational contexts for careers, it is argued that a model of organizational careers needs to be: contextualized; interactive between individual and organization; subjective, not normative; processual, not structural; tolerant of different interests; and cyclical in nature. A model of organizational career as a sequence of renegotiations of psychological contracts is proposed. These contracts are base…
A paradigm bursting at the seams
Phrase Units and the Recall of Grammatically Structured Nonsense
Inflexions and function words were added to nonsense stems to form strings fitting three different sentence frames. These strings were then divided into phrase units, and also into units of the same size but with the inter‐unit boundaries not occurring at the phrase boundaries. Other conditions introduced the randomization of the order of the units, and also of the nonsense stems within units. Results, in terms of the number of trials to criterio…
An Introduction to the Psychology of Language
1 Introduction to language behaviour 2 Language as skilled behaviour 3 Generative linguistics and psychology 4 Meaning: behaviourist approaches 5 Language acquisition 6 Language and thinking 7 Theoretical conclusions Bibliography Appendix Author index Subject index
The Role of Blocked Presentation in the Elicitation of a Categorical Strategy of Remembering With Retarded Adults
Blocked presentation of categorical material has been found to increase the number of items recalled by retarded subjects. Three experiments are reported, aimed at discovering the reasons for this facilitation. With visually and simultaneously presented items in a multi‐trial free‐recall procedure, it was found that (1) although blocked presentation of categorical material facilitated recall, the provision of category cues did not do so; (2) bloc…
Some remarks on the relationship between initial output order and subsequent performance in free recall
Final remarks
Decision theory and occupational choice
Several variants of behavioural decision theory were employed to predict the occupational intentions of 79 final‐year engineering students. Questionnaires were administered at 2 weekly intervals for 14 weeks. It was found that several models succeeded in predicting significantly; that predictive power increased over the period; and that intentions predicted the job actually obtained. In addition, some support was obtained for an effect of outside…
Towards an attributional theory of the selection interview
It is proposed that the low reliability and validity of selection interviews are partly explicable in terms of the nature of the attributions made to personal characteristics. Specifically, appropriate attributions based on out‐of‐role behaviour are not made because of attributional biases and/or conflicting role expectations. Both these factors result in the drawing of dispositional attributions from behaviour which is inappropriate for such inf…
Organizational choice and decision theory
Two experiments investigated the effects of employers' brochures and selection interviews upon the intentions of students. It was found that some brochures increased the intentions of engineering students to apply to the organization they represented; and that interviews decreased students' intentions to accept jobs if offered them. These effects could not be attributed to changes in the mediating variables of decision theory. The effect of inter…
Expectations and impressions in the graduate selection interview
Two investigations are described into the graduate recruitment interview held in one British University over two years. It was found that: interviewers' judgements of applicants were less favourable after the interview than before; interviews were used to amend impressions, and that these, especially the unfavourable ones, predicted judgements of suitability; applicants and interviewers had different prior expectations about the amount of time to…
Graduate pre‐selection
Information about educational, work and leisure achievements discriminated between graduate application forms which were accepted for further consideration and those which were rejected, as did personal background features and style of completion of the application form. Variation between types of organization, individual organizations and selectors from the same organization was observed
The predictive validity of pre‐ and post‐discussion assessment centre ratings
The predictive validities of pre‐ and post‐discussion assessment centre ratings of suitability for initial training as a Naval Officer were compared. The criterion measures were assessments of technical knowledge and officer qualities made on the completion of training. No differences in validity were observed, even for cases where the discussion resulted in more change or where assessors initially disagreed. The value of the discussion procedure…
Group decision making in an assessment centre
Ratings of suitability for training as Naval Officer were obtained from each of four assessors both before and after the final consensus discussion of a selection assessment centre. Analysis was conducted of those cases where three assessors agreed on their initial rating. The probability of a shift after the discussion by the exception to the majority rating was related to (a) whether the exception's rating was initially above or below that of t…
Biographical data, training success and turnover
A set of biographical data was collected for a sample of 420 Royal Naval officers in training. Different scoring keys were developed for four training criteria, using England's (1971) Weighted Application Blank technique, and cross‐validated on a further sample of 282 officers. Appropriately weighted biodata predicted one of the training performance criteria almost as well as the composite score of four psychometric tests of aptitude, and as the …
Self‐ratings, supervisor ratings, positions and performance
Self‐ratings and supervisor ratings were obtained for 40 unit managers. Self‐ratings were predicted by length of service, whereas supervisor ratings were also predicted by previous appraisal ratings, performance, and career progression. Both self‐ratings and supervisor ratings predicted subsequent performance in the form of unit admissions and gross profit. The predictive power of self‐ratings was explained in terms of the interactive theory of s…
Assessment centre dimensions, personality and aptitudes
Assessees at two assessment centres ( N = 117 and N = 157) completed personality inventories and aptitude tests. Correlations between personality attributes and assessment dimensions were generally low, and suggested that some attributes permitted competencies to be expressed in behaviour. Correlations between intellectual aptitude and dimensions were higher, with aptitude being related to the more cognitive dimensions. Implications for assessmen…
Attempting to improve the validity of a well‐established assessment centre
Various procedural changes were introduced to an assessment centre (AC) for the selection of naval officers in order to assist the assessors to use the evidence more appropriately in arriving at their overall assessment rating (OAR). Procedural changes included: the reduction in the number of dimensions assessed; assembling component predictor information under the relevant dimension on an evidence organizer; a visual indication of predictive val…
Asians Presenting To a Sex and Marital Therapy Clinic
This paper presents the findings of a retrospective analysis of the clinic registration forms and case files of Asian attenders of a sex and marital problems clinic over a three year period. An age/sex matched English control group was selected for comparison. Diagnoses, presenting patient complaints, sociodemographic charac teristics, time between referral and first attendance and outcome of therapy were examined. Our samples of Asian and Englis…
Contracting Careers
In the light of the changing economic and organizational contexts for careers, it is argued that a model of organizational careers needs to be: contextualized; interactive between individual and organization; subjective, not normative; processual, not structural; tolerant of different interests; and cyclical in nature. A model of organizational career as a sequence of renegotiations of psychological contracts is proposed. These contracts are base…
The Employment Relationship
Religious Fundamentalism and Social Identity
The attacks on the World Trade Centre and the Pentagon in the United States of September 11th, 2001 brought the phenomenon of religious fundamentalism to the world's attention.Sociological research has clearly demonstrated that fundamentalists are primarily reacting against modernity, and believe that they are fighting for the very survival of their faith against the secular enemy. But we understand very little about how and why people join funda…
The Open Brethren
Religious Fundamentalism
How does a religious fundamentalist come to embrace a counter-cultural world view? Fundamentalism can be analysed from a variety of perspectives. It is a type of belief system which enables individuals to make sense of their lives and provides them with an identity. It is a social phenomenon, in which strictly religious people act according to the norms, values, and beliefs of the group to which they belong. It is a cultural product, in the sense…
Decision processes in graduate pre‐selection
Transcriptions of recordings of seven graduate recruiters as they thought aloud while pre‐selecting 722 application forms were analysed. Their remarks were categorized into positively and negatively evaluated items of information and inferences from information. Inferences were further categorized into seven types. Significant differences were found between recruiters. Inferences occurred more frequently relative to items near the end of the prot…
Occupational choice and expectancy‐value theory
Several variations of Vroom's expectancy‐value theory were applied to data obtained from two groups of engineering students. It was found that intentions to choose certain types of work were better predicted when individual regression weights were applied to belief‐value products, and when account was taken of students' beliefs about the attainability of work. Some evidence was found that subjective norms affected choice, but there was no support…
A paradigm bursting at the seams
Psychology (23 works) · Social Psychology (16 works) · Computer Science (11 works) · Applied Psychology (9 works) · Law (6 works) · Political science (6 works) · Sociology (6 works) · Cognitive psychology (5 works) · Mathematics (5 works) · Artificial Intelligence (4 works)