WISDOM,MODERATION, AND ELENCHUS IN PLATO'S APOLOGY

Abstract: This article contends that Socratic wisdom (sophia) in Plato's Apology should be understood in relation to moderation (sophrosune), not knowledge (episteme). This stance is exemplified in an interpretation of Socrates' disavowal of knowledge. The god calls Socrates wise. Socrates holds both that he is wise in nothing great or small and that the god does not lie. These apparently inconsistent claims are resolved in an interpretation of elenchus. This interpretion says that Socrates is wise insofar as he does not believe himself to know what he does not know. Whether one knows is demonstrated through elenchus, which moderates between knowledge claims. Thus, elenchus is productive of a kind of wisdom even if it does not produce knowledge. This claim, if true, forms a suitable basis for Socrates' defense of himself. That it does so serves as further evidence for the interpretation of sophia as sophrosune.     

Should parental prohibition of adolescents' peer relationships be prohibited?

Abstract Research has revealed inconsistent associations between parents' prohibition of peer relationships and adolescents' deviant peer affiliation. This cross‐sectional study examined parents' styles of prohibition to test the hypothesis that an autonomy‐supportive style would relate negatively, whereas a controlling style would relate positively, to deviant peer affiliation. Such relations were expected because of the differential relations of styles of prohibition to adolescents' internalization of parental rules for friendships. Structural equation modeling provided support for the hypotheses in a sample of 234 Belgian midadolescents (M_age = 16.45 years; 65% female), as the differential relations of autonomy‐supportive and controlling styles of prohibition to deviant peer affiliation were mediated by their differential relations to internalization. Implications for research on parental peer management are discussed.     

FAKING IN PERSONNEL SELECTION: TRADEOFFS IN PERFORMANCE VERSUS FAIRNESS RESULTING FROM TWO CUT-SCORE STRATEGIES

Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool.     

Structural Model of Coping and Emotions Produced by Taking a New Job

The relationship of preventive and combative coping resources to appraisals and emotions produced by taking a new job was investigated at 2 separate times. Participants consisted of 231 graduate students who completed inventories measuring these variables regarding their last employment experience. The results of the structural model suggested that preventive coping resources may affect the appraised desirability of taking a new job as well as Initial emotions related to this event, and that combative coping resources may affect subsequent emotional responses. The implications of these results for timing interventions by employment counselors using stress counseling techniques are discussed.     

Cognitive-Behavioral Intervention in School Discipline: A Preliminary Study

This study assessed the utility of a pilot program in rational behavior therapy (RBT) in the disciplinary processes at a large, urban junior high school. Treatment and control students were contrasted on recidivism rate and teacher behavior assessments after they participated in a condensed RBT treatment program. For two behavior ratings and recidivism rate, students who participated in the intervention differed significantly from those in the control group. Such empirical support demonstrates the potential of cognitive-behavioral interventions in school disciplinary procedures and merits further implementation and research.     

THE IMPACT OF PERFORMANCE APPRAISAL METHODS ON AGE DISCRIMINATION IN EMPLOYMENT ACT CASES

This study investigated the impact of personal and organizational factors and performance appraisal methods on 53 Age Discrimination in Employment Act (ADEA) federal court cases. Discriminant analysis suggested that the employer was most likely to be the successful party when the employee was younger, particularly between 40-49 years old. Appraisal system characteristics which in previous studies were found to be significantly related to case outcome, were not reported in these case decisions. Traditional legal case analysis was used to explore the relationship of performance appraisal methods and the personnel action giving rise to the complaint.     

Assessment of Religious Beliefs Form

Religion may be a source of spiritual strength or a source of conflict and guilt. This article outlines the importance of assessing the religious beliefs of clients for treatment purposes and provides a format for the counselor to utilize. Because counselors may be unaware of their clients' individual perspectives, it is important to evaluate a clients' belief system from a holistic perspective during the intake process.