Gender and the self-presentation of academic achievement

Two experiments were conducted in which first-year male and female subjects (75% white; 25% minorities) at a highly selective liberal arts college predicted their first-semester grade point averages (GPAs). The first experiment varied whether predictions were given publicly or privately when an incentive for accuracy was either present or absent. Whereas the actual GPAs obtained by women did not differ from those obtained by men, women predicted that they would receive lower GPAs than men predicted, but only in the public condition. Whether incentive was present or absent did not affect predictions. The second experiment varied whether predictions were given publicly or privately as well as the perceived achievement of the experimenter. Once again, women's actual GPAs did not differ from men's. However, women predicted that they would receive lower GPAs than men predicted, but only when their estimates were given publicly to a low-ability experimenter. Although previous research has concluded that gender differences on performance estimates is attributable to a lack of confidence among women, these results suggest that the gender difference may be (at least partly) attributable to self-presentational style. It appears that women in this study adopted a modest self-presentational style that was motivated by attempts to protect the self-esteem of the experimenter.We are especially grateful to Rob Abel, David McGill, and Melinda Varn for their help in data collection.     

The Relationship of Client-Directed Aggressive and Nonclient-Directed Aggressive Work Behavior With Self-Control1

Employees (N= 121) participated in this study of aggressive work behavior. Employees completed a performance-based test of self-control. Aggressive work behavior data were then collected over a 4-year period. Self-control was related to client directed physically aggressive and nonclient-directed aggressive behavior. Findings of this study provide evidence on the usefulness of self-control in understanding aggressive work behavior.     

The use of co-working (co-therapy) as a training method

This paper formed the basis of a Workshop at the A.F.T. Conference 1981, although the bulk of the theoretical material was not presented in the Workshop. The primary aim of the Workshop itself was to enable participants to think about how they themselves would use the co-working method as a way of training and to test these thoughts out to some extent in role-play.
The experimental part of the Workshop fell into two sections. In the first the aim was for participants to consider in pairs what they might wish to teach by this method and how; and in the second it was intended that they test out in pairs an attempt to teach a specific aspect of family therapy.
In practice members found in the first part some of the difficulties that this method presents, as shown in my research, and thus for the second part they felt it essential to focus on the issue of developing a contract between the two potential co-workers in order to clarify and confirm the nature of the training relationship. This was no doubt as it should be, since there is evidence that to press ahead with trying to teach a method in this close working relationship when there are substantial problems in, or uncertainty about the relationship can be disruptive. Hence the workshop as a whole was much concerned with the nature of the training experience rather than the actual transmission of family therapy skills.     

Validation of the Preschool and Early Childhood Functional Assessment Scale (PECFAS)

Efforts to determine the prevalence of serious emotional disturbance in preschool-aged children have been hampered by the lack of a validated measure. The Preschool and Early Childhood Functional Assessment Scale (PECFAS) is a multi-dimensional measure that assesses the psychosocial functioning of children aged 3–7 years. The concurrent validity and reliability of the PECFAS were assessed in a sample of 30 preschool-aged children in a large Head Start program in Ventura, California. PECFAS ratings based on in-depth interviews were significantly related to parental ratings that the children had mental health problems, psychiatric diagnoses, teacher ratings of the child's need for mental health evaluations, teacher ratings of behavior problems on a standardized screening inventory (DIAL-R), and actual referrals for mental health evaluations. Interrater reliability for the total PECFAS score was high (r = .90) as was internal consistency of the five subscales (alpha = .86). Using the PECFAS scores as a standard, the weighted prevalence of serious emotional disturbance in this West Coast Head Start program was 17%, at the lower end of the current estimated rate of SED for older children in low income samples (18–26%).     

The Relative Effectiveness of External, Peer, and Self-Coaches

Deux recherches poursuivies sur deux continents ont fait appel à deux variables dépendantes différentes pour étudier l’efficacité relative du coach externe, du pair coach et de l’autocoaching sur la performance des participants (maîtrise de gestion). La première investigation concernait trente étudiants en gestion canadiens. Ceux qui étaient suivis par un coach extérieur présentaient une meilleure adaptation au travail collectif que ceux qui avaient un pair pour coach. La seconde recherche portait sur 23 managers en gestion australiens. Ceux qui étaient suivis soit par un coach externe, soit par eux‐même, ont obtenu des résultats significativement plus élevés que ceux qui étaient accompagnés par un pair. Dans les deux études, le coach externe avait aux yeux de l’intéressé une plus grande crédibilité que le pair. Dans la seconde étude, l’autocoaching était mieux vu que le coaching du pair. La satisfaction relative à l’ensemble du processus était plus forte chez les managers pourvus d’un coach externe. Two studies in two different continents using two different dependent variables examined the relative effectiveness of external, peer, and self‐coaches on the performance of participants in two MBA programs. The first study involved MBA students in Canada (n= 30). Those who were coached by an external coach exhibited higher teamplaying behavior than did those who were coached by peers. The second study involved EMBA managers in Australia (n= 23). Those who were either coached by an external coach or who were self‐coached had significantly higher grades than those who were coached by a peer. In both studies, an external coach was perceived by the participants to have higher credibility than their peers. In the second study, self‐coaching was perceived to be more credible than coaching from peers. Satisfaction with the coaching process was highest among the managers who had an external coach.     

The Situational Interview as a Predictor of Academic and Team Performance: A Study of the Mediating Effects of Cognitive Ability and Emotional Intelligence

The criterion‐related and construct validity of the situational interview (SI) was examined. Both the SI and cognitive ability had predictive validity for the academic performance of managers and professionals (n=75) in an executive MBA course. Only the SI predicted teamplaying behavior assessed by peers (r=.32, p<.05). The correlation between the SI and cognitive ability was not significant. Emotional intelligence completely mediated the relationship between the SI and teamplaying behavior.