SOME NEW FRONTIERS IN PERSONNEL SELECTION RESEARCH

Current research developments in several areas of personnel selection methodology are reviewed. The areas reviewed represent attempts to develop alternatives to traditional paper-and-pencil methods of test development. These areas include computer-interactive tests in the employment situation, new ways of using life-history information, the use of physical tests in selecting individuals for physically demanding jobs, and the development of job-related medical standards for job assignment.     

THE WORLD OF NONWORK: SOME IMPLICATIONS FOR JOB RE-DESIGN EFFORTS1

The compensatory and spillover models of adjustment to work are described. Data from a pharmaceutical firm and two different research and development organizations are examined to illustrate the operation of these two models. Evidence of both the compensatory and spillover models were found for several different groups of workers. Furthermore, some groups of workers displayed complex combinations of both compensatory and spillover adjustments to their work experiences. Implications of these results for job re-design efforts are described.     

'TAKING THE TRANSFERENCE': SOME TECHNICAL IMPLICATIONS IN THREE PAPERS BY BION

In this clinical paper, the author presents a coherent model for conceptualising the process of establishing a 'containing object' in the mind of the analysand throughout the course of analysis. The technical implications offered in this model derive mainly from concepts and notions put forward in three papers by Wilfred Bion and explicated by the present author: 'A theory of thinking' (1962/1988), in which Bion emphasises what he calls 'realistic projective identification', which functions as an unconscious form of communication to and calls for understanding on the part of the analyst that is aimed towards the development of thoughts and an apparatus with which to think thought; 'Notes on memory and desire' (1967/1988), in which he sets forth some 'rules' for the analytic work that is centred on the 'here and now' of the evolving therapeutic interaction; and his paper on 'Evidence' (1976/1987), wherein he focuses on the 'fact' of the individual analyst's emotional experience. The author also demonstrates, through the presentation of four detailed vignettes, some of the ways in which the analytic process may fail or succeed, highlighting the import of the analyst's capacity for 'reverie', 'transformation', and 'publication'—all aspects of the containing function. In addition, she further expands upon Bion's work with a discussion of the essentials of 'taking the transference' and differentiates between two main dimensions of interpretation, 'projective' and 'introjective'.     

PREFERENCE FOR MOTIVATOR AND HYGIENE FACTORS IN A HYPOTHETICAL INTERVIEW SITUATION: FURTHER FINDINGS AND SOME IMPLICATIONS FOR THE EMPLOYMENT INTERVIEW

Managers, supervisory personnel, clerical workers, and high school students were administered questionnaires which asked them to indicate whether or not they would discuss various work-related factors if they were applicants in an employment interview situation. A systematic tendency was found for respondents to prefer to discuss "motivators" as opposed to "hygiene factors" as characteristics they would seek in a new job, or as reasons for dissatisfaction with a previous one. Responding to a modified version of the questionnaire, twenty professional employment interviewers indicated that it is in fact wise to emphasize motivators and deemphasize hygiene factors if the applicant's intent is to maximize the likelihood of being offered a job.     

AN ESSAY ON BEAUTY: SOME IMPLICATIONS OF BEAUTY IN THE NATURAL WORLD

Abstract. The beauty of the universe presented by modern science under the positivist approach is regarded as sufficiently great that human contemplative capabilities are exceeded. An example of bottom-up viewing is presented and described as capable of producing levels of excitement best described as dangerous neurological storms. The existential quiescence resulting from apprehension of so much grandeur is discussed. It is suggested that our religious propensities need extensive rehabilitation and that appreciation of the beauty revealed by the positivists is likely to result in a cosmic paradigm shift that could destabilize traditional views of human identity.     

THE IMPLICATIONS FOR PERSONNEL SELECTION OF APPARENT DECLINES IN PREDICTIVE VALIDITIES OVER TIME: A CRITIQUE OF HULIN, HENRY, AND NOON

Hulin, Henry, and Noon (1990) reviewed evidence from a number of studies which supported, in their view, the position that predictive validities decreased over time. If correct, their results would have significant implications for personnel selection practice and research. However, further analysis of their evidence suggested that their results may have only limited generalizability. More specifically, few of the studies they used to support their claim of decreasing predictive validities were field studies of prediction-criterion pairs. Furthermore^ reported data on lagged intercorrelations were of limited relevance to the question of decreasing validities. Finally, a large body of data relevant to the issue of time-lagged validities in a personnel selection context were omitted because the data did not meet Hulin et al.'s restrictive criteria.     

ORGANIZATIONAL IMPLICATIONS FOR PRACTICING OD IN THE ARMY1

During the past five years, organizational development has actively entered the military arena. This type of organization has certain characteristics which have strong implications for the practice and impact of OD interventions. Drawing specifically upon Army organizations, six of these characteristics are discussed including structure, total immersion environment, personnel rotation, personnel reductions, military-civilian dichotomy, and organizational objectives.     

AGE DISCRIMINATION AND PERSONNEL PSYCHOLOGY: A REVIEW AND SYNTHESIS OF THE LEGAL LITERATURE WITH IMPLICATIONS FOR FUTURE RESEARCH

One hundred and fifty-two court cases were reviewed to determine the standards set by the courts for establishing a claim of age discrimination under the Age Discrimination in Employment Act, as amended. Fifty-three are discussed. Two major issues were examined in Part 1 of the review: (1) the type and extent of the evidence sufficient to establish a complaint of age discrimination and (2) available defenses against age discrimination complaints. Part 2 discussed employer strategies for averting and/or dealing with discrimination complaints. Also discussed were the research-related implications of the age discrimination case law, as well as the role of professionals in future research.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.