UNPROCTORED INTERNET TESTING IN EMPLOYMENT SETTINGS

As the Internet has become more accessible to individuals and organizations, the use of computerized testing has become more feasible. Computerized testing has brought with it a demand for unproctored testing that allows test takers to take employment tests at times and places convenient to them. However despite the advantages of costs and convenience, unproctored Internet testing (UIT) introduces a number of issues, many of which have not yet been resolved. These problems range from hardware and software issues to concerns about the security of the test content, the identity of candidates, and cheating. This article explores the pros and cons of unproctored, Internet testing. Six panelists share their opinions and experiences regarding issues around UIT and offer suggestions for appropriate use and future research.     

Free and Cheap Riding in Strict, Conservative Churches

Iannaccone (1994) uses rational choice theory to argue that strict rules (e.g., no smoking or drinking) raise average commitment levels in conservative churches because strictness discourages free riding. Tests of this assertion have been hampered, in part, by uncertainties concerning how free riding should be measured. We introduce a new, indirect measure of free (and cheap) riding, the level of positive skewness of a congregation's money contributions—that is, the extent to which a few members give much more than the mean amount while the majority gives much less. Using a study of giving in five denominations, we find that strict, conservative congregations have both higher mean giving and less skewness in the pattern of their giving. The higher mean-contribution levels at strict, conservative congregations are not simply due to each member giving more or a few members giving a lot more. Instead, as Iannaccone's model predicts, some combination of strict rules and/or conservative theology appears to systematically limit the proportion of free- and cheap-riding members giving far less than the mean and thus increase the proportion giving at or above the mean.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

All marriages are not maintained equally: Marital type,marital quality,and the use of maintenance behaviors

Although a growing amount of research has shown that married couples enact behaviors that maintain or preserve the relationship, little attention has examined how maintenance strategies are used in different types of marriages. This study investigated differences in the use of maintenance behaviors and in perceptions of marital quality across various marital types and explored the relationship between maintenance behaviors, marital types and key indicators of marital quality. Data collected from 141 married couples indicated that couples differed in the use of maintenance behaviors among various marital types. Further, the relationship between maintenance behaviors and perceptions of the key indicators of marital quality varied depending upon couples’ideological frameworks. The findings allow for a better picture of the use of maintenance behaviors in different types of marriages.     

When does performance feedback prompt complementarity in romantic relationships?

Two studies addressed five issues concerning complementarity in romantic relationships and suggest that complementarity deserves a new look. Dating couples (N= 28 couples) and married couples (N= 43). were given performance feedback to assess effects on self and perceived partner relevance. We found that comparison with a partner but not comparison with a stranger prompted complementarity (Study 1). Comparison resulted in complementarity and did not merely change self‐image (Studies 1 and 2). Both outperforming the partner and being outperformed by the partner can prompt complementarity (Study 2). Ceding areas to the partner in response to being outperformed was relatively automatic (Study 2). And, degree of development in the relationship influenced response to comparison‐feedback (Studies 1 and 2). Findings suggest that partners in romantic relationships automatically protect their views of the relationship as a “team” by increasing “perceived complementarity” in response to differential performance feedback.