Disregarding Preliminary Information When Rating Job Applicants' Performance: Mission Impossible?1

Firms allocate considerable resources to test job applicants' skills and to ensure that hiring decisions are nondiscriminatory. Interpreting selection output in light of preliminary information may undermine the impartiality of personnel selection decisions. In this study, human resource managers were presented preliminary information about a candidate's performance and asked to rate him according to a detailed assessment‐center report of his performance. We examined several interventions for reducing reliance on preliminary information: retrieving assessment‐center information, generating a rating model, or both. Participants (N = 167) excluded preliminary information from the interventions, but relied on it when rating the candidate. The documented failure to control for the effects of preliminary information on subsequent judgments can contribute to improved selection procedures.     

隔代“亲”的社会心理解析

隔代抚育中出现了普遍的隔代“亲”现象。本文分别从文化传统（血缘宗亲）、心理需求、社会现实、补偿心理等几个方面来阐述隔代“亲”的成因。     

Yielding behavior of Israeli drivers: interaction of age and sex

The main objective of the present study was to explore the yielding behavior of Israeli drivers. A series of observations were carried out at a busy crosswalk during rush hour to determine the association between demographic factors, i.e., the sex and age of both pedestrians and drivers and the rate of compliance with yielding regulations. The rate of yielding observed did not exceed 53%. Drivers within the 26-50 age range, excluding other age groups, tended to exhibit a higher yielding rate towards the members of their own age group.     

In conflict with ourselves? An investigation of heuristic and analytic processes in decision making

Many theorists propose two types of processing: heuristic and analytic. In conflict tasks, in which these processing types lead to opposing responses, giving the analytic response may require bothdetection andresolution of the conflict. The ratio bias task, in which people tend to treat larger numbered ratios (e.g., 20/100) as indicating a higher likelihood of winning than do equivalent smaller numbered ratios (e.g., 2/10), is considered to induce such a conflict. Experiment 1 showed response time differences associated with conflict detection, resolution, and the amount of conflict induced. The conflict detection and resolution effects were replicated in Experiment 2 and were not affected by decreasing the influence of the heuristic response or decreasing the capacity to make the analytic response. The results are consistent with dual-process accounts, but a single-process account in which quantitative, rather than qualitative, differences in processing are assumed fares equally well in explaining the data.     

Relatedness Support and the Retention of Young Female Golfers

In this study, self-determination theory was used as a guiding framework to understand the putative role of relatedness support for retention in golf among young females. Data were collected using semi-structured interviews with 10 female participants (M_age = 21.40, SD = 3.13). Content analyses revealed 5 distinct factors that contributed to the provision of relatedness support: Parents, Peers, Coaches, Golf Club, and Institutional and Societal Support. Findings highlighted that retention of female golfers may be facilitated through promoting valued relationships with parents, peers, coaches, and golf clubs. Policies that decrease the perceived marginalization of female participants may also be perceived as a form of relatedness support and may promote retention within this cohort. This study underscores the importance of relatedness support for young women and identifies strategies that may help to improve female retention in sport.     

Sales Technology Applications: Interactive Video Technology in Sales Training: A Case Study

Interactive video (IV), a new technology for training, has had a recent surge in popularity. The use of interactive video technology has been reported to reduce training costs, increase quality, and decrease the amount of time required for training. The major characteristics of this new technology are presented. A state-of-the-art application of an IV system for sales training developed at BellSouth Services is discussed. The results confirm that IV is a promising new sales training tool.