THE EFFECTS OF INTERRATER AND SELF-OTHER AGREEMENT ON PERFORMANCE IMPROVEMENT FOLLOWING UPWARD FEEDBACK

This study investigated (a) whether performance improvement following upward feedback is related to self-other rating discrepancies, (b) how self-ratings change after feedback, and (c) whether agreement among raters influences performance improvement. Self-ratings and subordinate ratings were collected from 1,888 managers at 2 points in time 1 year apart. Using polynomial regression equations, we determined that managers who overrated themselves relative to how others rated them tended to improve their performance from 1 year to the next, and underraters tended to decline. This is consistent with what would be predicted by self-consistency theory (Korman, 1976). Self-ratings tended to decrease for overraters and increase for underraters, but this effect was not constant throughout the range of self-ratings. Agreement among subordinate raters was negatively related to performance improvement, but this is likely a reflection of differential regression to the mean.     

Mary Astell: Defender of the “Disembodied Mind”

This paper demonstrates how Mary Astell's version of Cartesian dualism supports her disavowal of female subordination and traditional gender roles, her rejection of Locke's notion of “thinking matter” as a major premise for rejecting his political philosophy of “social contracts” between men and women, and, finally, her claim that there is no intrinsic difference between genders in terms of ratiocination, the primary assertion that grants her the title of the first female English feminist.     

Knowledge as Masculine Heroism or Embodied Perception: Knowledge,Will, and Desire in Nietzsche

Two distinct doctrines of the will operate in Nietzsche. On one, each person has a will that grows out of their engagement with life. This view can be the basis for a feminist epistemology. On the other, the will must be stimulated through the creation of unattainable goals and games of seduction. This view of the will is misogynist, as it posits a self that must constitute for itself a dominated and silenced other.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

THE ROLE OF LOCUS OF CONTROL IN LEADER INFLUENCE BEHAVIOR1

This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed.