An introduction to organic brain syndromes

Organic brain syndromes are of forensic interest for several reasons. First, patients with organic brain syndromes may require judicial determination of competence in any of a number of areas, e.g., testamentary capacity, need for financial guardianship, or competence to make medical decisions. Second, any patient whose mental state is of legal interest will need evaluation for contributing organic factors; uncovering these factors may have considerable medical and legal consequence. Third, the discovery of organic factors may be decisive in the outcome of a judicial proceeding, where “hard” biological data are often accorded more weight, and are thus more persuasive, than “soft” psychological data. This article provides an introductory overview of the organic brain syndromes. For each syndrome, the clinical features are described and are illustrated with a case vignette, the more common etiologies are presented, and selected aspects to the evaluation are highlighted. In addition, since the detectian of malingered mental illness is a key component in many forensic contexts, characteristics are described which help to distinguish actual from malingered mental illness.     

Toward the more efficient use of assessment center technology in personnel selection

Empirical research has consistently supported the validity and business utility of the assessment center method as a selection instrument. Nonetheless, the method as typically applied may be unnecessarily costly and inflexible. This paper begins by describing how the model for assessment center design that is widely used today came to be accepted as a standard. Then modifications in design and operation are discussed. These suggested modifications are intended to enhance the utility and flexibility of assessment centers, while at the same time maintaining, or even increasing, the validity of the process.Seymour Adler is Associate Professor of Applied Psychology at Stevens Institute of Technology, Hoboken, New Jersey, and Vice President of Assessment Systems Incorporated, a New York-based consulting firm.     

Unanswered questions in assessment center research

This study compared the predictive validity of two types of overall assessment center ratings (clinical and mechanical) and two types of performance ratings (supervisor and subordinate). Data were gathered on approximately 50 law enforcement agency managers over a four-year time span. Results indicated that clinical predictions were not significantly better than mechanical ones and that prior performance ratings were better predictors of future performance ratings than were assessment centers. Further, dimension ratings within the assessment center were found to be unrelated to ratings of the same dimensions on the job four years later, supporting the notion of subtle criterion contamination (Klimoski & Strickland, 1977) and raising questions about the central assumptions underlying the assessment center approach.     

Multifactor measurement of bodily feelings: Conceptual development,scale construction,and empirical validation

A series of studies is described demonstrating a coherent exploratory and confirmatory factor-analytic approach to the scaling of self-reported bodily feelings. This approach attempts to optimize the orthogonality, parsimony, and meaningfulness of a multifactor inventory. Psychometric properties of the resulting 35-item Bodily Feeling Scale (BFS) are presented and its comparability with other inventories is discussed. A validity study using item-content-based scales of the Minnesota Multiphasic Personality Inventory showed both concurrent and discriminative validity of the BFS. Implications for clinical and research utility are discussed.Portions of this research were conducted while the first author was supported by a University Graduate Fellowship awarded by the Graduate School of Arts and Sciences at Vanderbilt University.Professor Nunnally passed away in August 1982. His major contributions to the several stages of this research program are recognized through coauthorship.     

The assessment of type a behavior in children and adolescents: An overview

The present article presents an overview of the instruments that have been used to assess the Type A behavior pattern in children and adolescents. The development, usage, and psychometric properties of each assessment technique are discussed, with methodological concerns being addressed whenever appropriate. The Matthews Youth Test for Health is the assessment of choice for children, because of its brevity, ease of administration, and adequate psychometric properties. The Hunter-Wolf A-B Rating Scale is desirable only for older, highly literate children. The Adolescent Structured Interview appears to be the most promising device for the adolescent age range. The other adolescent assessment devices are relatively unpopular, difficult to administer, and not always conceptually parallel to existing research on Type A behavior. Recommendations for future research are presented.     

The psychology of self-esteem: Promise or peril?

The psychology of self-esteem bypasses consequential issues of everyday behavior and moral responsibility in favor of pursuing a global goal of enhanced self-esteem on the assumption that happiness, success, and responsible behavior will automatically follow. The goal is vague and ways of achieving it are confused and conflicting. Greater attention to concrete tasks and challenges and sensitivity to moral issues could help make therapy more clear, effective, and socially useful.     

The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses

A major home improvement chain located primarily in the western United States initiated the use of thePersonnel Selection Inventory, a written integrity test, as part of its pre-employment hiring process. For two years only, those job applicants who passed this test and other pre-employment criteria were hired by the chain. Following the introduction of the inventory, there was: (1) a 50% reduction in the number of employee terminations for theft, illegal drug use, and violence over a five year period and (2) a savings in shrinkage losses that amounted to over two million dollars over a two year period.