Six Approaches to the Assessment of Career Maturity

This article discusses the construct of career maturity and briefly reviews research that identifies factors associated with this construct. Brief reviews of 6 instruments designed to measure career maturity are included: The Career Maturity Inventory (Crites, 1978a, 1978b), the Career Development Inventory (Super, Thompson, Lindeman, Jordaan, & Myers, 1988), the Adult Career Concerns Inventory (Super, Thompson, & Lindeman, 1988), the Assessment of Career Decision Making (Harren, 1979; Buck & Daniels, 1985), the Career Beliefs Inventory (Krumboltz, 1994), and the Career Decision Scale (Osipow, Carney, Winer, Yanico, Koschier, 1976). Issues associated with the assessment of career maturity are also discussed.     

Assessing the specific psychopathology of binge eating disorder patients: Interview or self-report?

Research addressing the assessment of binge eating and associated eating disorder psychopathology has steadily increased in recent years. Few studies have examined the relationship between the various assessment methods. This study compared an investigator-based interview, the Eating Disorder Examination (EDE), with a self-report version of that interview, the EDE-Q. Fifty-two individuals (six men and 46 women) with binge eating disorder (BED) completed both instruments. Modest-to-good agreement and significant correlations (P < 0.0001) were found between the two methods on all four subscales assessing specific eating disorder psychopathology (i.e., Restraint, Eating Concern, Weight Concern, and Shape Concern subscales). However, higher levels of disturbance were consistently reported on the EDE-Q than the EDE interview. The two methods were not significantly or reliably related to one another when assessing binge eating. This may be due in part to the difficulty inherent in identifying binges in subjects with BED. Examination of individual item scores suggest that it might be possible to improve the performance of the EDE-Q by clarifying the definitions of certain complex features, although this should not be at the expense of compromising the practical utility of its self-report format.     

The effect of verbal elaborations on memory in young and older adults

The Stein paradigm was used to examine the circumstances under which verbal elaborations enhance memory in young and older adults. Subjects studied target adjectives that were embedded in one of three sentence contexts that varied in elaboration of the subject-adjective relationship: (1) nonelaborated base sentences; (2) base sentences with semantically consistent, but arbitrary verbal, elaborations; and (3) base sentences with explanatory verbal elaborations that clarified the significance of the subject-adjective relationship. The presence of the elaborations was varied at encoding and retrieval, and cued recall of the target adjectives was tested with incidental and intentional learning procedures. In Experiments 1A and 1B, explanatory elaborations at encoding and retrieval yielded the largest memorial facilitation for both young and older adults, and the benefit was comparable for the incidental and intentional learning measures. In Experiment 2, age-related differences in recall were minimal with explanatory elaborations at encoding and retrieval, but larger age differences occurred in the nonelaborated comparison conditions. In Experiment 3, explanatory elaborations present at encoding but not at retrieval enhanced recall when the original Stein stimuli were used, but not with the present stimuli. The implications of these results with regard to the mnemonic efficacy of verbal elaborations for young and older adults are discussed.     

Units of analysis and item statistics for environmental assessment scales

Choice of units of analysis is a critical problem in evaluating environmental assessment items. The “Ecological Fallacy” involves interpreting results based on ecological entities, such as environmental settings, as applying to individuals. A less familiar error, the “Individual Differences Fallacy,” involves interpreting results based on individuals as applying to settings. Although this second error has been ubiquitous, little is known about the empirical consequences of using different units of analysis in item analysis. This study examined this issue when the units were (1) individuals, (2) observed settings, or (3) “artificial” or random settings. Neither item validities based on individuals nor item validities based on settings yielded unequivocal results. However, a measure developed specifically for environmental research, the Split-Sample Correlation, appeared useful for identifying environmental items. Researchers constructing environmental assessment scales should select items with both high Split-Sample Correlations and high setting-level item validities.     

Effect of Expresser Role and Type of Self-Touching on Observers' Perceptions1

The effect of a nonverbal behavior frequently displayed during social interaction, self-touching, was analyzed with respect to body location, other nonverbal behaviors, and expressers' role. In Study 1, hypotheses about role (job applicant, medical patient, friend, stranger) and levels of anxiety and familiarity were substantiated. In Study 2, subjects rated females who displayed several types of self-touching (to nose, arm, hand) singly, or in combination with head nodding or leg recrossing, representing the four roles in Study 1. Hypotheses based on types of self-touching and role were supported by linear contrasts; for example, hand rubbing by job applicant and patient, who were expected to experience some anxiety, was judged as more acceptable than for friend or stranger. Discrete self-touching (nose) was evaluated as more expressive and warm than unpatterned self-touching (hand, arm) for friend and stranger. Control scenes (no movement) were rated as more calm and dominant, but less expressive, warm, and interested.     

The Relationship between Workplace Status and Workplace Religious Expression

A growing body of literature explores religious expression in workplaces, but comparatively little research examines how religious expression might be shaped by inequality in workplace status. We hypothesize that perceived work autonomy and socioeconomic status (SES) both function as mediating links between organizational status and religious expression. Drawing on a sample of employed adults from a nationally-representative survey in the United States (n = 8611), we examine three modes of religious expression at work: displaying faith, feeling comfortable talking about faith, and expressing views when observing unfair work practices that conflict with faith. Results revealed that workers at the bottom of their organizations express their religiosity less than those at the top. Religious expression in the workplace is thus not simply a reflection of individual religiosity or religious identity, but also workplace power. Although perceived work autonomy mediated the relationship, SES buffered the relationship. Findings have important implications for workplace policy.     

The Effect of Nonverbal Behaviors Associated With Sexual Harassment Proclivity on Women's Performance

We explored whether exposure to nonverbal behaviors that mirror those used by men with sexual harassment proclivity (i.e., high dominance and/or high sociosexual nonverbal behaviors) leads women to perceive those men as potential sexual harassers and lowers women's actual performance on the job. In our first experiment, women's performance was negatively affected when they interacted with a task administrator enacting dominant nonverbal behaviors. The women also perceived the dominant task administrator as more sexual. In our second experiment, viewers rated the task administrator enacting dominant nonverbal behaviors as more likely than the less dominant task administrator to show gender-based attention, social attention, and sexually harassing behaviors. Taken together, our findings suggest an association between perceptions of dominance and sexuality.     

Forming Composites of Cognitive Ability and Alternative Measures to Predict Job Performance and Reduce Adverse Impact: Corrected Estimates and Realistic Expectations

Although there has been empirical attention paid to the criterion‐related validity of predictor composites, there has been much less attention paid to the standardized ethnic group differences associated with these composites. One important area of inquiry in predictor composite research is the influence of adding predictors to a test of general mental ability. The limited empirical literature on this practice is mixed, but the prevailing expectation is that there is likely to be higher validity and less adverse impact. Unfortunately, much of the previous work is limited by the presence of inaccurate validity and standardized ethnic group difference values. In this analysis we formed meta‐analytic matrices to more accurately estimate the validity and standardized ethnic group differences of several composites that combine a measure of cognitive ability with measures of conscientiousness, a structured interview, or biodata. While results were somewhat complex, we found that adding alternative predictors does not result in a situation in which validity automatically goes up and adverse impact potential automatically goes down. In fact, the reductions in adverse impact (if any) from adding “non‐cognitive” predictors were more modest than much of the literature suggests.