Controversy and consensus regarding the use of cognitive ability testing in organizations

Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polarized opinions. A 2-factor model, classifying items as those reflecting societal concerns over the consequences of ability testing and those reflecting an emphasis on the unique status of "g," fit the data well, and these factors proved especially important for predicting responses to the more controversial items.     

predicting job decisions in tomorrow's workforce

The Job Decision Factors Survey used policy capturing to measure the influence of 7 factors on job decisions. Data from 400 undergraduate students at a large university, 88% 18–25 years of age, 12% 25–65 years of age, 82% female, 54% White, 21% Asian, 10% Black, 10% Hispanic, 1% American Indian, were included in a regression analysis. Hypothesis 1, the significance of the 7‐factor model, was supported (R² = .02). Hypothesis 2, opportunities to learn accounting for more variance than compensation, was supported (β = .11, β = .06, respectively). Job counselors should consider highlighting learning opportunities when counseling or interviewing similar populations.     

Minority Stress and Same‐Sex Relationship Satisfaction: The Role of Concealment Motivation

Most lesbian, gay, and bisexual (LGB) people want a stable, satisfying romantic relationship. Although many of the predictors of relationship outcomes are similar to those of heterosexual couples, same‐sex couples face some additional challenges associated with minority stress that also impact upon relationship quality. Here, we investigate the association between minority stressors and relationship quality in a sample of 363 adults (M age = 30.37, SD = 10.78) currently in a same‐sex romantic relationship. Internalized homophobia and difficulties accepting one's LGB identity were each negatively associated with relationship satisfaction via heightened concealment motivation. We also examined the protective role of identity affirmation on relationship quality, finding a direct positive relationship between the two variables. Minority stressors were negatively associated with couple relationship satisfaction via heightened concealment motivation. The finding that identity affirmation directly predicted increased couple satisfaction also highlights the important role of protective factors in same‐sex couple relationships.