The Effects of a Parent Guidance Intervention on Communication among Adolescents Who Have Experienced the Sudden Death of a Sibling

Existing and new validity data on 3,880 cases from the Bricklin Perceptual Scales and Perception-of-Relationships Test address the assertion that custody data cannot be generated scientifically. Reliability (93 percent stability over 8 months) and validity data (90 percent agreement with multiple independent criteria) are presented, but without a fully explicated chain linking evidence to conclusions, one ends up with unresolvable, typically all-or-none, disputations about the adequacy of one's evidence. This chain includes, among others, the (confusing) role of values in science and how system complexities affect the choice of measurement units as well as measurement relevance. We also consider the value of information to a specific decision-maker. Psychometric indices, the usual source of such arguments, cannot alone address any of these areas.     

IS IT WORTH IT TO WIN THE TALENT WAR? EVALUATING THE UTILITY OF PERFORMANCE‐BASED PAY

Although the business press suggests that "winning the talent war," the attraction and retention of key talent, is increasingly pivotal to organization success, executives often report that their organizations do not fare well on this dimension. We demonstrate how, through integrating turnover and compensation research, the Boudreau and Berger (1985) staffing utility framework can be used by I-O psychologists and other HR professionals to address this issue. Employing a step-by-step process that combines organization-specific information about pay and performance with research on the pay-turnover linkage, we estimate the effects of incentive pay on employee separation patterns at various performance levels. We then use the utility framework to evaluate the financial consequences of incentive pay as an employee retention vehicle. The demonstration illustrates the limitations of standard accounting and behavioral cost-based approaches and the importance of considering both the costs and benefits associated with pay-for-performance plans. Our results suggest that traditional accounting or behavioral cost-based approaches, used alone, would have supported rejecting a potentially lucrative pay-for-performance investment. In addition, our approach should enable HR professionals to use research findings and their own data to estimate the retention patterns and subsequent financial consequences of their existing, and potential, company-specific performance-based pay policies.     

In-Home Treatment of Families with Seriously Disturbed Adolescents in Crisis

This article describes an innovative Adolescent In-Home Treatment Program that was designed as a hospital alternative for families with adolescents in serious crises. Using multiple-impact, in-home, and in-office techniques, a mental health team systemically intervenes with families to assist them in resolving this major developmental event. Since the program's inception, over 160 high-risk adolescents have completed the 90-day course of treatment. Preliminary data gathered from an early group of families and clinicians suggest the potential of significant improvements in family and adolescent functioning, and the attainment of clinical goals among the majority of families served.     

MEASUREMENT ERROR IN RESEARCH ON THE HUMAN RESOURCES AND FIRM PERFORMANCE RELATIONSHIP: FURTHER EVIDENCE AND ANALYSIS

Our earlier article in Personnel Psychology demonstrated how general-izability theory could be used to obtain improved reliability estimates in the human resource (HR) and firm performance literature and that correcting for unreliability using these estimates had important implications for the magnitude of the HR and firm performance relationship. In their comment, Huselid and Becker both raise criticisms specific to our study and broad issues for the field to consider. In our present article, we argue, using empirical evidence whenever possible, that the issues and criticisms raised by Huselid and Becker do not change our original conclusions. We also provide new evidence on how the reliability of HR-related measures may differ at different levels of analysis. Finally, we build on Huselid and Becker's helpful discussion of broad research design and strategy issues in the HR and firm performance literature in an effort to help researchers make better informed choices regarding their own research designs and strategies in the area.     

The impact of imagined audiences on self‐appraisals

The concept of the relational self suggests that simply imagining significant others produces shifts in self‐assessments consistent with one’s roles and experiences with those others. To test relevant hypotheses, college women (from the United States) imagined a significant other as part of a visualization task. After imagining parents as compared to peers, participants described themselves as less sensual, dominant, and adventurous (Experiment 1), a pattern consistent with other women’s ratings of how they actually felt with those others. Supporting the idea that self‐esteem differences emerge in more evaluative contexts, self‐esteem moderated self‐assessments on key dimensions (Experiment 2). After imagining a romantic other but not a best friend, self‐esteem was directly related to women’s self‐ratings of sensuality, physical attractiveness, and being at ease.     

Human Relations Skills Training in Teacher Education: The Link to Effective Practice

Brandt, R. (1985). On teaching and supervising: A conversation with Madeline Hunter. Educational Leadership, 42, 61–66. Hunter, M. (1985). What's wrong with Madeline Hunter? Educational Teacher Leadership, 42, 57–60. Ligon, S.A. (1984). A strategy for helping students with their problems. Teacher Educator, 19, 28–32. Manning, B.H., & Payne, B.D. (1984). Student teacher personality as a variable in teacher education. Teacher Educator, 20, 2–12. Sadker, M., & Sadker, D. (1985). Is the O.K. classroom O.K.? Phi Delta Kappan, 66, 358–361. Smith, B.O. (1985). Research bases for teacher education. Phi Delta Kappan, 66, 685–690.     

Speculations About Problems in Conducting Research with Public Offenders

Problems in conducting research with public offenders are legion. These problems include the lack of a systematic body of knowledge, the lack of avenues of dissemination of information, the lack of a data base describing the situation as it is now, and the lack of communication and/or rapport between researchers and many criminal justice staff members. In addition, ethical concerns about human research are becoming more evident and need to be dealt with. While a few ways of coping with these problems are mentioned, solutions often depend almost entirely on the quality of the setting and the individuals involved in it.