EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

A novel assessment center (AC) structure that models broad dimension factors, exercise factors, and a general performance factor is proposed and supported in 4 independent samples of AC ratings. Consistent with prior research, the variance attributable to dimension and exercise factors varied widely across ACs. To investigate the construct validity of these empirically supported components of AC ratings, the nomological network of broad dimensions, exercises, and general performance was examined. Results supported the criterion‐related validity of broad dimensions and exercises as predictors of effectiveness and success criteria as well as the incremental validity of broad dimensions beyond exercises and general performance. Finally, the relationships between individual differences and AC factors supported the construct validity of broad dimension factors and provide initial insight as to the meaning of exercise specific variance and general AC performance.     

DIMENSIONS AND CORRELATES OF THE PERSONNEL AUDIT AS AN ORGANIZATIONAL ASSESSMENT TOOL

This study analyzes the measurement properties of the personnel audit as an organizational assessment tool and the extent to which audit results relate to important organizational criteria. The findings reported here indicate that nine dimensions can effectively summarize 37 audit measures. The composite factor scores for these dimensions predict executive perceptions of "overall organizational performance" and "overall contribution of Personnel Function," employee "overall satisfaction with personnel services," and to a lesser extent, "profitability per capita." The personnel budget allotted per capita is in turn related to executive perceptions of Personnel's contributions.     

SIMULATION-BASED ASSESSMENT OF MANAGERIAL COMPETENCE: RELIABILITY AND VALIDITY

Prior work based on complexity theory has attempted, with some success, to predict general and managerial performance in complex, uncertain, and fluid task settings. The present paper evaluates a quasi-experimental simulation technique that was specifically designed to measure the impact of individual differences in a number of managerial styles (including a style reflecting cognitive complexity) on executive performance. Twenty simulation-based measures were tested for reliability and validity. On the basis of the data obtained from two separate samples, it was concluded that this quasi-experimental simulation technology may be useful for assessing a number of managerial styles that are not currently tapped by other measurement methods. Research results reported in this paper, as well as results obtained in other concurrent efforts, are summarized.     

A META-ANALYSIS OF THE CRITERION-RELATED VALIDITY OF ASSESSMENT CENTER DIMENSIONS

We used meta-analytic procedures to investigate the criterion-related validity of assessment center dimension ratings. By focusing on dimension-level information, we were able to assess the extent to which specific constructs account for the criterion-related validity of assessment centers. From a total of 34 articles that reported dimension-level validities, we collapsed 168 assessment center dimension labels into an overriding set of 6 dimensions: (a) consideration/awareness of others, (b) communication, (c) drive, (d) influencing others, (e) organizing and planning, and (f) problem solving. Based on this set of 6 dimensions, we extracted 258 independent data points. Results showed a range of estimated true criterion-related validities from .25 to .39. A regression-based composite consisting of 4 out of the 6 dimensions accounted for the criterion-related validity of assessment center ratings and explained more variance in performance (20%) than Gaugler, Rosenthal, Thornton, and Bentson (1987) were able to explain using the overall assessment center rating (14%).     

DIMENSIONS OF FRUSTRATION INTOLERANCE AND THEIR RELATIONSHIP TO SELF-CONTROL PROBLEMS

Frustration intolerance beliefs are central to the theory and practice of Rational Emotive Behavior Therapy. However, there has been little investigation of the content of these beliefs, and empirical evidence linking specific beliefs to distinct psychological problems is sparse. To redress this, the Frustration–Discomfort Scale has been developed as a multidimensional measure. This was used to explore the relationship between the four dimensions of frustration intolerance (emotional intolerance, demands for entitlement, comfort, and achievement) and problems of self-control. Results indicated that the Frustration–Discomfort sub-scales showed differential relationships with self-control problems, independent of self-worth beliefs. This supported the validity and usefulness of the scale and the importance of distinguishing between dimensions of frustration intolerance. This paper is based on research submitted to the University of Edinburgh in part fulfillment of a Doctorate of Philosophy degree. Address correspondence to Neil Harrington, Psychology Department, Stratheden Hospital, Cupar, Fife, KY15 5RR, UK; e-mail: neil@nharr.freeserve.co.uk.     

VARIABILITY IN COMMON DIMENSIONS OF MANAGERIAL VALUES DUE TO VALUE ORIENTATION AND COUNTRY DIFFERENCES1

This study identifies twelve common dimensions of values of managers in five countries, describes the content of the value dimensions identified, and locates the differences in these value dimensions due to value orientation and country effects and their interaction. Value orientation and country differences account for a substantial portion of the variance in six of the dimensions. The results extend studies of managers' values to underlying dimensions and provide directions for future research on the correlates of value dimensions.     

MULTIPLE ASSESSMENT OF MANAGERIAL EFFECTIVENESS: INTERRATER AGREEMENT AND CONSENSUS IN EFFECTIVENESS MODELS

Research has consistently identified poor interrater agreement among multiple assessments of managerial performance. Three alternative sources of dissensus in the effectiveness ratings were examined: rating errors, selective perceptions, and variations in criteria type or weight. As the available empirical evidence and theoretical analysis show, all three causes provide plausible reasons—though in varying degrees—for the low agreement coefficient. However, an empirical study designed to test three specific hypotheses on criterion type and criterion weights found consensus in the effectiveness models of superiors, subordinates, and peers. Consensus among different raters was high on both the role behaviors and on the personal traits of the managers as criteria for effectiveness. While these findings supported Biddle's role theory (1979), disagreement on the relative weights of these criteria was evident. These observations underscore the need for further conceptualization on the preference functions of raters as a primary source of the low convergent validity coefficients among multiple raters. Further research is also desirable on contextual and cognitive factors that may lead to shifts in criterion type and criterion weight, as well as on actual rating error tendencies among different raters.     

AN EXAMINATION OF THE EFFECTS OF USING BEHAVIOR CHECKLISTS ON THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER DIMENSIONS

Although research has established the criterion-related validity of assessment centers for selection purposes, the construct validity of dimension ratings has not been demonstrated. A quasi-experimental design was used to investigate the influence of retranslated behavior checklists on the construct validity of dimension ratings for two assessment center exercises. Assessor use of behavior checklists increased the average convergent (i.e., same dimension across exercise) validity from .24 to .43 while decreasing the average discriminant (i.e., different dimension within exercise) validity (.47 to .41). Behavior checklist sums were moderately correlated with corresponding dimension ratings and demonstrated a comparable level of construct validity. It is suggested that using behavior checklists may improve dimension construct validity by reducing the cognitive demands placed on raters.     

THE THERAPIST'S EXPERIENCE OF PSYCHOTHERAPY: SOME DIMENSIONS AND DETERMINANTS

Eleven dimensions of therapists' experiences during psychotherapy ses- sions were derived, factor analytically, for a sample of 17 therapists. These therapists completed a standard questionnaire after each of 8 or more sessions with 31 female patients. In general, the 11 dimensions reflected various experiences of (a) being helpful towards patients, (b) attempting to deal with difSicult patients, (c) making non-therapeutic responses to patients, and (d) entrapment in personally distressing situations with patients. Personal-social characteristics of patients and therapists were examined as possible determinants of therapist experience. Among other characteristics, patients' employment and marital status, diagnosis and previous treatment, influenced certain therapist experience dimensions-as did therapists' profession, marital status, and personal psychotherapy.     

POWER AND THE QUALITY OF SAME-SEX FRIENDSHIPS

Does the quality of same-sex friendship depend on the gender of the friends and the balance of power between friends? Fifty-four men and 60 women undergraduates evaluated two of their same-sex friendships, one equal in power and one unequal in power. The quality of each friendship was rated in terms of emotional closeness, satisfaction, liking, self-disclosure, and rewards. In general, most young adults evaluated their friendships positively. Mixed-model multivariate analyses of variance (MANOVAs) found significant main effects of gender and power on ratings of quality, but no interactions. Consistent with previous research, women generally evaluated their same-sex friendships more positively than did men. Gender differences were relatively small in magnitude and were not found for all indices of relationship quality, however. As predicted, participants rated equal-power friendships significantly higher than unequal-power friendships on all measures of quality. Power appears to be an important but largely neglected element of friendship.     

A COMPARATIVE STUDY OF RECIDIVISTS AND CONTRACEPTORS ALONG THE DIMENSIONS OF LOCUS OF CONTROL AND IMPULSIVITY

The research examined personality differences between repeat aborters, initial aborters, and nulliparas. A review of the literature in the area has documented the demographic characteristics of women who continually seek repeated abortion. This study was an attempt to differentiate between women who contracept from those who seek abortion repeatedly on the basis of personality differences. The findings indicate that repeaters who seek abortion at the time of personality testing perceive themselves low in impulsivity, a finding similar to that for women who have never been pregnant and are seeking contraceptive services. Results are examined from the perspective of inaccurate vs accurate self-perceptions. No differences were found with respect to locus of control.     

THE RELIGIOUS DIMENSIONS OF THE BIOLOGICAL NARRATIVE

Abstract. A cell/molecular biologist challenges the thesis that science and religion are two ways of experiencing and interpreting the world and explores instead the possible ways that the modern biological worldview might serve as a resource for religious perspectives. Three concepts—meaning, valuation, and purpose—are argued to be central to the entire biological enterprise, and the continuation of this enterprise is regarded as a sacred religious trust.     

不确定性问题解决策略研究及存在的问题分析

通过对不确定性问题解决及认知策略方面颇有代表性的研究的回顾、分析了该领域的研究特点、现状及存在的问题。     

维度的结合与分离对归类不确定性预测的影响

探讨在归类不确定的情境下目标与预测特征两个维度的结合或分离对被试特征预测的影响。共包括 3个实验 :实验 1在Murphy和Ross的研究的基础上进一步提高非靶类型中目标及预测特征的基本概率 ,考察被试的特征预测是否会受非靶类型信息的影响。实验 2探讨非靶类型的目标与预测特征结合与否是否会影响被试预测特征时对非靶类型信息的使用。实验 3探讨提高靶类型中目标与预测特征结合的比例是否影响被试对特征的预测。结果表明 :当非靶类型中目标与关键特征处于分离的状态时 ,被试在进行特征预测时没有利用非靶类型的信息 ,符合单类说的假设 ;而当非靶类型中目标与关键特征结合时 ,被试在进行特征预测时则会利用非靶类型的信息 ,符合Bayesian规则 ;靶类型中的目标与关键特征结合的比例提高 ,被试对特征预测的概率也随之提高。据此 ,本研究将目标与预测特征结合比例这个变量加入Bayesian规则的计算公式 ,对该预测模型进行了修正     

AGE AND GENDER DIMENSIONS OF FRIENDSHIP

Since stereotypes about appropriate social behavior appear to influence questionnaires and other self-reported data concerning friendship, an in-depth interview format was used to explore gender and age differences in friendship patterns. Thirty-one subjects were interviewed: five young males, six young females, fivemidlife males, five midlife females, five older males, and five older females. As in our previous questionnaire studies, groups described friendship in superficially similar ways. However, in the taped interviews, large gender differences appeared that followed conceptually along instrumental/expressive dimensions. Women at all ages were more expressive in their friendships, showing higher levels of empathy and altruism than men. Age differences also appeared, with men developing increased concern and thoughtfulness in friendship with greater age, and women showing more tolerance and less confrontation of their friends with greater age.