PRIOR SELECTION CAUSES BIASED ESTIMATES OF STANDARDIZED ETHNIC GROUP DIFFERENCES: SIMULATION AND ANALYSIS

Assessment of standardized ethnic group differences ( d ) on predictors of job performance has become an important issue for applied psychologists. A number of studies have used an experimental design in which the predictor of interest was administered after an initial screening predictor. We examined the influence of prior selection on a first predictor on observed ds for second predictors in multiple-hurdle selection systems. Results of a Monte Carlo simulation indicate observed dson the second predictor are underestimated in the presence of prior selection on another predictor. More important, "downward bias" in observed standardized ethnic group difference is substantial (30-70%) when selection ratios are low, standardized ethnic group differences on the screening predictor are high, and when the first and second predictors correlate above .30. Researchers should consider the influence of range restriction in designing studies of ethnic group differences and comparing ds across predictors, particularly when data are collected under a multiple-hurdle design.     

PSYCHOLOGICAL CAPITAL AND EMPLOYEE PERFORMANCE: A LATENT GROWTH MODELING APPROACH

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross‐sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N= 179 financial advisory‐type employees) to examine within‐individual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within‐individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor‐rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross‐lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence‐based practical guidelines for human resource selection, development, and performance management.     

TOWARD BETTER META‐ANALYTIC MATRICES: HOW INPUT VALUES CAN AFFECT RESEARCH CONCLUSIONS IN HUMAN RESOURCE MANAGEMENT SIMULATIONS

Simulations and analyses based on meta‐analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta‐analytic values estimates for validity and group differences (i.e., ρ and δ, respectively) used in such matrices often vary in the extent to which they are affected by artifacts and how accurately the values capture the underlying constructs and the appropriate population. We investigate how such concerns might influence conclusions concerning key issues such as prediction of job performance and adverse impact of selection procedures, as well as noting wider applications of these issues. We also start the process of building a better matrix upon which to base many such simulations and analyses in staffing research. Finally, we offer guidelines to help researchers/practitioners better model human resources processes, and we suggest ways that researchers in a variety of areas can better assemble meta‐analytic matrices.     

A shadow concept

The author focuses on the signifi cance of preconscious thinking, and its relationship to what we think of as unconscious fantasies. He reopens Freud's forgotten struggle with preconscious thinking, while he explores preconscious thinking as the basis for thinking about psychoanalytic treatment. This includes our goals in bringing an idea to the analysand's attention, and the role of transitional space where thoughts and feelings can be played with.     

Self-Test on Competitive Employment for Mentally Retarded Persons

Persons with moderate and severe handicaps have had limited access to competitive employment. This article provides current information on the capabilities of retarded persons to perform competitively and on opportunities for them to acquire jobs. A 10-item, true-or-false quiz is provided with answers so that readers can test their knowledge.     

Peer Cluster Theory: Drugs and the Adolescent

The authors review several theories advanced to explain adolescent drug use to provide background for describing peer cluster theory. Peer clusters, small subsets of peer groups, including pairs, dictate the shared beliefs, values, and behaviors that determine where, when, and with whom drugs are used and the role that drugs play in defining cluster membership. Peer cluster theory incorporates those psychosocial factors that promote or inoculate against drug use in youth.     

The Social Influence Model: A Social Psychological Approach to Counseling

Social influence theory suggests that counseling is an interpersonal influence process. This article reviews the literature on the model and suggests future directions for research.