A COMPARISON OF TECHNIQUES WHICH TEST FOR JOB DIFFERENCES

There has been a recent trend in research seeking the most appropriate statistical technique for determining job similarities/differences. Monte Carlo methods were used to analyze more closely the repeated measures analysis of variance and the multivariate analysis of variance in order to add further insight into the viability of these techniques for this purpose. The conventional univariate analysis of variance, the ε-adjusted univariate F test, and the ε-adjusted univariate F test were compared to three multivariate tests (Roy's largest-root criterion, Wilk's likelihood ratio, and the Pillai-Barlett trace) in terms of power and control for Type I error when (1) circularity and homogeneity were met, (2) homogeneity was met but circularity was violated, (3) homogeneity was violated but circularity was met, and (4) both homogeneity and circularity were violated. The efficacy of the techniques was shown to be contingent upon whether the assumptions were met or not. The univariate test proved to be the better technique when circularity was met. The multivariate technique proved to be the better test when homogeneity was met while circularity was violated. The results were mixed when both circularity and homogeneity were violated. Guidelines for selecting a statistical technique which tests for job differences are offered.     

ALTERNATIVES TO COUNSELING “MINORITIES”

Since it is impossible for a counselor to have first hand knowledge of all minority/cultural groups with which he deals, it is suggested that he develop skills in the “here and now” models of counseling to be able to assist the counselee from minority group.     

Interobserver and test-retest reliability of Rothbart's Infant Behavior Questionnaire

Forty-five Swedish couples ( N =90) independently completed a translation of Rothbart's Infant Behavior Questionnaire (IBQ) when their infants were 3 and 8 months of age. There was greater agreeement between mothers and fathers at 8 than at 3 months, perhaps because fathers became more involved as their children grew older. At neither age was agreement as great as that reported by Rothbart (1981) in the USA. Parents did not agree on the dimensions Duration of Orienting and Soothability. In the eyes of both parents, there was significant, although modest, stability over time on most dimensions of infant temperament. There was least perceived stability in Distress to Approaching Stimuli (Fear). These results suggest that the IBQ (even in a Swedish translation) may be a reliable and valid way of measuring parental perceptions of infant temperament.     

A Brief History of Jungian Splits in the United Kingdom

The institutionalizing of analytical psychology in the United Kingdom has its origins in the Analytical Psychology Club founded on 15 September 1922. It became increasingly apparent that professionalization of the Jungian movement was essential and this led to the formation of the Society of Analytical Psychology in 1946. This was followed in 1951 by the founding of the British Association of Psychotherapists. The Association of Jungian Analysts split off from the Society of Analytical Psychology in 1975–6, and this was followed in 1982 by the split between the Association of Jungian Analysts and the Independent Group of Analytical Psychologists. The Berlin Congress of 1986 saw the beginnings of a liaison body for the four London societies, which came to be called the Umbrella Group. This has organized joint conferences and workshops, but the split in 1992 between the United Kingdom Council for Psychotherapy and the British Confederation of Psychotherapists has posed a new threat to the growing harmony between the London societies. In the face of this threat, the Umbrella Group has not been able to articulate a common policy and strategy about the Jungian presence in the United Kingdom.     

Twenty Years of Feminist Philosophy

This paper provides an overview of twenty years of feminist philosophy in Northamerka. The professionalization of feminist theory that has occurred through the mains treaming of feminist philosophy creates a danger of a gap between theory and practice that creates the danger of co-optation. Three stages of feminist philosophizing are outlined, including the radical critique, gender difference and difference/post-modemist stages. The last stage, it is argued, leads to an conceptual impasse about feminist strategies for social change.     

Separating the “Sinner” from the “Sin”: Religious Orientation and Prejudiced Behavior Toward Sexual Orientation and Promiscuous Sex

This study extends research on the relationship between religious orientation, sexual prejudice, and antipathy toward value‐violating behaviors. If intrinsic religion leads individuals to “love the sinner but hate the sin,” homosexual sexually promiscuous targets should be treated similarly to heterosexual promiscuous targets. One hundred female introductory psychology students were provided the opportunity to help two students. They had no information about the first student. The second student disclosed through a note that she was gay or said nothing about sexual orientation, and further stated that she was sexually promiscuous or celibate. Participants scoring high in intrinsic religiousness helped the disclosing student less when she revealed she was sexually promiscuous, but did not help a gay discloser less than a straight discloser. High intrinsic scores seemed to be related to antipathy toward the value‐violation, but not toward the gay person as an individual.     

HYPOTHESIZING DIFFERENTIAL ITEM FUNCTIONING IN GLOBAL EMPLOYEE OPINION SURVEYS

Cross-cultural researchers have not used cultural dimensions to predict when differential item functioning (DIF) in attitude survey items is likely to occur. Predictive hypotheses for items related to supervision on a global corporate survey were developed based on 3 of Hofstede's (1991a) dimensions. In some cases, greater DIF was found on hypothesized items between countries differing on cultural dimensions. Implications for the use of this framework and DIF in examining multinational employee opinion surveys are discussed.