THE USE AND UTILITY OF THE MONOTONE CRITERION IN MULTIDIMENSIONAL SCALING

The monotone criterion as a multidimensional scaling technique is theoret- ically and empirically evaluated using the algorithms of Kruskal (MDSCAL) and Guttman-Lingoes (SSA-1). Geometric configurations are used to test the recovery capabaty and other aspects of MDSCAL and SSA-1. In addition to theoretical shortcomings, the monotone criterion permits results which do not correspond to the shape of the input data. Because of its deficiencies, alterna- tive goodness-of-fit criteria are suggested in preference to the monotone criterion.     

THE FUTILITY OF UTILITY ANALYSIS

In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique. Utility analysis reduced the support of managers for implementing a valid selection procedure, even though the analysis indicated that the net benefits from the new procedure were substantial. In light of these findings, industrial/organizational psychologists are advised to reconsider their assumptions regarding the information managers use when managers make human resource policy decisions.     

两难情景下任务结构与价值取向的效用特征转换

实验采用两难对策任务的情景模拟 ,研究决策者在群体决策情景当中的效用特征转换。 6 2名被试参加了实验。研究发现 ,任务结构与个体价值取向都是影响决策效用特征转换的重要因素 ,并且这种效用特征的转换有稳定关系存在 ,以此为基础来设计组织计算机团队工作具有重要意义     

A META-ANALYSIS OF THE ANTECEDENTS AND CONSEQUENCES OF WORKPLACE SEXUAL HARASSMENT

Sexual harassment (SH) has been identified as one of the most damaging and ubiquitous barriers to career success and satisfaction for women. This study meta-analyzed data from 41 studies, with a total sample size of nearly 70,000 respondents, to examine several negative consequences of workplace SH as well as how situational factors may play a role in facilitating these occurrences. SH experiences are associated with negative outcomes such as decreased job satisfaction, lower organizational commitment, withdrawing from work, ill physical and mental health, and even symptoms of post-traumatic stress disorder. In addition, organizational climate for SH figured prominently in facilitating these occurrences.     

THE MODERATING ROLES OF RACE AND GENDER-ROLE ATTITUDES IN THE RELATIONSHIP BETWEEN SEXUAL HARASSMENT AND PSYCHOLOGICAL WELL-BEING

Although previous research has linked sexual harassment to negative psychological outcomes, few studies have focused on moderators of these relationships. The present study surveyed Black ( n = 88) and White ( n = 170) female undergraduates who endorsed experiences of sexual harassment to examine whether traditional gender attitudes differentially moderated the relationship between sexual harassment and three outcomes: posttraumatic stress symptoms, general clinical symptoms, and satisfaction with life. We replicated past findings that sexual harassment is related to negative outcomes. Further, the results supported our hypothesis that less traditional gender attitudes (i.e., more feminist attitudes) would buffer the negative effects of sexual harassment for White women, whereas the same attitudes would exacerbate its negative effects for Black women. We discuss reasons for these differences, including Black women's double consciousness and differences in the meaning of feminist and traditional gender attitudes for Black and White women.     

THE RECONSTRUCTION OF JEWISH LIFE IN ITALY AFTER WORLD WAR II

Italy is conventionally described as an exceptional nation, virtually free of the anti‐Jewish hatred that existed widely on the rest of the continent. In recent years, historiography has challenged this assumption and, in particular, new research has reconstructed both the long‐term roots of fascist anti ‐Semitism, as well as analysing the thorough and systematic implementation of such norms. To fully understand the impact and consequences of racial persecution in the Italian case it is useful to study the post‐war situation. This paper offers an overall account of the changes in the social, demographic and economic situation of Italian Jews, as well as presenting the shifts in collective identity and in communal life that developed (also) as consequences of the trauma imposed by the official racist campaign begun in 1938.     

A LABORATORY ANALOGUE FOR THE STUDY OF PEER SEXUAL HARASSMENT

The purpose of this study was to develop a laboratory analogue for the study of peer sexual harassment, and to examine person and situational factors associated with male on female peer sexual harassment. One hundred twenty-two male participants were given the opportunity to tell jokes to a female confederate from a joke list that included sexually offensive jokes, as well as other types of jokes. Participants were exposed to either a sexist laboratory environment or a neutral laboratory environment during the study. Eighty percent of participants told at least one sexually offensive joke to a female confederate. Higher scores on a measure of adversarial sexual beliefs were associated with telling a greater number of sexually offensive jokes. The results suggest that the joke-telling analogue may be a useful means for laboratory explorations of person and situational factors associated with peer sexual harassment.     

ECONOMIC CONSIDERATIONS IN ESTIMATING THE UTILITY OF HUMAN RESOURCE PRODUCTIVITY IMPROVEMENT PROGRAMS

Three economic concepts (variable costs, taxes, and discounting) are applied and incorporated into the previous utility formulas proposed by Brogden (1946, 1949), Cronbach and Gleser (1965), and Schmidt, et al. (1979, 1982). The resulting utility model indicates that the previous formulas are deficient and can produce upwardly biased utility estimates. Empirical examples based on published research (e.g., Schmidt, et al., 1982) are presented indicating the substantial magnitude of the bias given realistic levels of variable costs, taxes, and discount rates. The present utility model is used to adjust for such bias and is shown to provide a more complete and precise utility definition. Implications for future research are discussed.     

THE JEWISH LEGIONS IN THE FIRST WORLD WAR AS A LOCUS OF IDENTITY FORMATION

Based on life‐writing material, this article sheds light on the process by which the Jewish Legions in the British Army in the First World War, composed in large part of Jewish volunteers from Canada and the United States, contributed to the development among its legionnaires of a sense of belonging to their respective North American countries. The notion that formerly displaced immigrants were fighting for the Promised Land, and the consistency of this notion with the overall aims of the allies in the First World War, promoted the development of a unique identity as Jewish “citizen‐soldiers”.     

THE IDEA OF DEFENSE IN HISTORICAL AND CONTEMPORARY THINKING ABOUT JUST WAR

What is, or should be, the role of defense in thinking about the justification of use of armed force? Contemporary just war thinking prioritizes defense as the principal, and perhaps the only, just cause for resorting to armed force. By contrast, classic just war tradition, while recognizing defense as justification for use of force by private persons, did not reason from self‐defense to the justification of the use of force on behalf of the political community, but instead rendered the idea of just cause for resort to force in terms of the sovereign's responsibility to maintain justice, vindicating those who had suffered from injustice and punishing evildoers. This paper moves through three major stages in the historical development of just war thinking, first examining a critical phase in the formation of the classical idea of just cause as the responsibility to maintain justice, then discussing the shift, characteristic of the modern period, to an idea of sovereignty as connected to the state and the prioritization of defense of the state as just cause for use of force, and lastly showing how this conception of the priority of defense became part of the recovery of just war thinking in the latter part of the twentieth century. The paper concludes by noting recent changes in thought on international law that tend to emphasize justice at the expense of the right of self‐defense, suggesting that the roots of just war thinking imply the need for a similar rethinking of contemporary just war discourse.     

辽宁省大学生心理健康素质调查研究

通过对辽宁省不同层次的大学982名大一与大三年级学生进行分层整体取样调查,结果显示：（1）大学生心理健康素质在适应和应对风格分量表上的得分大三年级高于大一年级,在归因风格分量上的得分大一年级高于大三年级,年级差异显著;（2）在人际素质、个性素质、认知风格分量表上性别差异显著;（3）大学生心理健康素质在适应、人际素质、动力系统、自我和应对风格分量表上均存在显著的专业差异,艺术类、文史类学生得分高于理工类学生。     

EXPANDING THE CONTEXT OF UTILITY: THE STRATEGIC IMPACT OF PERSONNEL SELECTION

Others have demonstrated that traditional applications of the Brogden-Cronbach-Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw & Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strategic context faced by managerial decision makers. We modify the traditional BCG model to yield an estimate of total utility derived from human resources ( U_total ) that can be directly compared to firms' strategic need at a particular point in time ( U^target )-Further, we demonstrate that, while strategic need is rarely constant over time, the capacity of a selection system to meet that need is also likely to change as r_xy and SD_y change over time. Re-examination of what is important to strategic human resource decision makers (selection utility vs. total utility and strategic need) and changing selection system contributions over time yields a more realistic view of how firms benefit from personnel selection.     

THE EFFECTS OF VARIABILITY AND RISK IN SELECTION UTILITY ANALYSIS: AN EMPIRICAL COMPARISON

To date, utility analysis research has derived point estimates of the expected utility value for human resource management programs or interventions. Utility estimates are usually quite large, but they fail to reflect the size and shape of the utility distribution. The present study investigated utility estimate variability for the selection utility of using the Programmer Aptitude Test to select computer programmers in a medium-sized computer manufacturing organization. Utility calculations incorporated financial/economic factors as well as employee flows over time. The distributions for each utility parameter were empirically estimated, and these distribution estimates were combined through a Monte Carlo analysis to yield a distribution of total utility values. Monte Carlo results were compared to three other risk assessment approaches: (1) sensitivity analysis, (2) break-even analysis, and (3) algebraic derivation of the distribution. Results suggest that the distribution information provided by the Monte Carlo analysis more completely described the variability and riskiness associated with the expected utility value. Future research suggested by these findings is discussed.