学生团体主题统觉测验研究

对日本版团体主题统觉测验进行了研究,产生了中国版的团体主题统觉测验,被试分别自小学、初中、高中、大学人２７９２名,在此基础上产生了各学龄阶段的常模,研究表明,该测验的信度和效度都比较高,可以在我国各类学校推广使用。     

主题统觉测验中国修订版(TAT-R,C)的编制与常模

主题统觉测验是一种与罗夏测验齐名的人格投射技术。但由于原版测验图片不适用中国被试,而且操作复杂,评分缺乏客观性,信度、效度不理想,更无标准化常模,所以在临床实践难以推广,在国内尚未系统研究。 为改进原版测验缺陷,首先修订了新的适合中国文化模式的工具,把原有的无结构投射法修改为联想—选择法投射,使修订版测验简单、易行。并且经研究验证,修订版(TAT-R,C)测验具有一定的信度效度,并建立了标准化常模。     

对儿童认知发展水平诊断工具IPDT的信度效度检验

修订了以皮亚杰认知发展理论为基础的儿童认知发展诊断工具IPDT的信度效度资料,在390名北京小学生样本中的修订结果表明,该测验具有稳定的信度、良好的效度、适当的难度和理想的区分度,适合作为小学生认知发展诊断工具。对应用的范围、存在的问题和未来的研究需要进行了讨论。     

ON THE VALIDITY OF THE RORSCHACH TEST

Rorschach protocols of 20 persons (normals, depressives, and schizophrenics) were analysed, using the inverted, or Q , method of factoring. Three factors emerged from the analysis and corresponded to the three psychiatric categories. Groups of items, allegedly measuring the isolated factors, were applied to a second population of 42 persons resulting in validity values of an encouraging magnitude. Finally, published protocols are cited, together with a list of discriminating items and a score matrix based on such items, so that further verification can be made by the reader.     

JOB-RELATEDNESS OF A POSTTRAINING JOB KNOWLEDGE CRITERION USE TO ASSESS VALIDITY AND TEST FAIRNESS

Significant job-relatedness was found for a posttraining job knowledge test criterion using an application of Lawshe's content validity method. The aide test was used as a criterion to assess the predictive validity of a vocabulary test and a civil service test with samples of black ( N = 43) and white ( N = 62) psychiatric aides. Significant validities were found on both tests, but a vocabulary test proved to be the better predictor of the criterion in both samples. The obtained validities were discussed in terms of differential validity, test fairness, and sample size. This study demonstrated that a content validity method could be applied to criteria as well as selection tests. It was concluded that content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of the job-relatedness of criteria.     

UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION

We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias‐based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias‐based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations.     

中文阅读中主题与语意信息在句子加工中的作用

采用移动窗口技术,初步探讨了主题、语意信息在句子早期加工中的作用。结果发现：（１）在中文阅读中,当主题信息比较弱时,对句子的早期加工没有作用;当主题信息比较强时,对句子的早期加工有作用。（２）句子语意信息的加工是即时的。     

THE EFFECT OF CORRELATED ARTIFACTS AND TRUE VALIDITY ON THE ACCURACY OF PARAMETER ESTIMATION IN VALIDITY GENERALIZATION

The effect of non-zero intercorrelations among the three artifacts (criterion reliability, predictor reliability, and range restriction on the predictor) and true validity on the accuracy of estimation in two validity generalization models (Model 1and Model 2) was investigated. Only the Thylor Series Approximation 1(TSA1) procedure from Model 1 and the procedure with complete sample-based artifact data from Model 2 were included in this study. Six intercorrelation conditions (zero, low positive, medium positive, low negative, low negative and positive, and medium negative and positive) and two distributions of artifacts were used in this investigation. The two major conclusions from this study are: (a) Both models yielded reasonably accurate estimates of the mean of true validities (M_ρ) and (b) only Model 2 produced accurate estimates of the variance of true validities (V_ρ). The need for additional research for accurately estimating V_ρ when the three artifacts and true validity are correlated is recommended.     

METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS

Review and metaanalyses of published validation studies for the years 1964-1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor-criterion combination on the level of observed validity coefficients. Results indicate that concurrent validation designs produce validity coefficients roughly equivalent to those obtained in predictive validation designs and that both of these designs produce higher validity coefficients than does a predictive design which includes use of the selection instrument. Of the criteria examined, performance rating criteria generally produced lower validity coefficients than did the use of other more "objective" criteria. In comparing the validities of various types of predictors, it was found cognitive ability tests were not superior to other predictors such as assessment centers, work samples, and supervisory/peer evaluations as has been found in previous metaanalytic work. Personality measures were clearly less valid. Compared to previous validity generalization work, much unexplained variance in validity coefficients remained after corrections for differences in sample size. Finally, the studies reviewed were deficient for our purposes with respect to the data reported. Selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations were rarely and inconsistently reported. There are also many predictor-criterion relationships for which very few validation efforts have been undertaken.     

NOTE OF CAUTION IN THE USE OF CORRELATION COEFFICIENTS IN FACTORIAL STUDIES IN THE CLINICAL DOMAIN

Extreme caution must be observed when correlation coefficients are used in factorial studies in the clinical area. Distortional effects resulting from differences between the levels of test performance are demonstrated on both a correlational and factorial level. Further research to obtain a more suitable statistical index than the correlation coefficient for clinical research is recommended.