The concept of sin in pastoral counseling

The concept of sin seems to have virtually disappeared from the pastoral counseling literature, and this likely reflects the possibility that it has virtually disappeared from the practice of pastoral counseling. This article presents a case for returning the concept of sin to pastoral counseling and does so by discussing the psychospiritual importance of addressing sin, defining sin in a pastorally useful way, discussing four capital sins in light of a contemporary understanding of sin, and drawing some pastoral implications.     

THE INFLUENCE OF ASSESSEE PERFORMANCE VARIATION ON ASSESSORS'JUDGMENTS

Assessors evaluated assessees'performances in one of three performance conditions in an assessment center simulation: a consistent performance condition, a within-assessee performance variation condition, or a between-assessee performance variation condition. Contrast effects influenced ratings of assessees when there was variation in performance within assessees. For each assessee, the low target performance was rated lower when the assessee's prior performance had been dissimilar (high) than when the assessee's prior performance had been similar (low). Contrast effects also infiuenced assessors'ratings of the target assessee when there was variation in performance among assessees. The low performing target assessee was rated significantly lower when he was evaluated with two high performers than when he was evaluated with two low performers. In addition, ratings obtained when there was performance variation among assessees were more accurate than those obtained when there was no performance variation, suggesting that under some circumstances contrast effects may not lead to inferior judgments.     

A LONGITUDINAL INVESTIGATION OF INTEREST CONGRUENCE AND GENDER CONCENTRATION AS PREDICTORS OF JOB SATISFACTION

Based on a rationale derived from discrepancy theories of job satisfaction, person-environment congruence was examined for its prediction of job satisfaction among college graduates over a 7-year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students'college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong-Campbell Interest Inventory) during their freshman orientation did not. A three-way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three-way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.     

INTERVIEWER DECISION PROCESSES AND EFFECTIVENESS: AN EXPERIMENTAL POLICY-CAPTURING INVESTIGATION

Using a policy-capturing approach, 29 corporate interviewers evaluated 64 hypothetical candidates for a position in a financial services organization. Six selection criteria were manipulated in a balanced factorial design. Interviewers evaluated candidates' qualifications and made hiring recommendations. The results revealed substantial individual differences in interviewers' decision strategies, as well as their insight into their own decision processes. Data on the effectiveness of the 29 interviewers were collected from 427 hiring managers and the decision processes of effective and ineffective interviewers were compared. The findings indicated that the decision strategies used by effective interviewers were quite similar to one another and relied heavily on two selection criteria. Also, effective interviewers were more likely than ineffective interviewers to use selection criteria in a manner that mirrored their self-reports of the importance of these criteria. Effective interviewers were more aware of their decision processes than ineffective interviewers.     

The detection of surface curvatures defined by optical motion.

The detectability of surface curvatures defined by optical motion was evaluated in three experiments. Observers accurately detected very small amounts of curvature in a direction perpendicular to the direction of rotation, but they were less sensitive to curvatures along the direction of rotation. Variations in either the number of points (between 91 and 9) or the number of views (from 15 to 2) had little or no effect on discrimination accuracy. The results of this study demonstrate impressive visual sensitivity to surface curvature. Several characteristics of this sensitivity to curvature are inconsistent with many computational models for deriving three-dimensional structure from motion.     

Imputation of missing categorical data by maximizing internal consistency

This paper suggests a method to supplant missing categorical data by reasonable replacements. These replacements will maximize the consistency of the completed data as measured by Guttman's squared correlation ratio. The text outlines a solution of the optimization problem, describes relationships with the relevant psychometric theory, and studies some properties of the method in detail. The main result is that the average correlation should be at least 0.50 before the method becomes practical. At that point, the technique gives reasonable results up to 10–15% missing data.We thank Anneke Bloemhoff of NIPG-TNO for compiling and making the Dutch Life Style Survey data available to use, and Chantal Houée and Thérèse Bardaine, IUT, Vannes, France, exchange students under the COMETT program of the EC, for computational assistance. We also thank Donald Rubin, the Editors and several anonymous reviewers for constructive suggestions.     

Did Pearson reject the Neyman-Pearson philosophy of statistics?

I document some of the main evidence showing that E. S. Pearson rejected the key features of the behavioral-decision philosophy that became associated with the Neyman-Pearson Theory of statistics (NPT). I argue that NPT principles arose not out of behavioral aims, where the concern is solely with behaving correctly sufficiently often in some long run, but out of the epistemological aim of learning about causes of experimental results (e.g., distinguishing genuine from spurious effects). The view Pearson did hold gives a deeper understanding of NPT tests than their typical formulation as accept-reject routines, against which criticisms of NPT are really directed. The Pearsonian view that emerges suggests how NPT tests may avoid these criticisms while still retaining what is central to these methods: the control of error probabilities.A portion of this research was carried out during tenure of a National Endowment for the Humanities Summer Stipend Fellowship; I gratefully acknowledge that support. A version of this paper was presented at the 1987 meeting of the Society for Exact Philosophy. This paper benefited from discussions and communications with George Barnard and Isaac Levi. I thank Harlan Miller for helpful comments on earlier drafts.     

An automated test development of parallel tests from a seed test

Binary programming models are presented to generate parallel tests from an itembank. The parallel tests are created to match item for item an existing seed test and match user supplied taxonomic specifications. The taxonomic specifications may be either obtained from the seed test or from some other user requirement. An algorithm is presented along with computational results to indicate the overall efficiency of the process. Empirical findings based on an itembank for the Arithmetic Reasoning section of the Armed Services Vocational Aptitude Battery are given.The Office of Naval Research, Program in Cognitive Science, N00014-87-C-0696 partially supported the work of Douglas H. Jones. The Rutgers Research Resource Committee of the Graduate School of Management partially supported the work of Douglas H. Jones and Ing-Long Wu. A Thomas and Betts research fellowship partially supported the work of Ing-Long Wu. The Human Resources Laboratory, United States Air Force, partially supported the work of Ronald Armstrong. The authors benefited from conversations with Dr. Wayne Shore, Operational Technologies, San Antonio, Texas. The order of authors' names is alphabetical and denotes equal authorship.