Intelligence,but not emotional intelligence,predicts Iowa Gambling Task performance

The Iowa Gambling Task (IGT) is a famous and frequently-used neuropsychological task that is thought to reflect real-world decision-making. There has been some debate, however, about the degree to which the IGT involves cold (cognitive) versus hot (emotional) processing. The present study incorporated 68 healthy individuals and used measures of cognitive intelligence (IQ) and emotional intelligence (EIQ) to predict IGT performance. Higher IQ scores significantly predicted better IGT performance, whereas no EIQ–IGT relationship was observed. The implications of this research on clinical and experimental use of the IGT are outlined.     

A Comparison of Laterality Indices in College and Retarded Subjects

The relation of laterality to intelligence was assessed by administration of Berman's ICD (Index of Cerebral Dominance) to 20 male and female college students and 20 retarded Ss (IQs 32–75) of comparable age and sex. The college Ss were more lateralized in hand, foot, ear, and eye, but it was primarily foot lateralization that distinguished the groups, despite the fact that hand was the most lateralized subsystem in both groups. While these results are not entirely consistent with Berman's, they are generally confirmatory of a positive relation of laterality and intelligence.     

A Moderated Nonlinear Factor Model for the Development of Commensurate Measures in Integrative Data Analysis

Integrative data analysis (IDA) is a methodological framework that allows for the fitting of models to data that have been pooled across 2 or more independent sources. IDA offers many potential advantages including increased statistical power, greater subject heterogeneity, higher observed frequencies of low base-rate behaviors, and longer developmental periods of study. However, a core challenge is the estimation of valid and reliable psychometric scores that are based on potentially different items with different response options drawn from different studies. In Bauer and Hussong (2009) we proposed a method for obtaining scores within an IDA called moderated nonlinear factor analysis (MNLFA). Here we move significantly beyond this work in the development of a general framework for estimating MNLFA models and obtaining scale scores across a variety of settings. We propose a 5-step procedure and demonstrate this approach using data drawn from n = 1,972 individuals ranging in age from 11 to 34 years pooled across 3 independent studies to examine the factor structure of 17 binary items assessing depressive symptomatology. We offer substantive conclusions about the factor structure of depression, use this structure to compute individual-specific scale scores, and make recommendations for the use of these methods in practice.     

Psychological Type Profile of Roman Catholic Priests: An Empirical Enquiry in the United States

This study explores the psychological type profile of Roman Catholic priests serving in the United States, drawing on data provided by 55 priests who completed the Francis Psychological Type Scales. The data demonstrated clear preferences for introversion (67 %), sensing (64 %), and judging (91 %), and for a balance between thinking (49 %) and feeling (51 %). A very high proportion of priests reported preferences for ISTJ (27 %), compared with 16 % of men in the U.S. population. Implications of these findings are discussed for ministry in the Roman Catholic Church.     

Functional principal components analysis of workload capacity functions

Workload capacity, an important concept in many areas of psychology, describes processing efficiency across changes in workload. The capacity coefficient is a function across time that provides a useful measure of this construct. Until now, most analyses of the capacity coefficient have focused on the magnitude of this function, and often only in terms of a qualitative comparison (greater than or less than one). This work explains how a functional extension of principal components analysis can capture the time-extended information of these functional data, using a small number of scalar values chosen to emphasize the variance between participants and conditions. This approach provides many possibilities for a more fine-grained study of differences in workload capacity across tasks and individuals.     

Effects of Providing Pre‐Test Information and Preparation Materials on Applicant Reactions to Selection Procedures

This study examined the effects of providing applicants with pre‐test information and preparation (PTIP) materials on pass rates and reactions to the selection process. Applicants for chemical process operator positions that had (n=38) and had not (n=57) received PTIP materials before completing a test battery were surveyed after they had received notice of the outcome of the testing. Providing the PTIP materials did not influence overall pass rates or applicant reactions. However, results indicated that testing outcome (pass vs fail) had a strong influence on applicant reactions to the testing process. Among those that did not pass the testing hurdle, providing PTIP materials markedly improved perceptions of fairness and satisfaction with the testing process. These findings show that the use of PTIP materials reduces negative applicant reactions experienced by individuals that do not pass employment tests.     

The relationship between human resource investments and organizational performance: a firm-level examination of equilibrium theory

It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale.