On symbolic temporal information: Beliefs about the experience of duration

Judgments on the subjective duration of simple and complex imagined situations are studied. Four facets, concerning the evaluation of the situation (pleasant/unpleasant) and the characteristics of its events (many/few, variable/monotonous, difficult/easy), are taken into account. These facets proved significant for duration judgments in previous studies in which subjects were exposed to situations varying with respect to one of them. In this paper, we study whether these time-perception facets have comparable effects on the symbolic temporal basis of duration judgments. that is, whether they allow one to account for differences in the beliefs about duration experience in imagined situations. Two approaches were chosen: (1) Three groups of subjects compared the durations of all possible pairs of situations characterized by facet elments x and y. The confusion probabilities could be scaled in one dimension for all groups. The facet elements defined intervals that were hierarchically nested. (2)The facets allowed us to distinguish 24 structuples. For each of them, a concrete situation was described in writing. Seventy-six subjects rated the subjective durations of the situations. The structuples led to a partial order that corresponded well to the duration ratings. Moreover, three of the facets showed significant main effects, and the fourth interacted significantly with two others. Finally, the facets were useful in explaining the similarity structure of the duration ratings.     

Probabilistically Valid Inference of Covariation From a Single x,y Observation When Univariate Characteristics Are Known

Participants were asked to draw inferences about correlation from single x,y observations. In Experiment 1 statistically sophisticated participants were given the univariate characteristics of distributions of x and y and asked to infer whether a single x, y observation came from a correlated or an uncorrelated population. In Experiment 2, students with a variety of statistical backgrounds assigned posterior probabilities to five possible populations based on single x, y observations, again given knowledge of the univariate statistics. In Experiment 3, statistically naïve participants were given a problem analogous to that given in Experiment 1, framed verbally. Experiment 4 replicated Experiment 3 but added an "impossible to determine" response option. Models that rely on computing sample correlations make no predictions about these investigations. From a Bayesian perspective, participants' inferences in all four experiments tended to make probabilistically valid inferences as long as the single datum was directional. The results are discussed in light of the Brunswikian notion of vicarious functioning.     

Do Impression Management Scales in Personality Inventories Predict Managerial Job Performance Ratings?

Theorists have argued that impression management scales should predict job performance in jobs where interpersonal interactions are important. This research examined the correlation between impression management scale scores and overall job performance as well as its component dimensions for managerial jobs (one type of job requiring considerable interpersonal interaction). First, a meta‐analysis was conducted to determine the relationship between impression management scale scores and overall managerial performance. Results indicated that the correlation was .04 (k = 17, N = 20,069) for managers. Two additional studies were conducted to investigate the relationship between impression management and specific facets or dimensions of managerial performance. In one of these two studies, the relationships between impression management scores and supervisory ratings on 24 performance facets were investigated for 826 managers. Criterion‐related validities ranged from ‐.06 to .07. In the second study, correlations of an impression management scale with ratings on 22 dimensions of performance were examined using a sample of 257 executives. The validities ranged from .01 to .11. There appears to be little evidence that impression management scales predict job performance in at least one job category where interpersonal interactions are important (management). Potential relevance of these results for understanding social desirability in personality measurement for personnel selection is discussed.     

Personality,confirmation bias,and forensic interviewing performance

Confirmation bias is a universal characteristic of human cognition, with consequences for information processing and reasoning in everyday situations as well as in professional work such as forensic interviewing. Cognitive measures such as general intelligence are also related to personality traits, but there is a lack of research on personality and confirmation bias specifically. This study focuses, firstly, on the relationship between Big Five personality traits and confirmation bias as measured by the Wason selection task, and secondly, how these dispositions are related to observed performance in real forensic interviews of child victims. In a sample of police interviewers, Openness (i.e., the facets Ideas and Fantasy) and Neuroticism (i.e., the facets Anxiety and Vulnerability) were independently associated with confirmation bias (N = 72). Scores on the selection task, the Openness facet values, and the Extraversion facets Assertiveness and Activity were consistently related to interview performance (N = 46). Implications of these findings are discussed for the empirical and conceptual relations of cognitive ability to personality and for the selection and training of police interviewers and their professional development.     

APPLYING UNCERTAINTY MANAGEMENT THEORY TO EMPLOYEE VOICE BEHAVIOR: AN INTEGRATIVE INVESTIGATION

Drawing on uncertainty management theory, this study integrates justice research with the elaboration likelihood model and considers employee voice behavior as a function of 3 (interpersonal, procedural, and distributive) facets of justice perceptions in combination. Specifically, a positive relationship is hypothesized between interpersonal justice and employee voice behavior, which is buffered by high procedural justice. This 2‐way interaction effect is also examined to determine whether it would be mitigated by low distributive justice. Results from a sample of 395 manager–employee dyads provide support for these predictions. Furthermore, results from a supplementary analysis show that the 3‐way interaction effect on employee voice behavior was more pronounced for those who had a high feeling of uncertainty (i.e., those with a shorter job tenure or occupational tenure). Theoretical and practical implications of the findings are discussed.     

Standard errors and confidence intervals for correlations corrected for indirect range restriction: A simulation study comparing analytic and bootstrap methods

A frequent topic of psychological research is the estimation of the correlation between two variables from a sample that underwent a selection process based on a third variable. Due to indirect range restriction, the sample correlation is a biased estimator of the population correlation, and a correction formula is used. In the past, bootstrap standard error and confidence intervals for the corrected correlations were examined with normal data. The present study proposes a large-sample estimate (an analytic method) for the standard error, and a corresponding confidence interval for the corrected correlation. Monte Carlo simulation studies involving both normal and non-normal data were conducted to examine the empirical performance of the bootstrap and analytic methods. Results indicated that with both normal and non-normal data, the bootstrap standard error and confidence interval were generally accurate across simulation conditions (restricted sample size, selection ratio, and population correlations) and outperformed estimates of the analytic method. However, with certain combinations of distribution type and model conditions, the analytic method has an advantage, offering reasonable estimates of the standard error and confidence interval without resorting to the bootstrap procedure's computer-intensive approach. We provide SAS code for the simulation studies.     

A Monte Carlo evaluation of tests for comparing dependent correlations

The authors conducted a Monte Carlo simulation of 8 statistical tests for comparing dependent zero-order correlations. In particular, they evaluated the Type I error rates and power of a number of test statistics for sample sizes (Ns) of 20, 50, 100, and 300 under 3 different population distributions (normal, uniform, and exponential). For the Type I error rate analyses, the authors evaluated 3 different magnitudes of the predictor-criterion correlations (rho(y,x1) = rho(y,x2) = .1, .4, and .7). For the power analyses, they examined 3 different effect sizes or magnitudes of discrepancy between rho(y,x1) and rho(y,x2) (values of .1, .3, and .6). They conducted all of the simulations at 3 different levels of predictor intercorrelation (rho(x1,x2) = .1, .3, and .6). The results indicated that both Type I error rate and power depend not only on sample size and population distribution, but also on (a) the predictor intercorrelation and (b) the effect size (for power) or the magnitude of the predictor-criterion correlations (for Type I error rate). When the authors considered Type I error rate and power simultaneously, the findings suggested that O. J. Dunn and V. A. Clark's (1969) z and E. J. Williams's (1959) t have the best overall statistical properties. The findings extend and refine previous simulation research and as such, should have greater utility for applied researchers.     

Visual perspective and genetics: A commentary on Lemogne and colleagues

Lemogne and colleagues offer an interesting extension to their previous work on visual perspective and depression: Individuals at-risk for depression (defined as higher scores on Harm Avoidance), without a history of mood disorders, report retrieval of positive memories from the 3rd person perspective. Their findings suggest that the retrieval of positive experiences from the 3rd person perspective may be a risk-factor for depression, not just a lingering consequence of it. Their study, however, also reports a genetic association in a severely underpowered sample. Rather than focusing on gene x environment interactions, which large, well-powered studies on related phenotypes have failed to detect, a greater understanding of the phenomenology of visual perspective may be a more fruitful avenue for future research.     

A state model of negative urgency: Do momentary reports of emotional impulsivity reflect global self-report?

Negative urgency is a trait that is a risk factor for a range of psychopathology. Yet, little research has tested whether global self-report measures of negative urgency truly reflect a heightened association between real-world negative emotions and impulsive behaviors. In a sample of young adults (N = 222) assessed 3 times per day for 10 days, we tested whether negative emotions were associated with multiple facets of impulsivity at the state-level, and whether those associations were moderated by global self-report of negative urgency. Our findings suggest a robust within-person association between negative affect and acting on impulse. However, global self-report of negative urgency did not moderate any emotion-impulsivity association we tested.     

The norms and stability of new measures of the multidimensional body image construct

The measurement of the body image construct has become increasingly multidimensional. New assessments are available to measure various facets of body image functioning: The Body Image Disturbance Questionnaire, Appearance Schemas Inventory-Revised, Body Image Coping Strategies Inventory, and Body Image Quality of Life Inventory. The present article reports normative data and acceptable internal reliabilities across seven completed investigations using these measures with female and male college students. Sex differences were examined and found, as expected, for most of the measures. In addition, a study evaluated an undetermined but essential psychometric property of these facets of the construct—their test–retest reliability. In a sample of 107 college students, the 2-week stability of these measures was found to be acceptable. Several directions for future research with these assessments are identified.     

Assessing “Western” Mindfulness Among Thai Theravāda Buddhist Monks

Mindfulness has its roots in Eastern contemplative traditions and is rapidly gaining popularity in Western psychology. However, questions remain regarding the validity of Western operationalizations of mindfulness. Therefore, the purpose of this study was to assess the applicability of several Western mindfulness measures among a sample of Thai Theravāda Buddhist monks. Twenty-four monks recruited from Buddhist temples in Thailand participated in the study. The monks evinced similar associations between mindfulness and related variables as American validation study samples did, and on two facets of mindfulness the monks’ mean scores were greater than an American college student sample. However, the American sample endorsed significantly higher scores on three other facets of mindfulness. These results raise concerns about whether these scales are measuring mindfulness as it is conceptualized in a Buddhist context. Future research with larger samples is needed to further assess the cultural validity and measurement equivalence of Western mindfulness measures across cultural groups.     

认真性与下属工作满意感--变革型领导的中介作用

对85名企业管理人员的认真性特质、变革型领导风格与下属工作满意感的关系进行了研究,多元回归分析的结果表明,我国企业管理人员的认真性特质能够有效地预测下属的工作满意感,其中下属知觉的变革型领导是管理者的认真性和下属工作满意感之间关系的中介变量,而这一中介效用主要是通过变革型领导的两个子维度——领导魅力和智力激发来实现的。     

CHANGING VIEWS FOR PERSONNEL SELECTION RESEARCH

Changes in views of personnel selection research include changing opinions about choosing predictors and criteria, methods of data collection, and methods of evaluating selection procedures. In particular, distinctions are (or can be) made between job-relatedness, inferred in part from validity coefficients based on job-related criteria, and the valid measurement of a trait (attribute), inferred in part from research using construct-related criteria. The major change identified is a reduction in the sanctity with which a single correlation is viewed for either purpose.     

The facets of anxiety sensitivity represented in the childhood anxiety sensitivity index: confirmatory analyses of factor models from past studies

Results of past factor analytic studies of the Childhood Anxiety Sensitivity Index and Anxiety Sensitivity Index were used to formulate hypotheses about factor models of anxiety sensitivity. Using a nonclinical sample of 767 children and adolescents and confirmatory factor analysis, hypothesized models with 2, 3, and 4 lower order factors (facets) were tested. Goodness-of-fit criteria indicated that a model with 4 facets fits these data well. Support was found for factorial invariance of the 4 facets across age and gender, using nonclinical and clinical samples. Results support a hierarchical factor model in that there was a strong general factor, explaining 71% of the variance. Findings are discussed in the context of anxiety sensitivity theory and research with children and adolescents.     

Comparing the facets of the big two in global evaluation of self versus other people

The Big Two of agency and communion can be divided into the facets of agency-assertiveness, agency-competence, communion-morality, and communion-warmth. The present research studies how these facets are related to global evaluation of self versus others. In five studies we tested whether self-evaluation is reliably related to agency-assertiveness (H1), and evaluation of others to communion-morality (H2). Participants had to describe themselves (or a specific other person) on the facets and later to rate their self-evaluation (or other-evaluation). Supporting hypotheses, Studies 1, 3, and 4 showed that agency-assertiveness was reliably related to self-evaluation (Study 4: also agency-competence). Studies 2–5 showed that communion-morality was reliably related to evaluation of an acquaintance, but agency-competence (Studies 3 and 5) and communion-warmth (Study 2) were also important. We conclude that supporting H1, agency-assertiveness is particularly important for self-evaluation, whereas partly supporting H2, evaluation of others is associated with communion-morality, but also agency-competence and communion-warmth.     

Openness in Cross-Cultural Work Settings: A Multicountry Study of Expatriates

Openness plays an important role in determining what kind of experiences individuals seek out not only in their personal lives, but also in work environments. The objectives of this study were (a) to examine the influence of openness and its facets on the decision to work abroad and (b) to study whether employees’ openness relates to cross-cultural adjustment as well as job and life satisfaction. We investigated these questions among a sample of 2,096 expatriates. In addition to self-reports of openness and cross-cultural adjustment, ratings of subjects’ adjustment were also obtained from 928 knowledgeable others. The openness facets of actions, ideas, and values appear to be good predictors of acceptance of international assignments. In addition, global Openness and its facets Openness to actions and feelings relate to self- and other ratings of cross-cultural adjustment.     

Predictive Validity of the Air Force Officer Qualifying Test for Non-Rated Officer Specialties

The Air Force Officer Qualifying Test (AFOQT) is used to qualify applicants for officer commissioning and aircrew training programs. The current study examined its predictive validity for 14 officer technical training courses for which there are no additional AFOQT minimum qualification requirements beyond those for officer commissioning. Sample sizes ranged from 16 to 2,190 with a mean and median size of 753 and 319 officers. Ninety percent (63 of 70) of the observed correlations between the AFOQT composites and average technical training grades were statistically significant. Meta-analyses were conducted to determine whether the AFOQT validities were generalizable across training specialties. Analyses were done on the observed data, after correction for range restriction, and after correction for both range restriction and criterion unreliability. The pattern of validities was similar for all three meta-analyses. The lower bound of the 95% confidence interval and the 95% credibility interval around the weighted mean validities were greater than zero for all five AFOQT composites supporting its utility for making personnel selection decisions for these jobs. The Verbal composite had the lowest and the Academic Aptitude composite had the highest weighted mean validity. The weighted mean of the validity coefficients across training specialties ranged from .261 to .326 for the observed data, .322 to .387 for the range-restriction corrected data, and .360 to .433 for the fully corrected data. Additional efforts are required to examine the generalizability of the results for a broader range of occupational specialties and to set minimum qualifying scores.     

Criterion validation of two approaches to performance appraisal: The behavioral observation scale and the relative percentile method

We compared the criterion validity of a new relative performance appraisal format (percentile-based ranking) to that of an absolute format (BOS) in a sample of 88 unit managers. Overall, our results suggest that the relative format has higher criterion-related validity than does the absolute format. These findings contradict conventional wisdom that format-related differences in measures of performance are minimal and that relative approaches to performance appraisal are inferior.This research was supported by grants from the Social Sciences and Humanities Research Council of Canada (SSHRC) to Richard D. Goffin, Douglas N. Jackson, John P. Meyer, Sampo V. Paunonen, and Mitchell G. Rothstein. Additional funding provided by a research grant from Imperial Oil Ltd. to Douglas N. Jackson.A version of these results was presented at the 7th Annual Meeting of the Society for Industrial and Organizational Psychology, Montreal, Canada, May, 1992. Limited portions of these data, addressing distinctly different research issues, were published in Gellatly, Paunonen, Meyer, Jackson, & Goffin (1991) and Meyer, Paunonen, Gellatly, Goffin, & Jackson (1989).