BRIEF REPORT: THE EQUIVALENCE OF TWO MULTIVARIATE CLASSlFICATION SCHEMES

The equivalence of two multivariate classification schemes is shown when the sizes of the samples drawn from the populations to which assignment is required are identical. One scheme is based on posterior probabilities determined from a Bayesian density function; the second scheme is based on likelihood ratio discriminated scores. Both of these procedures involve prior probabilities; if estimates of these priors are obtained from the identical sample sizes, the equivalence follows.     

VOLITIONAL ASPECTS OF VOICE PERFORMANCE: AN EXPERIMENTAL APPROACH

The subjects (all females) were instructed to hold a certain note. In some of the trials an alien (female) voice with a continuously falling or rising frequency unexpectedly replaced the subject's own voice as the auditory stimulus in her headphone. Most of the subjects took the alien voice as their own and experienced a complete lack of volitional control over their own voice. A compensatory behaviour was found; when the subjects tried to hold the note the frequency of their voices went in the opposite direction to the frequency of the alien voice.     

AN INVESTIGATION OF COMPLIANCE-GAINING AS POLITENESS

This study considers an alternative perspective on the compliance-gaining phenomenon, specifically the theory of politeness articulated by Brown and Levinson (1978). They posit that all interaction is characterized by concern over the other person's autonomy needs and his or her desire to be liked, manifested in message behavior that addresses these needs (i.e., politeness). Brown and Levinson's typology of politeness strategies was translated into 32 items to which 155 respondents indicated likelihood of use and perceived politeness. Respondents assessed the items while imagining themselves in one of eight hypothetical scenarios created to manipulate the three situational factors posited as significant by Brown and Levinson: relationship distance, relationship power, and the magnitude of the request. A factor analysis reduced the 32 tactics to four underlying factors, which in turn served as one variable set for a canonical correlation whose second variable set was the situational factors and the agent's gender. Results indicated that females and persons in close relationships use more polite tactics than males and persons in more distant relationships. Secondarily, results also indicated that persons with power use less politeness than less powerful persons.     

RELIGION AS UNIVERSAL: TRIBULATIONS OF AN ANTHROPOLOGICAL ENTERPRISE

Abstract. The English term religion is used to refer to local Christian churches, their organizations, and their practices. Nevertheless, Western anthropologists have tried to utilize it as if it were a technical term with universal applicability. Anthropologists have sought to characterize religion by several dichotomies, although their own field researches have revealed the irrelevance of such dichotomies as well as the fact that non-Western peoples do not recognize an entity equivalent to religion. Were the characteristics used by anthropologists in defining religion precisely applied to Western societies, then several other kinds of organizations, ceremonials, and practices would have as much, or even greater, claim to being included within the rubric of religion as the Christian and allied churches. The consequence of this conceptual imprecision has been the theoretical stagnation noted by eminent theorists.     

BRIEF REPORT: BARTLETT'S TEST OF SPHERICITY AND CHANCE FINDINGS IN FACTOR ANALYSIS

Bartlett's test of sphericitg: was applied to a correlation matrix computed on random normal deviates by Armstrong and Soelberg (1968), and returned a chi square value indicating that the matrix could have been generated from a population where the correlation coefficients are zero. These results re- emphasize the desirability of computing this test prior to proceeding t o factor extraction, and in accord with the findings of other writers, indicate this test to be sensitive in detecting results which can be ascribed to chance.     

AN EMPIRICAL INVESTIGATION OF SELF-APPRAISAL-BASED PERFORMANCE EVALUATION

This study investigated the effectiveness of a self-appraisal-based performance evaluation system (SABPE) that incorporates self-assessment into traditional supervisory evaluation procedures. Its subject sample consisted of 88 faculty members and their chairpersons at a land-grant state university. Results indicated that (1) there was high congruency between self- and chairperson ratings, (2) both ratings had moderate to high levels of criterion-related validity, and (3) both faculty members and chairpersons reported high SABPE acceptance. The implications of these results for future self-appraisal research are discussed.     

PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW

The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the "Big Five" personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N = 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the "Big Five" factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection.     

BRIEF REPORT: ENABLING BLIND PERSONS WITH SEVERE OR PROFOUND MENTAL RETARDATION TO OPERATE AN ACOUSTIC ORIENTATION SYSTEM INDEPENDENTLY

The aim of this study was to assess new technology for enabling two blind persons affected by severe or profound mental retardation to operate an acoustic orientation system independently. By operating this system, the subjects could move to different activity destinations within an occupational setting and carry out activities free from external assistance. The results showed that both subjects learned to operate the system on their own. The high level of independence they achieved is reviewed in relation to the new technology and the simplified responding it requires     

USE OF AN ASSESSMENT CENTER AS AN AID IN MANAGEMENT SELECTION

An application of assessment center procedures is described for the selection of first level managers from the craft ranks. Information is reported on how the assessment data are used in promotion decisions. An evaluation study was conducted that indicates that the assessment center program has a positive effect on performance of managers at the first level and the pool of potential for higher levels of management. The study results also suggest ways in which assessment data can be used more effectively in promotion decisions.     

AN EXPLORATION OF DECEPTION AS A COMMUNICATION CONSTRUCT

Even though most of us lie from time to time, it is really quite surprising how little is known about such behaviors. Through controlled observation and laboratory testing, this study attempted to determine what verbal and nonverbal behaviors were characteristic of intentionally deceptive communicators. Seventy-six videotaped interviews provided a data base for the analysis of 32 dependent measures. In addition to analyses of specific behavioral differences between deceivers and nondeceivers, the authors provide a conceptual framework for the study of deception—predicting that deceivers will exhibit significantly more uncertainty, vagueness, nervousness, reticence, dependence, and unpleasantness than nondeceivers.     

AN EXPLORATION OF CLIMATES FOR TECHNICAL UPDATING AND PERFORMANCE

Rapid technological innovation has made updating the knowledge and skills of technical professionals, such as engineers, a key concern for many organizations. The facilitation of performance and updating activities to prevent obsolescence is thought to require the development of a congruent organizational climate. To date, this issue has received some theoretical but little research attention. This study assessed the efficacy of the concept of updating climate. It was hypothesized that the technical updating climate construct would (1) be able to distinguish among organizations under different pressures for technological innovation, (2) evidence interobserver consensus within organizations, and (3) be associated with relevant organizational context features and affective, performance, and updating responses. Data gathered from 447 engineers and their 218 supervisors drawn from 10 diverse organizations provided support for the hypotheses. It was concluded that the concept of updating climate provides a useful framework for understanding factors that facilitate technical competence and performance.