This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered. 相似文献
The effect of coaching on Leaderless Group Discussion Performance was examined. Thirty-six female undergraduate subjects participated in six-person assigned role leaderless group discussions. Trained observers evaluated performances in each discussion, which included two 5s from each of three coaching conditions. Ss in full coaching condition received extensive coaching on proper group discussion performance. 5s in the errant coaching condition received improper, but believable, coaching. 5s in the naive, or control, condition received no coaching. Results showed that 5s in the full coaching conditions were rated significantly higher than 5s in the errant or naive conditions. The results were discussed in the light of previous research. 相似文献
Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented. 相似文献
An experiment examined decision-making processes among nonclinical participants with low or high levels of OCD symptomatology (N?=?303). To better simulate the decision environments that are most likely to be problematic for clients with OCD, we employed decision tasks that incorporated “black swan” options that have a very low probability but involve substantial loss. When faced with a choice between a safer option that involved no risk of loss or a riskier alternative with a very low probability of substantial loss, most participants chose the safer option regardless of OCD symptom level. However, when faced with choices between options that had similar expected values to the previous choices, but where each option had some low risk of a substantial loss, there was a significant shift towards riskier decisions. These effects were stronger when the task involved a contamination based, health-relevant decision task as compared to one with financial outcomes. The results suggest that both low and high symptom OC participants approach decisions involving risk-free options and decisions involving risky alternatives in qualitatively different ways. There was some evidence that measures of impulsivity were better predictors of the shift to risky decision making than OCD symptomatology.
Abstract An important issue in clinical practice concerns clients' failure to keep their initial evaluation appointments, which has been termed defection (Shapiro and Budman, 1973). Research findings and clinical impressions suggest that client defection can be related to three sets of factors: actuarial variables, client psychological and motivational variables, and client-clinician interaction prior to the initial appointment (Rubinstein and Lorr, 1956; Garfield, 1971). Among the actuarial variables, the following have been suggested as being related to clients' defection: referral source, distance client must travel for the appointment, client socioeconomic status (SES), and waiting time (Brill and Storow, 1960; Raynes and Warren, 1971; Lorion, 1973). 相似文献
This report examines the public use of personal nicknames for notorious American Twentieth Century Deviants. The analysis documents the frequency of nicknames by decade in the twentieth century, the category of the deviant act committed by the person nicknamed, and the connotations of the nicknames. The relationship between the use of nicknames for deviants, and deviants as folk heroes is explored. The data indicate that the public use of personal nicknames for deviants peaks in the 1920's and 1930's and has been declining ever since. This phenomenon parallels the decline in American's belief in the “rags to riches” type of folk hero. 相似文献