WAGE SURVEYS: DISPELLING SOME MYTHS ABOUT THE "MARKET WAGE"

The comparable worth controversy has generated much discussion about the appropriate valuation of job worth. To date, academic inquiries into the measurement of job worth have focused primarily on job evaluation; however, recent court decisions suggest that market wages are a more compelling indicator of job worth than are job evaluation results. This paper examines the construct of "market wage" and the process by which it is measured (wage surveys). It is argued that both the construct and the measurement of the market wage have not been sufficiently examined by either academics or the courts. Implications for pay administration and future research are noted.     

VALIDITY GENERALIZATION RESULTS FOR LAW ENFORCEMENT OCCUPATIONS

The Schmidt-Hunter interactive validity generalization procedure was applied to validity data for cognitive abilities tests for law enforcement occupations. Both assumed artifact distributions, and distributions of artifacts constructed from information contained in the current sample of studies were used to test the hypothesis of situational specificity and to estimate validity generalizability. Results for studies using a criterion of performance in training programs showed that validities ranged from .41 to .71, and for four test types the hypothesis of situational specificity could be rejected using the 75% decision rule. For the remaining test types, validity was generalizable, based on 90% credibility values ranging from .37 to .71. Results for studies using a criterion of performance on the job indicated that the hypothesis of situational specificity was not tenable for three test types, which had validities between .17 and .31. For the remaining test types, estimated mean true validities ranged from .10 to .26 and were generalizable to a majority of situations. Results for both groups of studies were essentially identical for the two types of artifact distribution. Possible reasons for the apparently lower validities and lesser generalizability for job performance criteria are discussed, including possible low validity of the criterion (due to lack of opportunity by supervisors to observe behavior) and the potential role of noncognitive factors in the determination of law enforcement job success. Suggestions for specifically targeted additional research are made.     

INFLUENCE OF ASSESSMENT CENTER METHODS ON ASSESSORS'RATINGS

Recently a number of authors have argued persuasively that performance ratings are influenced to a large extent by the way the rater selects, organizes, stores, and recalls information. Although the influence of the rater's cognitive processes on the obtained ratings has been considered in the job-performance evaluation literature, this issue has not been considered in the assessment center literature. The purpose of the present study was to examine how assessment center methods affect the way assessors organize and process assessment center information and affect the ratings they make. Independent groups of assessors underwent one of two methods for evaluating candidates in an assessment center. Data indicated differences in the convergent and discriminant validities and differences in the factor structures of the ratings for the two methods. The pattern of results suggested that the two methods for evaluating assessment center candidates affected the way the assessors organized the assessment center information and affected the obtained ratings. Future research should consider assessment center methods and assessors as sources of variation in assessment center ratings.     

Stomatologic studies in schizophrenic patients--contributions to the problem of medical and social integration of psychiatric patients

Stomatological examination was carried out on 173 patients with schizophrenia (IKK-Nr. 295). It was observed that this group of patients showed a diminished dental and oral care in comparison to the average population of the same region. The close cooperation of dentists with the institutions for chronic patients will be as prophylactic measure in favour of the patients encouraged.     

Behavior of visual evoked potentials (pattern reversal VECP) in smokers

Twenty six clinically healthy smokers were studied with transient pattern visual-evoked potentials. In comparison with a sample of "normal" subjects we found a difference of some parameters (P less than 0.05): the P2-latency and the interocular difference of latency on average were 6-7 ms respectively 2 ms larger. Thirteen subjects have had a prolonged P2-latency (P less than 0.05) and/or a difference in interocular latencies larger than 5 ms. These findings may suggest on subclinical disturbances of visual system and indicators of an special sensitivity of that person. The findings are possibly related to tobacco-alcohol amblyopia.