ON PSYCHOPHYSICS IN GENERAL AND THE GENERAL PSYCHOPHYSICAL DIFFERENTIAL EQUATION IN PARTICULAR

The first part of the paper discusses theoretical issues regarding the problem of measurement in psychophysics and the suitable choice of a subjective scale, with special reference to the views of Ekman, Ross, Suppes & Zinnes, and Treisman. The theory of the GPDE is discussed more fully than before. In the second part, further empirical confirmation of the GPDE is given for the following combinations of Weber functions: constant-constant, linear-linear, linear-parabolic, parabolic-parabolic.     

ON EISLER'S GENERAL PSYCHOPHYSICAL DIFFERENTIAL EQUATION AND HIS FECHNERIAN INTEGRATION

The general psychophysical differential equation (GPDE) for calculating 'intrasubjective' relations, is reviewed and it is argued that: ( a ) the use of calculus and Weber functions are unnecessary for the determination of such relations: simple algebraic methods are available, ( b ) Taylor's expansion in the derivation of GPDE is not necessary: a short cut method is suggested and applied instead, ( c ) GPDE is untenable as an empirical model, for it is based on one definition and one assumption which are both arbitrary and purely mathematical, ( d ) The sources of error in the validation procedures used by Eisler are pointed out; ( e ) by means of a validity test and the due treatment of a dozen sets of experimental data, the Fechnerian integration as well as GPDE are invalidated.     

EMPIRICAL TEST OF A MODEL RELATING MAGNITUDE AND CATEGORY SCALES

E isler , H. Empirical test of a model relating magnitude and category scales. Scand. J. Psychol ., 1962, 3 , 88–96.—The function K =α log( φ+ q/k) +β seems to describe the relation between category scale values K and subjective magnitudes φ. The additive constant q/k is obtained from the S ds of the magnitude estimates.
The model was empirically confirmed for the loudness and softness of white noise scaled by the methods of magnitude estimation and category rating.     

CONCEPTUAL INTEGRATION AND EMPIRICAL TEST OF JOB DESIGN AND COMPENSATION RELATIONSHIPS

A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical requirements. Job evaluation links job design and market forces by analyzing jobs'compensable factors that reflect these requirements, and then relating them to the market through wage surveys across firms. An empirical examination presents relationships between job design and pay or job evaluation measures. Strongly supportive results replicate in two separate samples (total n = 213 jobs) which differ in industries, job types, skill levels, job design measures, job evaluation measures, and labor markets. Motivational job design had higher job evaluation measures reflecting higher skill requirements, and mechanistic and perceptual/motor design had lower evaluation measures reflecting lower skill requirements. Biological design had lower evaluation measures reflecting physical requirements.     

A WITHIN SETTING EMPIRICAL TEST OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION

The situational specificity hypothesis of selection procedure validity makes two predictions. The first is that variation in observed validities across settings is caused by real differences in what constitutes job performance. Validity generalization studies to date have provided disconfirming evidence for this prediction by showing that the observed variation is due to statistical and measurement artifacts. The second prediction is that if the situation (i.e., the organization, the setting, the job, the test and the criterion) is held constant, then validity findings will not vary from study to study. This article tests this prediction empirically using data from a unique series of studies reported by Bender and Loveless (1958). The results are contrary to the situational specificity hypothesis and consistent with the hypothesis that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. It is concluded that both major predictions of the situational specificity hypothesis have now been empirically disconfirmed.     

汉语词汇测验中的项目功能差异初探

该文运用两种不同的方法对实际的汉语词汇测验中的３６个词汇进行了ＤＩＦ探测。对于１４００多劬的初三学生分别作了男女生与城郊学生间的比较。在男女组分析中检出７个属于一致性ＤＩＦ的项目;对于城郊学生组经两种方法同时确定的ＤＩＦ项目有７个,其中５个是一致性ＤＩＦ,２个是非一致性ＤＩＦ的项目。该文还讨论了产生ＤＩＦ的可能因素。     

GENERAL SAFETY PERFORMANCE: A TEST OF A GROUNDED THEORETICAL MODEL

In this investigation, we report the results of 2 studies designed to (a) conduct confirmatory factor analytic tests of a model of general safety performance with performance ratings from 550 coworker appraisals (Study 1), and (b) examine hypothesized relationships between indicators of breadth and depth of knowledge constructs and confirmed safety performance factors (from Study 1) with training history data and supervisory appraisals for 133 hazardous waste workers in 23 jobs and 4 organizations (Study 2). Confirmatory factor analytic results from Study 1 provided support for a 4-factor model of general safety performance with performance factors labeled Using Personal Protective Equipment, Engaging in Work Practices to Reduce Risk, Communicating Health and Safety Information, and Exercising Employee Rights and Responsibilities. In general, the results from Study 2 supported the hypothesized dominance of depth of knowledge over breadth of knowledge in the prediction of performance with respect to more routine, consistent safety tasks. Issues concerning the general-izability of these factors to other types of work and the human resource management implications of these results are discussed.     

AN EMPIRICAL TEST OF A TRAIT-ORIENTED JOB ANALYSIS TECHNIQUE

A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.     

AN EMPIRICAL TEST OF A ROLE ENACTMENT MODEL OF PERSUASION

Prior research into self-persuasive effects has produced empirical propositions that address the communication process only in a very general way. While psychological formulations are helpful in generating constructs and propositions dealing with intrasource effects as a function of counterattitudinal advocacy, the generalizability of these findings appears limited. Berger's role enactment model of persuasion provides constructs and propositions that comport more exactly with practical communicative experiences. The present study tested the relationships obtaining among concepts crucial to the model. Results confirmed the prediction that role aptitude and task-relevant information were positively related to attitude change. The relationship among the role aptitude, information, and post-performance evaluation variables was not confirmed. The results and refinements of the model were discussed in terms of the potential the model has for more precise tests of communication effects. Message complexity, varying information levels, and other variables were discussed as amenable to tests employing the role enactment model. While self-persuasion situations offer an appropriate paradigm in which to test general social psychology theories, there is some doubt as to the contribution such research can make to our understanding of communication. It is a question of “social significance.” Do sources frequently speak against their “true” attitudes? If so, do intra-source effects tell us much about communication between people? In short, can practical gains be achieved in counterattitudinal advocacy research? We believe that many of the processes associated with self-persuasion are similar to those which characterize interpersonal communication. These similarities are most obvious when one approaches communication research in the context of role theory. (1972, 260)     

AN EMPIRICAL TEST OF A MODEL OF RESISTANCE TO PERSUASION

This investigation synthesized research from several related areas to produce a model of resistance to persuasion based upon variables not considered by earlier congruity and inoculation models. Support was found for the prediction that the kind of critical response set induced and the target of the criticism are mediators of resistance to persuasion. The more critical acts are focused on arguments presented in a persuasive message, the more likely that the critical act will not be distracting and therefore promote counterarguing which will lead people to be resistant to subsequent persuasive messages arguing on the same side of given attitudinal issue. When criticism is less central to message variables and focuses on speaker and/or delivery characteristics, distraction occurs which decreases the probability of counterarguing and induces people to be vulnerable to forthcoming persuasive messages. This is especially true when negative criticism of speaker characteristics reduces threat to present attitudes and reduces motivation to counterargue to protect privately held beliefs. A completely counterbalanced design employing several manipulation checks was created to rule out competing explanations for differential resistance to persuasion.     

INVESTMENT IN WORK AND FAMILY ROLES: A TEST OF IDENTITY AND UTILITARIAN MOTIVES

This study compared identity and utilitarian motives as predictors of time investment in work and family roles, using structural equation modeling with a sample of 623 working men and women. We tested within-role and cross-role relationships as well as the reciprocal effects of time invested in one role on time invested in the other role. As predicted, identification with a role was positively related to time invested in that role. However, findings for role utility were more complex. Time investment was positively related to both the pleasure and displeasure associated with a role. These findings suggest that people not only seek pleasure from roles but also invest time coping with role displeasure. The cross-role findings supported resource drain and accommodation but not compensation as explanations of work-family linking mechanisms. Gender analyses suggested that, for men, increased work time investment reduced time devoted to family, but increased family time investment did not affect time devoted to work. However, for women, increased time investment in either work or family reduced time devoted to the other role. These findings suggest that men may have greater reserves of time from roles other than work and family that make it unnecessary for them to draw from work time to meet increased family demands.     

结构方程模型检验：拟合指数与卡方准则

讨论了Hu和Bentler（1998,1999）推荐的检验结构方程模型的7个拟合指数准则,对这7个指数的历史、特点和表现做了比较详细的述评。指出了他们基于这7个指数的单指数准则和2-指数准则的不足之处。提出了超低显著性水平下的卡方准则,并部分重复他们的模拟例子,将卡方准则与这7个指数准则比较,结果说明新的卡方准则优于其中的6个,与另一个相当。最后简要说明了应当如何检视拟合指数进行模型检验和模型比较。     

一般能力倾向成套测验简介及其中国试用常模的修订

本文对一般能力倾向成套测验作了简要的介绍。为了试用,对它进行了修订。版本是以日本劳动省１９８３年修订版为蓝本的。日本的版本是来自美国。为了适合国情,对该测验在三个方面作了微小的变动。修订工作自１９８９—１９９２年初。标准化样组是由全国１７个中等以上城市初二至高三学生２１４８名构成的。男女学生的比例为１：１。该测验在结构效度上有很好的证据,稳定信度分数相当好。     

RETEST EFFECTS IN OPERATIONAL SELECTION SETTINGS: DEVELOPMENT AND TEST OF A FRAMEWORK

This study proposes a framework for examining the effects of retaking tests in operational selection settings. A central feature of this framework is the distinction between within-person and between-person retest effects. This framework is used to develop hypotheses about retest effects for exemplars of 3 types of tests (knowledge tests, cognitive ability tests, and situational judgment tests) and to test these hypotheses in a high stakes selection setting (admission to medical studies in Belgium). Analyses of within-person retest effects showed that mean scores of repeat test takers were one-third of a standard deviation higher for the knowledge test and situational judgment test and one-half of a standard deviation higher for the cognitive ability test. The validity coefficients for the knowledge test differed significantly depending on whether examinees' test scores on the first versus second administration were used, with the latter being more valid. Analyses of between-person retest effects on the prediction of academic performance showed that the same test score led to higher levels of performance for those passing on the first attempt than for those passing on the second attempt. The implications of these results are discussed in light of extant retesting practice.