Testing Deterrence Theory with Offenders: The Empirical Validity of Stafford and Warr's Model

Stafford and Warr (1993) reconceptualized general and specific deterrence into a single theory in which individuals' propensities to engage in crime are based on a combination of personal and vicarious experiences with being punished and avoiding punishment. The current study extends prior tests of this conceptualization of deterrence by expanding the definition of vicarious experience, analyzing extralegal as well as legal consequences, examining multiple types of offending behavior, and drawing its data from a sample of work release facility inmates. The results fail to support legal deterrence as an explanation of offending for this sample but suggest the importance of extralegal consequences.     

Cross-Cultural Validity of Holland's Model in Hong Kong

While Holland's model has been widely tested and found broad support in the West, it has not been tested in Hong Kong. Using a sample of 1813 entering freshmen, we investigated the cross-cultural validity of Holland's models of six interest or personality types in Hong Kong. Results indicated: (a) Holland's model as operationalized by UNIACT has considerable external validity; (b) the internal structure of the UNIACT was generally consistent with the formulations by Holland; (c) the cultural value of traditionality affected the fit between Holland's model and the student data in that Hong Kong students who hold stronger traditional values tended to behave less consistently with Holland's model than those who hold weaker traditional Chinese values. These findings were discussed in terms of their implication for future cross-cultural vocational psychology research and practices.     

Validity of Beck's Cognitive Theory of Depression With Nonreferred Adolescents

This study investigated the validity of Beck's cognitive theory of depression in a sample of nonreferred adolescents, ages 14 to 18 years. In support of the theory, students' greater levels of depressive symptomatology on the Beck Depression Inventory were found to be most significantly associated with higher scores on both the Dysfunctional Attitude Scale and Hopelessness Scale. The results were less consistent with regard to the relationships between the students' levels of depressive symptomatology and their recall of positive and negative self-referent adjectives on an incidental recall task. The implications of the study and directions for future research are discussed.     

On The Validity of a Simple Argument for Moral Error Theory

In The Myth of Morality Richard Joyce presents a simple and very influential argument for the truth of moral error theory. In this paper I point out that (i) the argument does not have the form Joyce attributes to it, (ii) the argument is not valid in an extensional propositional logic and (iii) on the most natural way of explicating the meanings of the involved terms, it remains invalid. I conclude that more explanation is needed if we are to accept this particular argument for moral error theory.     

Intoxicated Witnesses: Testing the Validity of the Alcohol Myopia Theory

In an assessment of the Alcohol Myopia Theory (AMT), the effects of alcohol on an eyewitness's recall of high‐salience and low‐salience details were investigated. In a laboratory, Study 1 participants watched a staged videoed theft whilst either sober (control or placebo), above (M_BAC = 0.09%) or below (M_BAC = 0.06%) the UK drink‐drive limit. A week later, a free recall and recognition tests were completed. Intoxication was not found to reduce recall accuracy using either recall task. In Study 2, whilst on a night out, participants watched the videoed theft with high (M_BAC = 0.14%) or low (M_BAC = 0.05%) blood alcohol concentrations (BACs). A week later, the free recall and recognition tests were attempted. High BACs were seen to impair recall when memory was assessed through free recall but not with the recognition test. Neither study found the attention narrowing predicted by AMT using either recall technique, although poor recall for low‐salience details in all groups may have contributed to this result. Copyright © 2016 John Wiley & Sons, Ltd.     

Structuralism, Model Theory and Reduction

In this paper, the (possible) role of model theory forstructuralism and structuralist definitions of ``reduction' arediscussed. Whereas it is somewhat undecisive with respect tothe first point – discussing some pro's and con's ofthe model theoretic approach when compared with a syntacticand a structuralist one – it emphasizes that severalstructuralist definitions of ``reducibility' do not providegenerally acceptable explications of ``reducibility'. This claimrests on some mathematical results proved in this paper.     

Structural Validity and Generalisability of a Referent Cognitions Model of Turnover Intentions

A model proposed and empirically tested by Aquino, Griffeth, Allen, and Hom (1997 ) using employees of a hospital in the northeastern United States was replicated in samples of Korean factory workers from two divisions of a large organisation. Results in both samples suggested that the relationships among model variables and relationships with withdrawal cognitions replicated quite closely. Results also suggested that the way people are treated in an organisation by their supervisors exerts a powerful effect on their turnover‐related responses. Most importantly, the results of this study in combination with the earlier results from Aquino et al. (1997 ) highlight the impact of employee expectations of future job advancement on turnover‐related responses. Employees who perceive that their present situation will improve are more satisfied with their present outcomes and their supervisors. They are also less likely to consider quitting even when being unsatisfied with their present situation. Un modèle proposé et testé empiriquement par Aquino, Griffeth, Allen, and Hom (1997 ) sur des employés d’un hôpital du nord des Etats‐Unis a été réutilisé auprès de plusieurs échantillons de travailleurs d’une usine coréenne appartenant à deux divisions d’une grande organisation. Les résultats sur les deux échantillons montrent que les relations entre les variables du modèle et les relations avec les cognitions défaillantes reproduisent de très près ceux du modèle original. Les résultats montrent aussi que la façon dont les salariés sont traités dans une organisation par leurs supérieurs a de fortes retombées sur leurs réponses concernant les démissions. Plus important encore, les résultats de cette étude en concordance avec ceux initiaux obtenus par Aquino et al. (1997 ), soulignent l’impact des attentes des employés à propos de leur avancement dans leur futur emploi sur leurs réponses concernant les démissions. Les employés qui perçoivent que leur situation présente va s’améliorer sont plus satisfaits de leur rémunération présente et de leurs supérieurs. Ils sont aussi moins enclins à envisager de démissionner même s’ils sont insatisfaits de leur situation présente.     

Testing the Validity of the Contingency Model for Female and Male Leaders

In a laboratory study of 72 four-person ad-hoc groups of West Point cadets, the evidential validity of Fiedler's contingency model was tested for female and male leaders. For leaders of both sexes, the relationships between leader LPC scores and objective measures of group task performance were statistically significant in several cases. Difficulties in interpreting the degree to which these results support predictions of the model suggested the need to develop direct measures of situational favorableness. Such a measurement system would allow researchers to avoid reliance on assumptions that cannot be subjected to empirical verification. Conclusions called for further development of the contingency model for both female and male leaders.     

Generalizability Theory as Construct-Related Evidence of the Validity of Job Performance Ratings

Investigations of the construct-related evidence of the validity of performance ratings have been rare, perhaps because researchers are dissuaded by the con- siderable amount of evidence needed to show construct validity (Landy, 1986). It is argued that generalizability (G) theory (Cronbach, Gleser, Nanda, & Rajaratnam, 1972) is well-suited to investigations of construct-related evi- dence of validity because a single generalizability investigation may provide multiple inferences of validity. G theory permits the researcher to partition observed score variance into universe (true) score variance and multiple, distinct estimates of error variance. G theory was illustrated through the anal- ysis of proficiency ratings of 256 Air Force jet engine mechanics. Mechanics were rated on three different rating forms by themselves, peers, and supervi- sors. Interpretation of G study variance components revealed suitable evi- dence of construct validity. Ratings within sources were reliable. Proficiency ratings showed strong convergence over rating forms, though not over rating sources. Raters showed adequate discriminant validity across rating dimen- sions. The expectation of convergence over sources was further questioned.     

Implicit Personality Theory and the Five-Factor Model

The Big Five have not only been identified in ratings of knowledgeable informants, but also in ratings of strangers, in co-occurrence likelihood ratings of traits, in semantic similarity ratings of trait pairs, and in prototypicality ratings of acts for traits. This article describes the shared and distinctive characteristics of correlations among trait ratings and implicit personality theory and reviews studies that compare the structure of memory-based ratings and of on-line behavior counts. Three hypotheses suggested in the literature to account for these correlations are delineated and discussed: an accurate reflection hypothesis, a distortion hypothesis, and an overlap hypothesis. It is concluded that the distortion hypothesis, has been discredited and that an overlap model best accounts for the available evidence. This implies that traits are real and accurately perceived, provided that the judges have the necessary information.     

基于三角互动模型评判人员选拔的有效性

分析了评判人员选拔的有效性存在的误区,指出评判人员选拔的有效性不应局限于评判素质测评的有效性,还应该全面地评判工作分析、人员管理、绩效评估等环节的有效性。提出了评判人员选拔有效性的三角互动模型,并指出这一模型所揭示的提高人员选拔有效性的途径。     

A New Theory of Content II: Model Theory and Some Alternatives

This paper develops a semantical model – theoretic account of (logical) content complementing the syntactically specified account of content developed in A New Theory of Content I, JPL 23: 596–620, 1994. Proofs of Completeness are given for both propositional and quantificational languages (without identity). Means for handling a quantificational language with identity are also explored. Finally, this new notion of content is compared, in respect of both logical properties and philosophical applications, to alternative partitions of the standard consequence class relation proposed by Stelzner, Schurz and Wiengartner.     

评价中心结构效度的多元概化理论分析研究

评价中心技术是现代人事测评的一种主要形式,主要通过多种模拟任务来测评高级管理人才。然而,少有研究能证明它具有理想的结构效度。该研究运用多质多法分析了某金融企业一次真实的评价中心测评项目,发现测评的结构效度并不理想。接着,通过多元概化理论的分析,探讨了结构效度不理想的原因,并指出了评价中心任务与所测维度之间的关系,以及对各维度的测量信度。最后,根据分析结果,探讨了优化评价中心结构效度和提升整体测量信度的途径。     

Validity and Interpretation

This paper claims that there is a plausible sense in which validity is a matter of truth preservation relative to interpretations of the sentences that occur in an argument, although it is not the sense one might have in mind. §1 outlines three independent problems: the first is the paradox of the sorites, the second concerns the fallacy of equivocation, and the third arises in connection with the standard treatment of indexicals. §2 elucidates the claim about validity, while §§3–5 show how the three problems outlined can be handled in accordance with it. §6 explains how the claim squares with the traditional idea that validity is related to formality, and in particular with a broadly accepted definition based on that idea, the model-theoretic definition of logical consequence. Unlike other works on the subject, this paper does not focus on necessity. It is not its intention to provide a characterization of necessity that conforms to some ideal of rigour or to some pre-theoretical understanding of validity. What follows can be taken as conditional on the assumption that such a characterization can be provided.     

Validity and Necessity

In this paper I argue against the commonly received view that Kripke’s formal Possible World Semantics (PWS) reflects the adoption of a metaphysical interpretation of the modal operators. I consider in detail Kripke’s three main innovations vis-à-vis Carnap’s PWS: a new view of the worlds, variable domains of quantification, and the adoption of a notion of universal validity. I argue that all these changes are driven by the natural technical development of the model theory and its related notion of validity: they are dictated by merely formal considerations, not interpretive concerns. I conclude that Kripke’s model theoretic semantics does not induce a metaphysical reading of necessity, and is formally adequate independently of the specific interpretation of the modal operators.     

An Investigation of the Structural Validity of Loevinger's Model and Measure of Ego Development

This study demonstrates the use of structural equation modeling for investigating a hierarchical model of personality based on Loevinger's (1976) conceptualization. This model was constructed to have a multifactorial and hierarchical structure in which the ego development construct served as the source of covariation for specific personality constructs of impulse control, interpersonal style, conscious preoccupations, and cognitive style. This model and three other conceivable models were investigated to determine which structure best represented the relations among specific personality constructs and ego development. The specific personality constructs were identified by measures chosen from the available pool of measures that were compatible with Loevinger's conceptualization. The four conceivable models were fitted to sample data from 267 adult subjects using confirmatory factor analysis and were compared with indices of model fit and methods for comparison of nested models. Results suggested that the four specific personality constructs and ego development are part of the same process. Although a hierarchical structure appeared tenable for this process, the role of ego development perhaps is not as dominant as envisioned by Loevinger. These results must be considered tentative due to measurement limitations.     

动机性信息加工理论及其在工业与组织心理学中的应用

“团队作为信息加工者的观点”认为, 团队执行复杂任务需要经过一系列认知决策, 哪些信息被共享, 以及信息共享和整合的质量, 共同决定团队效能的高低。动机性信息加工理论则进一步提出, 认知动机和社会动机共同决定了哪些信息被共享, 以及信息共享和整合的质量。认知动机决定信息加工的深度, 社会动机决定信息加工的方向, 两种动机共同决定决策质量。这一理论可以很好地整合谈判和创造力领域的研究结果, 并在团队效能领域得到很好的应用。动机性信息加工理论是对双过程模型和“团队作为信息加工者观点”的发展和整合, 并为决策质量的影响因素提供新的分类框架和研究思路。