EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

A novel assessment center (AC) structure that models broad dimension factors, exercise factors, and a general performance factor is proposed and supported in 4 independent samples of AC ratings. Consistent with prior research, the variance attributable to dimension and exercise factors varied widely across ACs. To investigate the construct validity of these empirically supported components of AC ratings, the nomological network of broad dimensions, exercises, and general performance was examined. Results supported the criterion‐related validity of broad dimensions and exercises as predictors of effectiveness and success criteria as well as the incremental validity of broad dimensions beyond exercises and general performance. Finally, the relationships between individual differences and AC factors supported the construct validity of broad dimension factors and provide initial insight as to the meaning of exercise specific variance and general AC performance.     

ASSESSMENT CENTERS AND SUBORDINATE APPRAISALS OF MANAGERS: A SEVEN-YEAR EXAMINATION OF PREDICTIVE VALIDITY

Assessment center ratings of 52 state law enforcement agency managers predicted both a contaminated promotions criterion and two uncontaminated ratings criteria, but they did significantly better in predicting the former. Criteria data were gathered two, four, and seven years after the assessment center, and a modest upward trend in validity coefficients was observed. Ratings by subordinates demonstrated promise as a near term predictor, outperforming the assessment center on uncontaminated criteria in the two- and four-year time frames. Last, regression analyses using Year 7 criteria revealed unique predictive power for both ratings by subordinates and assessment centers above and beyond that provided by supervisor ratings.
An earlier version of this paper was presented at the Academy of Management meeting, Anaheim, California, August 7-10, 1988.     

INTERNAL AND EXTERNAL MEDIATORS OF WOMEN'S RAPE EXPERIENCES

Internal and external factors are examined as mediational processes and/or coping strategies that link four aspects of women's rape experiences to the initial and lasting effects on their post-rape adjustment, attitude toward sex and intimacy, and lifestyle changes to prevent future assaults. Data are from a multiethnic community sample of 55 women who had been victims of rape or attempted rape. A measured or observed variable simultaneous path analysis model was used to test the relationships among the traumatic circumstances, mediators, and outcome variables. More self-blame, high involvement of police or other agencies, a greater number of repeated rapes per incident, and severity of abuse predicted women's negative initial and lasting attitudes toward sex and intimacy. The implications of these findings are discussed as they relate to barriers in disclosing attempted and completed incidents of rape.     

CONSTRUCTING PARALLEL SIMULATION EXERCISES FOR ASSESSMENT CENTERS AND OTHER FORMS OF BEHAVIORAL ASSESSMENT

Assessment centers rely on multiple, carefully constructed behavioral simulation exercises to measure individuals on multiple performance dimensions. Although methods for establishing parallelism among alternate forms of paper-and-pencil tests have been well researched (i.e., to equate tests on difficulty such that the scores can be compared), little research has considered the why and how of parallel simulation exercises. This paper extends established procedures for constructing parallel test forms to dimension-based behavioral simulations. We discuss reasons for establishing comparable, alternate simulation forms and discuss the issues raised when applying traditional procedures to simulation exercises. After proposing a set of guidelines for establishing alternate forms among simulations, we apply these guidelines to simulations used in an operational assessment center.     

ASSESSMENT CENTERS AND CONTENT VALIDITY: SOME NEGLECTED ISSUES

Literature on the use of content validity to establish the job-relatedness of assessment centers is reviewed. Most approaches to content validity are shown to focus on job-analysis-based exercise construction and dimension selection as the bases for determining the content validity of an assessment center. The article attempts to show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity. Variability in the way these issues are dealt with is documented.     

中国人人格量表的信度与效度

在初步确定中国人人格量表（Qingnian Zhongguo Personality Scale, QZPS）的基础上,通过对5000多被试的施测,确定了QZPS的项目构成及信度和效度。研究中对QZPS的项目重新进行探索性因素分析,确认了中国人人格的七因素结构,根据对每一个大因素的因素分析和项目鉴别度分析,确定了QZPS各个因素的项目构成和内部一致性系数,共180个项目。通过自-他评定的相关、自评与标尺评定的相关、以及对特殊群体分数分布的分析验证了QZPS的效度。研究结果确认QZPS有良好的信度和效度,可以应用于人格的理论和应用领域。     

区分度和难度分布在测验效度上的效应比较的模拟试验研究

运用计算机模拟试验方法,研究了４种不同的区分度分布和４种不同的难度分布在测验效度上的效应变化规律。结果表明：（１）在难度分布一定的条件下,测验效度随测验中较高区分度的项目数的递增而单调地提高;（２）在区分度分布一定的条件下,测验中的项目难度分布与考生的能力分布相一致时测验放度较高;（３）区分度分布对效度的影响比难度分布的影响更直接。     

SITUATIONAL JUDGMENT TESTS: CONSTRUCTS ASSESSED AND A META-ANALYSIS OF THEIR CRITERION-RELATED VALIDITIES

Situational judgment tests (SJTs) are a measurement method that may be designed to assess a variety of constructs. Nevertheless, many studies fail to report the constructs measured by the situational judgment tests in the extant literature. Consequently, a construct-level focus in the situational judgment test literature is lacking, and researchers and practitioners know little about the specific constructs typically measured. Our objective was to extend the efforts of previous researchers (e.g., McDaniel, Hartman, Whetzel, & Grubb, 2007 ; McDaniel & Ngyuen, 2001 ; Schmitt & Chan, 2006 ) by highlighting the need for a construct focus in situational judgment test research. We identified and classified the construct domains assessed by situational judgment tests in the literature into a content-based typology. We then conducted a meta-analysis to determine the criterion-related validity of each construct domain and to test for moderators. We found that situational judgment tests most often assess leadership and interpersonal skills and those situational judgment tests measuring teamwork skills and leadership have relatively high validities for overall job performance. Although based on a small number of studies, we found evidence that (a) matching the predictor constructs with criterion facets improved criterion-related validity; and (b) video-based situational judgment tests tended to have stronger criterion-related validity than pencil-and-paper situational judgment tests, holding constructs constant. Implications for practice and research are discussed.     

ORGANIZATIONAL FRUSTRATION: A MODEL AND REVIEW OF THE LITERATURE

A model that describes the effects of frustration on individual behavior in organizations is presented. Included is a discussion of the definitional problems with the frustration construct as well as a brief overview of laboratory research. This research is used to develop a model of organizational frustration and its behavioral effects, including increased and decreased job performance, organizational aggression (e.g., sabotage, strikes, work slowdowns, and stealing), absenteeism and turnover. Supporting evidence is supplied by the few studies which have investigated frustration in field and simulated organizational settings. Finally, frustration is shown to provide an alternative explanation to the effects of job dissatisfaction, inequity and participation in organizational change.     

THE VALIDITY OF THE JOB CHARACTERISTICS MODEL: A REVIEW AND META-ANALYSIS

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.     

INTERNAL VERSUS EXTERNAL CONTROL IN INDIA AND CANADA1

Male Indian and Canadian University students and workers were administered Rotters' I-E scale. The Indians were more internal than the Canadians on the full scale but when subdvided according to Personal Control, Control Ideology and Systems Control components, it was found that the Canadian students were more internal than the Indians students in terms of Personal Control and both Canadian students and Canadian workers were more external than their Indian counterparts in terms of Control Ideology and Systems Control. Background factors and implications for future research are noted.     

THE EXTERNAL OBSERVER AND THE LENS OF THE PATIENT-ANALYST MATCH

A focus on the match between patient and analyst places attention on the dynamic effect of the interaction of character and conflict of both participants on the process that evolves between them. Match is neither a predictive nor static concept. Rather it refers to an unfolding transaction that itself shifts and changes during the course of analytic work. The treating analyst's perception of the effect of this match is by necessity limited by the analyst's own blind spots and other countertransference phenomena. Reporting the analyst's clinical experience to an analytically trained observer, external to the dyad, may broaden the analyst's perspective. Using the lens of the match, a colleague in the role of supervisor, consultant or peer can provide feedback from which the analyst may acquire insight. As a result of this process, the influence that the participants' similarities and differences have upon each other becomes clear to the analyst. This awareness, in turn, may lead the analyst to appreciate the effect of the analyst's stance of distance or closeness and to evaluate whether at this phase of treatment it is beneficial or detrimental to the analytic process. Clinical illustrations of the effect of the external observer's feedback in relation to the patient—analyst match are provided.     

VALIDITY GENERALIZATION: A REVIEW AND CRITIQUE OF THE CORRELATION MODEL

This paper presents a review and critique of the validity generalization research based on the correlation model. Emphasis was placed on integrating the applied validity generalization studies as well as the computer simulation studies which have tested the accuracy of the various validity generalization procedures in estimating the mean and variance of true validity coefficients. In general, this review indicated that the validity generalization procedures are fairly accurate in estimating the mean and variance of true validities, that the preponderance (e.g., 90%) of corrected validity coefficients for a single predictor-criterion relationship, based on a series of cumulative studies, when placed in distributional form are positive, and that a substantial proportion of observed validity coefficient variation can be attributed to statistical artifacts with sampling error accounting for the majority of the artifactual variance. Moreover, potential problems with validity generalization/meta analysis based on criterion-related validity coefficients were discussed. It was concluded that validity general-ization/meta-analysis is an important development in summarizing cumulative research, however, caution should be exercised in utilizing and interpreting the findings of such analyses. Directions for future research aimed at establishing trait-performance relationships were discussed.     

INTERFACING RELIGION AND THE NEUROSCIENCES: A REVIEW OF TWENTY-FIVE YEARS OF EXPLORATION AND REFLECTION

Abstract. Exploration and reflection on the interfacing of religion and the neurosciences in the last twenty-five years provide a unique point of convergence on the relationship between science and religion. A focus on two streams of consciousness characterized the first phase in the 1970s. Scholarship suggested correlates between the styles of analytical steps and synthetic leaps of imagination and the belief patterns of proclamation and manifestation. The use of lateralized consciousness was critiqued as covering too much as well as not attending to evolutionary developments and philosophical and theological foundations. A shift to whole brain functioning with more differentiated investigations came during the second phase in the 1980s. Empirical studies corroborated the earlier analytical speculations in neurotheology and advanced the heuristic value or using the whole brain as a metaphor for understanding religion. By the third phase of the 1990s, meaning-making and integrating consciousness emerged as shaping the agenda between religion and cognitive neuroscience. The emerging methodology combines analogical continuities among levels of complexity and metaphorical leaps of inferential patterning.     

有关遗传与精神分裂症的文献评论(上)

本文评论了有关支持精神分裂症遗传理论的心理学文献,评论了四个研究方面:精神分裂症的生理学方面,精神分裂症在总人口中的发病率,精神分裂症在家庭成员中的发病率,以及控制环境对精神分裂症的影响的研究。这个文献没有发现支持遗传理论,而是用心理病理学的社会模型能更好说明。