Delinquency in gangs — Selection or socialization?

Thornberry, Krohn, Lizotte, and Chard-Wierschem's (1993) introduced three models to account for why gangs are associated with high levels of delinquency. Existing research using Thornberry et al.'s (1993) models to explain the gang-delinquency association has been inconclusive. This paper seeks to address this gap in research by incorporating Moffitt's (1993) developmental taxonomy of delinquency within Thornberry et al.'s (1993) explanatory models. A few proposals are put forth in this paper: (1) support for Thornberry et al.'s (1993) models depends on developmental stage of the individual, (2) the selection model explains delinquency of life-course-persistent gang members, while social facilitation model explains delinquency of adolescence-limited gang members, and (3) support for the enhancement model is an artifact of assuming a homogenous gang sample.     

Scientific Jury Selection: Does It Work?

This article describes different methodologies used to predict the likely disposition of jurors in order to guide the exercise of peremptory challenges. The actual use of these methodologies in 27 telephone surveys, 9 focus groups, and 2 studies of jurors after the case was decided is examined. It is concluded that the efficacy of scientific jury selection depends, in part, on the type of case.     

Bookkeeping or Metaphysics? The Units of Selection Debate

The Units of Selection debate is a dispute about the causes of population change. I argue that it is generated by a particular `dynamical' interpretation of natural selection theory, according to which natural selection causes differential survival and reproduction of individuals and natural selection explanations cite these causes. I argue that the dynamical interpretation is mistaken and offer in outline an alternative, `statistical' interpretation, according to which natural selection theory is a fancy kind of `bookkeeping'. It explains by citing the statistical structure of a population and not by citing the causes of survival and reproduction. From the perspective of the statistical interpretation there is no substantive Units of Selection issue.     

God’s Random Selection: Reply to Steinberg

In this reply to Jesse Steinberg’s ‘God and the possibility of random creation’, I suggest a procedure whereby a being such as God could randomly select a number from an infinite set.     

Religious Attendance and Social Support: Integration or Selection?

Although numerous studies have shown that religious attendance is associated with greater social support, concerns remain about selection into religious attendance and more supportive relationships. In this paper, we employ data collected from the 2011 Miami-Dade Health Survey (n?=?444) to assess the extent to which the association between religious attendance and social support is due to selection processes related to personality, health behavior, and health status. In our multinomial logistic regression of attendance, we find that the odds of weekly attendance are increased by extraversion and reduced by smoking. We also observe that religious attendance does not vary according to level of agreeableness, self-esteem, alcohol consumption, psychological distress, or physical health. In our regression of support, we find that respondents who attend religious services weekly or more tend to report more social support than respondents who never attend. This association persisted with adjustments for age, gender, race, immigrant status, interview language, education, employment status, household income, financial strain, marital status (parent and respondent), the presence of children, family difficulties, personality (agreeableness, extroversion, and self-esteem), health behavior (smoking, binge drinking, and substance use), and health status (psychological distress, activity limitations, and overall physical health). Across models, the association between weekly attendance and social support is attenuated by no more than 7%. This attenuation is due to personality (extraversion), not health behavior or health status. We conclude that the association between religious attendance and social support is primarily driven by integration processes rather than any selection processes we have considered.

     

On Several Misuses of Sober’s<Emphasis Type="Italic"> Selection for/Selection of</Emphasis> Distinction

Teleological Theories of mental representation are probably the most promising naturalistic accounts of intentionality. However, it is widely known that these theories suffer from a major objection: the Indeterminacy Problem. The most common reply to this problem employs the Target of Selection Argument, which is based on Sober’s distinction between selection for and selection of. Unfortunately, some years ago the Target of Selection Argument came into serious attack in a famous paper by Goode and Griffiths. Since then, the question of the validity of the Target of Selection Argument in the context of the Indeterminacy Problem has remained largely untouched. In this essay, I argue that both the Target of Selection Argument and Goode and Griffiths’ criticisms to it misuse Sober’s analysis in important respects.     

Multidimensional Adaptive Testing with Optimal Design Criteria for Item Selection

Several criteria from the optimal design literature are examined for use with item selection in multidimensional adaptive testing. In particular, it is examined what criteria are appropriate for adaptive testing in which all abilities are intentional, some should be considered as a nuisance, or the interest is in the testing of a composite of the abilities. Both the theoretical analyses and the studies of simulated data in this paper suggest that the criteria of A-optimality and D-optimality lead to the most accurate estimates when all abilities are intentional, with the former slightly outperforming the latter. The criterion of E-optimality showed occasional erratic behavior for this case of adaptive testing, and its use is not recommended. If some of the abilities are nuisances, application of the criterion of A _s -optimality (or D _s -optimality), which focuses on the subset of intentional abilities is recommended. For the measurement of a linear combination of abilities, the criterion of c-optimality yielded the best results. The preferences of each of these criteria for items with specific patterns of parameter values was also assessed. It was found that the criteria differed mainly in their preferences of items with different patterns of values for their discrimination parameters. The first author is now at the Department of Methodology and Statistics, Statistics, Faculty of Social Sciences, Utrecht University, Heidelberglaan 1, 3854 Utrecht, The Netherlands. The second author is now at Research Department, CTB/McGraw-Hill, Monterey, CA, USA.     

Can There be A Priori Causal Models of Natural Selection?

I argue that Colin Cheyne and Charles Pigden's recent attempt to find truthmakers for negative truths fails. Though Cheyne and Pigden are correct in their treatment of some of the truths they set out to find truthmakers for (such as ‘There is no hippopotamus in S223’ and ‘Theatetus is not flying’) they over-generalize when they apply the same treatment to ‘There are no unicorns’. In my view, this difficulty is ineliminable: not every truth has a truthmaker.     

Parent–Daughter Communications and Emerging Adults’ Beliefs About Mate Selection

The current study explores the association between emerging adult females’ experiences discussing relationships with their parents during adolescence and their current constraining relationship beliefs about mate selection. Constraining beliefs about the need for complete assurance of personal and relational success were more strongly held, whereas beliefs that cohabitation improves later marital outcomes, successful relationships require little effort, and opposites attract were less likely to be endorsed. A broad range of topics on romantic relationships were discussed, most often with mothers, during adolescence. What these young adults recalled discussing and how they felt about those discussions were associated with some, but not all, of their current constraining beliefs. Implications for future research are discussed.     

Is Spousal Similarity for Personality A Matter of Convergence or Selection?

We investigated whether spousal similarity for personality traits results from convergence (i.e., couples becoming more similar to one another over time) or selection (i.e., individuals selecting partners with similar traits) in a sample of 1,296 married couples. Personality was assessed using the Multidimensional Personality Questionnaire. We evaluated whether similarity increased with increasing length of marriage. Evidence of spousal convergence was inconsistent across analyses, arguing against this mechanism as a compelling explanation for spousal similarity. Accordingly, selection processes may better explain spousal similarity in these data. The one exception might be for aggressive aspects of personality.     

Finding a ‘Normal’ Woman: Selection Processes for Board Membership

The higher the organization level, the lower the percentage of women in governance. The purpose of the present study was to explore how men and women negotiate women’s ‘fit’ as candidates for boards of national sport organizations. We based our analysis on in- depth interviews with male chairs and female board members. The results provide evidence that men can control boards by affirming and negating affirmative action policies and by framing the process of recruitment and selection in such a way as to reproduce the male-dominated culture in the board. Women, in their turn, tend to negotiate their entry by distancing themselves from their gender and proving their ‘fit.’     

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

The present research investigated factors that might affect gender discrimination in a hiring simulation context from the perspectives of social role theory and the shifting standards model. Specifically, the experimental study investigated whether gender biases are evident in the screening and hiring stage of the personnel selection process depending on the applicants?? social role and evaluators?? gender. A sample of German undergraduate business students (54 women, 53 men) was asked to make a personnel selection decision (short-listing or hiring) about a fictitious applicant (man or woman) in a specific role (leader or non-leader) for a managerial position. Consistent with social role theory??s assumption that social role information is more influential than gender information, participants selected applicants described as leaders over applicants described as non-leaders, regardless of applicant gender. In addition, in the presence of role information, female applicants portrayed as leaders were similarly short-listed and hired as male applicants with the same credentials. In the absence of role information, female applicants were similarly short-listed as male applicants; however, male applicants were hired over female applicants, albeit by male participants only. This is consistent with the shifting standards model??s assumption that group members are held to a higher standard to confirm traits on which they are perceived to be deficient: Male participants hired female applicants portrayed as non-leaders with less certainty than their male counterparts possibly due to higher confirmatory standards for leadership ability in women than men. The research and practice implications of these results are discussed.     

Variance Estimation of Nominal-Scale Inter-Rater Reliability with Random Selection of Raters

Most inter-rater reliability studies using nominal scales suggest the existence of two populations of inference: the population of subjects (collection of objects or persons to be rated) and that of raters. Consequently, the sampling variance of the inter-rater reliability coefficient can be seen as a result of the combined effect of the sampling of subjects and raters. However, all inter-rater reliability variance estimators proposed in the literature only account for the subject sampling variability, ignoring the extra sampling variance due to the sampling of raters, even though the latter may be the biggest of the variance components. Such variance estimators make statistical inference possible only to the subject universe. This paper proposes variance estimators that will make it possible to infer to both universes of subjects and raters. The consistency of these variance estimators is proved as well as their validity for confidence interval construction. These results are applicable only to fully crossed designs where each rater must rate each subject. A small Monte Carlo simulation study is presented to demonstrate the accuracy of large-sample approximations on reasonably small samples.     

Does Selection Measure Scoring Influence Motivation: One size fits all?

Current theories of applicant motivation do not take the scoring of the selection measure into account. We propose that selection measures scored objectively versus using ratings have different motivational antecedents and consequences than selection measures scored using performance ratings. Results from two studies indicated differences between a cognitive ability test (scored objectively) and both an interview and written role‐play (scored using ratings) regarding the amount of self‐reported motivation, factors related to motivation (i.e., procedural justice, perceived performance, and perceived influence), and the relationship between motivation and performance. Both perceived performance and procedural justice were related to motivation across selection measures but only procedural justice was equally important. Perceived influence was only related to motivation regarding the interview. Motivation predicted performance only on the cognitive ability test. Thus, it appears that how a selection measure will be scored should be taken into account when investigating applicant motivation.     

Item Selection in Multidimensional Computerized Adaptive Testing—Gaining Information from Different Angles

Over the past thirty years, obtaining diagnostic information from examinees’ item responses has become an increasingly important feature of educational and psychological testing. The objective can be achieved by sequentially selecting multidimensional items to fit the class of latent traits being assessed, and therefore Multidimensional Computerized Adaptive Testing (MCAT) is one reasonable approach to such task. This study conducts a rigorous investigation on the relationships among four promising item selection methods: D-optimality, KL information index, continuous entropy, and mutual information. Some theoretical connections among the methods are demonstrated to show how information about the unknown vector θ can be gained from different perspectives. Two simulation studies were carried out to compare the performance of the four methods. The simulation results showed that mutual information not only improved the overall estimation accuracy but also yielded the smallest conditional mean squared error in most region of θ. In the end, the overlap rates were calculated to empirically show the similarity and difference among the four methods.     

“The Smarts That Counts?”: Psychologists' Decision-Making in Personnel Selection

An exploratory approach was taken to examine personnel psychologists' use of sources of information when making a decision regarding candidates' fit to managerial positions. The main focus was on the process, based on actual information used to make real-life decisions about real-life candidates. Different types of information, available to the psychologists were used to predict their actual final decision regarding a sample of 434 managerial candidates. Results suggest a preference to indices of cognitive skills in making decisions about candidates. It seems that even when other non-cognitive indices were used, they were tainted by the cognitive indices, suggesting a halo effect. Implications for practice and further research are discussed.     

“Procrustean Psychotherapy” or Differential Therapeutics: Teaching Treatment Selection to Trainees

Most clinical training programs and treatment facilities offer a relatively narrow range of treatment alternatives to their interns and therefore produce procrustean psychotherapists. One way to remedy this unfortunate situation is to emphasize the importance of differential therapeutics and treatment selection at the outset of their training program. A suggestion on how to accomplish this on a minor scale is described in this paper.