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TOM LOEYS WILLIAM COOK OLIVIA DE SMET ANNE WIETZKER ANN BUYSSE 《Personal Relationships》2014,21(2):225-241
The actor–partner interdependence model (APIM) has been widely used for the analysis of pairs of individuals who interact with each other. The goal of this article is to detail in a nontechnical way how the APIM for binary or count outcomes can be implemented and how actor and partner effects can be estimated using generalized estimating equations (GEE) methodology. Both SPSS‐ and SAS‐syntax needed to estimate the model and the interpretation of the output are illustrated using data from a study exploring the effect of satisfaction with the relationship before the breakup on unwanted pursuit behavior after the breakup in formerly married partners. The use of this GEE method will allow researchers to test a wide array of research hypotheses. 相似文献
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ANN CASEMENT 《The Journal of analytical psychology》1995,40(3):327-342
The institutionalizing of analytical psychology in the United Kingdom has its origins in the Analytical Psychology Club founded on 15 September 1922. It became increasingly apparent that professionalization of the Jungian movement was essential and this led to the formation of the Society of Analytical Psychology in 1946. This was followed in 1951 by the founding of the British Association of Psychotherapists. The Association of Jungian Analysts split off from the Society of Analytical Psychology in 1975–6, and this was followed in 1982 by the split between the Association of Jungian Analysts and the Independent Group of Analytical Psychologists. The Berlin Congress of 1986 saw the beginnings of a liaison body for the four London societies, which came to be called the Umbrella Group. This has organized joint conferences and workshops, but the split in 1992 between the United Kingdom Council for Psychotherapy and the British Confederation of Psychotherapists has posed a new threat to the growing harmony between the London societies. In the face of this threat, the Umbrella Group has not been able to articulate a common policy and strategy about the Jungian presence in the United Kingdom. 相似文献
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ANN FERGUSON 《希帕蒂亚:女权主义哲学杂志》1994,9(3):197-215
This paper provides an overview of twenty years of feminist philosophy in Northamerka. The professionalization of feminist theory that has occurred through the mains treaming of feminist philosophy creates a danger of a gap between theory and practice that creates the danger of co-optation. Three stages of feminist philosophizing are outlined, including the radical critique, gender difference and difference/post-modemist stages. The last stage, it is argued, leads to an conceptual impasse about feminist strategies for social change. 相似文献
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AN INTERNATIONAL LOOK AT SELECTION PRACTICES: NATION AND CULTURE AS EXPLANATIONS FOR VARIABILITY IN PRACTICE 总被引:6,自引:0,他引:6
A survey of 959 organizations in 20 countries was undertaken to assess whether differences in staffing practices are due in part to nation and culture. Cultural differences in uncertainty avoidance and, to a lesser extent, power distance, explained some of the national differences observed in the extensiveness of method use. Implications for understanding the best approaches to selection on a global basis are discussed. 相似文献
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Although most studies of criterion-related validity focus on univariate relationships, the complex and multidimensional nature of the performance construct and the widespread use of multiple selection devices argue in favor of multivariate frameworks for evaluating validity. Using a Monte Carlo simulation we estimated the validity of general cognitive ability tests and personality tests in predicting "job performance," where performance is conceptualized as a composite of multiple performance measures (i.e., individual job task performance and organizational citizenship behaviors). The validity of a selection battery varies substantially as a function of the relative weight given to both predictors and criteria; the 95% confidence interval for validities ranged from .20 to .78. The effective weights given to performance dimensions accounted for 34% of the variance in selection battery validities; depending on precisely how "performance" is defined, the same test battery can have relatively high or relatively low levels of validity. Our model suggests that the way an organization defines job performance is a source of true and important variability in validities, and that the validity of selection tests for predicting complex performance criteria may show considerably less generalizability that current metaanalysis of univariate validities would suggest. 相似文献
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PROJECT A VALIDITY RESULTS: THE RELATIONSHIP BETWEEN PREDICTOR AND CRITERION DOMAINS 总被引:3,自引:0,他引:3
JEFFREY J. MCHENRY LEAETTA M. HOUGH JODY L. TOQUAM MARY ANN HANSON STEVEN ASHWORTH 《Personnel Psychology》1990,43(2):335-354
A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests. 相似文献