Factors Affecting Employer Preference for Female Managerial Applicants

This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills.     

An Applied Study Using the Analytic Hierarchy Process to Translate Common Verbal Phrases to Numerical Probabilities

This is an applied study of how to develop a standardized set of useful verbal probability phrases for communication purposes within an expert community. The analysis extends the previous research in two ways. First, the Analytic Hierarchy Process (AHP) is used to assess the relative weights associated with the verbal phrases employed by a group of thirty financial strategy experts at a major Wall Street firm. Second, a quadratic least-squares technique is used to map these relative weights onto a subjective probability scale. The result was a consistent scaling of probabilistic phrases that the analysts prefer and actually use. This methodology can be used to minimize the problems associated with the use of probabilistic phrases by a group of experts who interact daily and who share assumptions, working knowledge and values. © 1997 by John Wiley & Sons, Ltd.     

A SURVEY OF ASSESSMENT CENTER PRACTICES IN ORGANIZATIONS IN THE UNITED STATES

Two hundred fifteen organizations in the United States provided information about multiple aspects of their assessment centers, including design, usage, and their adherence to professional guidelines and research-based suggestions for the use of this method. Results reveal that centers are usually conducted for selection, promotion, and development purposes. Supervisor recommendation plays a sizable role in choosing center participants. Most often, line managers act as assessors; they typically arrive at participant ratings through a consensus process. In general, respondents indicate close adherence to recommendations for center design and assessor training. Recommendations involving other practices (e.g., informing participants, evaluating assessors, validating center results) are frequently not followed. Furthermore, methods thought to improve predictive validity of center ratings are underutilized. Variability in center practices according to industry and center purpose was revealed. We encourage practitioners to follow recommendations for center usage, and researchers to work to better understand moderators of center validity.     

INDIVIDUAL DIFFERENCES AND RELATIONAL INTERDEPENDENCES IN SOCIAL INTERACTION

This research argues for the integration of individual difference and relational models in understanding social interaction. Two longitudinal studies are reported that investigate dyadic perceptions within a small group context. A round-robin design and variance partitioning procedures were used to isolate consistent individual differences and unique relational interdependencies in perceptions of leadership, openness, and liking. Both studies indicate that the magnitudes of individual level consistencies and unique relational interdependence vary as a function of characteristics assessed and the length of the relationship. The implications for conceptualizing and measuring relational aspects of interaction and for understanding the interface between individual difference and relational explanations for social interaction are discussed.     

The Social and Psychological Impact of Unemployment

This article reviews recent studies on the social and psychological impact of unemployment. Included are the economic costs of unemployment, the impact on the family and the individual, and recommended methods for providing services.