WHERE ALL THE CHILDREN ARE ABOVE AVERAGE: THE PERFORMANCE APPRAISAL PURPOSE EFFECT

More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta-analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes were, on average, one-third of a standard deviation larger than those obtained for research or employee development purposes. In addition, moderator analyses indicated larger differences between ratings obtained for administrative and research purposes when performance evaluations were made in field settings, by practicing managers, and for real world subordinates. Implications for researchers and practitioners are discussed.     

LIBERAL INDOCTRINATION AND THE PROBLEM OF COMMUNITY

Responding to claims to the contrary, this essay shows how liberal education, the education of critical exposure, indoctrinates students into a style of belief and belief formation. It argues that a common liberal view about what constitutes freedom from indoctrination is precisely the form of indoctrination feared by many conservative communitarians. While I support the style and procedures of liberal education, I argue that we cannot excise all indoctrinating components from it by semantic, logical or epistemic analyses of what indoctrination or education means.     

Note on the Perceived Occupational Future of Physically Disabled College Students

How do physically disabled college students perceive their occupational future? The findings indicate that although the vast majority of students held high career aspirations, many sensed that their career goals may be unattainable. The findings also show that nearly three out of four respondents preferred a career that involved working with people. At the same time, most wanted to work for either a large or small business rather than an educational institution or state or federal governmental agency.     

A MULTIPLE LEVEL INVESTIGATION OF PERSONNEL RATINGS

A multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department. Data were collected as part of a managerial training needs analysis conducted at a large gold and silver mining organization. Participants included 140 incumbent managers and their immediate supervisors, who were embedded in 140 incumbent/supervisor dyads, 39 managerial work groups, and eight departments of the organization. Results from Within and Between Analysis (WABA) suggested that (a) incumbent ratings of both performance and skill importance were characterized by individual differences, (b) supervisory ratings of both performance and skill importance were primarily characterized by between-groups (supervisors) differences, (c) matched incumbent-supervisory performance ratings displayed individual differences, and (d) matched incumbent-supervisory importance ratings displayed dyadic agreement (i.e., between-dyads differences). Practical implications of these results for interpreting these and other types of personnel-related data are discussed.     

U.S. Employment Service: First 50 Years, 1933–1983

This article reviews some of the landmarks and trends during the first 50 years of the U.S. Employment Service. It was originally written as the introductory chapter of a longer paper, “The Occupational Information Needs and Functions of the Employment Security-Job Service,” which was submitted at the request of the Occupational Coordinating Council, Washington, D.C., March 1980. The purpose of the chapter was to describe the role and functions of the Employment Service and to show how the service could become more relevant during an age of computerized employment service operations involving highspeed electronic communications and retrieval systems. Under the Reagan administration, much of the federal-state employment service has been systematically dismantled. The Comprehensive Employment and Training Act (CETA) has been repealed and with it, large parts of the research, development, and counseling capacities have been wiped out. Only the great “supply side” depression of 1980–1983 saved the entire system from being demolished.     

Personality Consistency and Perceived Problem-Solving Behavior and Attitudes: An Extension of Holland's Typology

Holland's construct of consistency was used to predict self-perceived behavior and attitudes typically associated with “successful” problem solving. The results tend to support Holland's premise that the higher the degree of personality consistency, the more students perceive their problem-solving behavior and attitudes as successful.     

Tomorrow's Resources are in Today's classroom

The National Consortium for Humanizing Education conducted training and research in 42 states and seven foreign countries. Its procedures were effective in increasing both emotional and academic indexes.     

Feelings of Loss in Response to Divorce: Assessment and Intervention

This article presents a cognitively based model to use as a basis for assessment and intervention strategies for assisting individuals to cope with feelings of loss they may experience in response to divorce.