Metacontrast suppression and criterion content: A discriminant function analysis

Three test and three mask energies of a metacontrast display were varied orthogonally and randomly over trials. The stimulus onset asynchrony (SOA) separating them was varied over blocks of trials from 0 to 180 msec in 30-msec steps. Both the accuracy in judging the test and the coherence (consistency) of the judgments were U-shaped functions of SOA. Thus, metacontrast suppression is in part due to inadequate information. In addition, mask energy was found to correlate negatively with judgments of the test at short SO As but positively at longer SOAs. This indicates that part of the masking effect is due to inappropriate use of information. Certain similarities were noted between these findings and those obtained with judgments of frequency in the auditory-recognition masking paradigm. In general, the results indicate that subjects respond to different features of the stimulus situation as SOA varies.     

Job change: A study of an acute job stressor

This paper studies the relationship between job entry and job stress. Skill uncertainty, defined as having inadequately developed job skills, was thought to be associated with the stress reaction. In a longitudinal study of 62 transferred employees, skill uncertainty was associated with both negative emotional arousal 1 month after job entry and with positive emotional arousal 3 months after job entry.     

The relationship between employee job change and job satisfaction: the honeymoon-hangover effect

Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect.     

Values of British political extremists and potential extremists: A discriminant analysis

Studied the value systems of political extremists and potential extremists, comparing them with the value systems of centrist activists and supporters. Samples of political activists from the Labour, Conservative, Communist and National Front parties were obtained, as well as samples of non-active supporters. The non-active supporters were defined as Potential Extremists, if they supported a centrist party as first choice, but either Communist or National Front as second choice. All subjects completed the Rokeach Value Survey. Discriminant analysis showed that the four groups of activists could be clearly distinguished on the bask of their values. However the values of the Potential Extremists did not especially resemble the values of actual National Front or Communist activists. There were value differences between the Potential Extremists and the centrist supporters; nevertheless these two groups tended to be distinguished by very different values from those which distinguished between the activists. The appeal of value symbols for different types of political involvement was discussed.     

Premarital sexual intercourse among single college students: A discriminant analysis

This study assesses the relative importance of interpersonal psychological variables in the prediction of the number of premarital sexual partners of single college students. Using data from a sample of 466 college students from a large mid-Atlantic university, various discriminant functions were formulated and used to predict a student's premarital sexual partners group membership. A virgin group, a monogamous group, a moderate partners group, and a extensive partners group were identified. The variables selected by the computer for inclusion in the functions are of theoretical importance. Males and females differed in the sets of weighted variables chosen by the computer to enter the discriminant functions. Different functions were found to best discriminate the virgin group from the monogamous group, the moderate partners group, and the extensive partners group, especially for males. When subjects were reclassified using the discriminant functions, the predictive accuracies were significantly increased above chance in 14 instances of reclassification. The data support the view that male and female single college students are moving toward an equal standard with regard to premarital intercourse behavior. However, the interpersonal psychological correlates of sexual intercourse appear to be quite different for males and females. Male variation along the power or dominance dimension of Leary's Interpersonal Adjective Checklist was most reflective of their sexual partners group, while females were best discriminated using variables related to the affiliation or affection dimension. A three-stage theory of normative change is formulated to explain the existing data.     

The redundancy of work alienation and job satisfaction: Some evidence of convergent and discriminant validity

The multitrait-multimethod matrix (MTMM) technique was used in an attempt to help clarify the ambiguities regarding concepts of work alienation, job satisfaction, and the relationships between them. Within each attitude domain considered separately, generally acceptable evidence of convergent and (to a lesser degree) discriminant validity was found for the trait measures (four dimensions of alienation and five of satisfaction). However, the discrimination between alienation and satisfaction measures was no greater than that among satisfaction and among alienation, casting doubt on the demarcation of these as two distinct domains. The measures of satisfaction and alienation also were not correlated differentially with demographic and self-esteem measures. Note was taken of the limitations in our knowledge and operationalization of these areas, as these relate to the assumptions of MTMM technique regarding independence of both underlying trait constructs and measurement methods.     

Robust canonical discriminant analysis

A method for robust canonical discriminant analysis via two robust objective loss functions is discussed. These functions are useful to reduce the influence of outliers in the data. Majorization is used at several stages of the minimization procedure to obtain a monotonically convergent algorithm. An advantage of the proposed method is that it allows for optimal scaling of the variables. In a simulation study it is shown that under the presence of outliers the robust functions outperform the ordinary least squares function, both when the underlying structure is linear in the variables as when it is nonlinear. Furthermore, the method is illustrated with empirical data.The research of the first author was supported by the Netherlands Organization of Scientific Research (NWO grant 560-267-029).     

Ideal point discriminant analysis

A new method of multiple discriminant analysis was developed that allows a mixture of continuous and discrete predictors. The method can be justified under a wide class of distributional assumptions on the predictor variables. The method can also handle three different sampling situations, conditional, joint and separate. In this method both subjects (cases or any other sampling units) and criterion groups are represented as points in a multidimensional euclidean space. The probability of a particular subject belonging to a particular criterion group is stated as a decreasing function of the distance between the corresponding points. A maximum likelihood estimation procedure was developed and implemented in the form of a FORTRAN program. Detailed analyses of two real data sets were reported to demonstrate various advantages of the proposed method. These advantages mostly derive from model evaluation capabilities based on the Akaike Information Criterion (AIC).The work reported in this paper has been supported by Grant A6394 from the Natural Sciences and Engineering Research Council of Canada and by a leave grant from the Social Sciences and Humanities Research Council of Canada to the first author. Portions of this study were conducted while the first author was at the Institute of Statistical Mathematics in Tokyo on leave from McGill University. He would like to express his gratitude to members of the Institute for their hospitality. Thanks are also due to T. Komazawa at the Institute for letting us use his data, to W. J. Krzanowski at the University of Reading for providing us with Armitage, McPherson, and Copas' data, and to Don Ramirez, Jim Ramsay and Stan Sclove for their helpful comments on an earlier draft of this paper.     

Attitudes toward male roles among adolescent males: A discriminant validity analysis

This study investigates the discriminant validity of a measure of attitudes toward male roles, i.e., beliefs about the importance of men adhering to cultural defined standards for masculinity. Using data from the 1988 National Survey of Adolescent Males, the Male Role Attitude Scale (MRAS) is evaluated in terms of (1) its independence from measures of attitudes toward female roles, and of attitudes toward gender roles and relationships, and (2) its differential correlates with and incremental ability to explain variance in criterion variables compared to measures of these two other gender-related attitudes. As predicted, the MRAS is unrelated to attitudes toward the female role, but is significantly associated with attitudes toward gender roles and relationships. As further predicted, the MRAS, but not attitudes toward women or attitudes toward gender roles and relationships, is associated with homophobic attitudes toward male homosexuality and with traditional male procreative attitudes. In addition, the MRAS explains significant incremental variance in these criterion measures when attitude toward female roles and attitude toward gender roles and relationships are controlled for. These results support the theoretical argument that attitudes toward male roles are conceptually distinct from the other gender-related attitudes examined here.This research was supported by grants from the National Institute of Child Health and Human Development and from the Office of Adolescent Pregnancy Programs. The authors wish to thank James Kershaw, Susan Wellington, and Elizabeth Crane for their assistance.     

Developmental climate: A cross-level analysis of voluntary turnover and job performance

This research investigates the influence of shared perceptions of developmental climate on individual-level perceptions of organizational commitment, engagement, and perceived competence, and whether these attitudes mediate the relationship between developmental climate and both individual voluntary turnover and supervisor-rated job performance. Survey data were collected from 361 intact employee–supervisory mentoring dyads and matched with employee turnover data collected one year later to test the proposed framework using multilevel modeling techniques. As expected, shared perceptions of developmental climate were significantly and positively related to all three individual work attitudes. In addition, both organizational commitment and perceived competence were significant mediators of the positive relationship between shared perceptions of developmental climate and voluntary turnover, as well as shared perceptions of developmental climate and supervisor-rated job performance. By contrast, no significant mediating effects were found for engagement. Theoretical implications, limitations, and future research are discussed.     

A person-environment analysis of job stress: a contingency model explanation

The contingency model of leadership was applied in a field study of job stress. Fifty-one university administrators completed a series of questionnaires that assessed their leadership style, degree of situational control within their work setting, perceived job stress, physical health, and psychological well-being. Multivariate analyses of variance (MANOVAs) showed that administrators whose leadership style and level of situational control were "in match" reported significantly less job stress, fewer health problems, and fewer days missed from work than administrators who were "out of match." The results are discussed as supporting the person-environment fit model of job stress.     

First years in job: A three-wave analysis of work experiences

A sample of 423 Swiss job entrants reported major change in general, as well as positive and negative work experiences one, two, and four years after finishing vocational training. Qualitative data analysis showed change in responsibility, increase in decision latitude, acquisition of new status (professional work status, full team member status), increased salary, and change in work rhythm to be characteristic for the transition from apprenticeship into “real work”. In terms of costs and benefits participants reported transition-specific combinations of work experiences, with responsibility and social recognition as positive experiences combined with high demands as negative experiences. Reports of increasing demands and task intensity were frequent throughout the first four years of job experience. Cooperation and social exchange always were of major concern, both as positive and negative experiences. The number of positive and negative experiences reported predicted job satisfaction over and above previous job satisfaction, background variables, stressors, and resources. Results point to a rather smooth transition, in which negative experiences are embedded in, and outweighed by, positive ones.     

Convergent and discriminant validity of three measures of stage of change

The University of Rhode Island Change Assessment (E. A. McConnaughy, J. O. Prochaska, & W. F. Velicer, 1983), the Stages of Change Readiness and Treatment Eagerness Scale (W. R. Miller & J. S. Tonigan, 1996), and the Readiness to Change Questionnaire (S. Rollnick, N. Heather, R. Gold, & W. Hall, 1992) are commonly used multidimensional measures of stage of change. The authors examined the convergent and discriminant validity of drug-use versions of these 3 measures through multitrait-multimethod analysis in a population of indigent, out-of-treatment drug users (N = 377). Agreement in stage-of-change assignment and the relationship between stage of change and drug-use behaviors were also examined. Confirmatory factor analysis suggests that the Stages of Change Readiness and Treatment Eagerness Scale may have questionable convergent validity with the University of Rhode Island Change Assessment and Readiness to Change Questionnaire. There was moderate agreement in stage assignment. Analysis of behavior did provide some support for the construct validity of the measures. The results suggest that these drug-use stage-of-change measures may not be equivalent.     

Neuropsychological assessment of learning disabilities: a discriminant analysis

The neuropsychological test scores of 23 learning disabled children were compared with those of a matched population of normal children in the 9-1 to 13-1 age range. All children were administered the Wechsler Intelligence Scale for Children-Revised (WISC-R), a dichotic listening task involving both free and directed recall conditions, a handedness inventory, the Tactile Performance Test and the Category Test from the Halstead-Reitan Neuropsychological Test Battery. A multivariate analysis of variance resulted in a significant separation between groups (p less than .001) using these procedures. A stepwise discriminant function analysis revealed that both of the directed dichotic tasks contributed the most of all 13 measures to the significant group separation. In addition, other cognitive tasks found to discriminate normal from learning disabled children include general verbal processes, concept formation, and tactile memory. These findings suggest that the directed dichotic listening procedure and the WISC-R Verbal IQ measure are reasonably valuable clinical tools in the classification of learning disabilities.