The Relationship Between Career Maturity and Congruence,Consistency, and Differentiation Among Individuals With and Without Learning Disabilities

This study investigated the relationship between career maturity and Holland's (1985a) constructs of congruence, consistency, and differentiation among individuals with and without learning disabilities. In addition, it examined whether a relationship exists between Holland's (1985a) Investigative personality type and career maturity in individuals with and without learning disabilities. Results yielded no statistically significant associations between career maturity and any of the 3 constructs for either group of individuals. Similarly, no relationship was found between Investigative personality types and career maturity. Last, the 2 groups studied did not differ on the 3 constructs.     

ON THE INTERCHANGEABILITY OF OBJECTIVE AND SUBJECTIVE MEASURES OF EMPLOYEE PERFORMANCE: A META-ANALYSIS

A meta-analysis of studies containing both objective and subjective ratings of employee performance resulted in a corrected mean correlation of .389. This value, although significantly greater than zero, indicates that objective and subjective performance measures should not be used interchangeably. Moreover, in no moderator subgroup examined did the correlation suggest convergent validity. After discussing issues related to resolving the previous anomalies of primary and meta-analytic results, a secondary analysis suggested that objective and subjective measures of the same construct at the same level may be used inter-changeably. The secondary analysis, however, was based on a very limited sample. Future research should address the appropriate dimensionality of employee performance.     

Is empathy important in counseling?

Empirical evidence supports the commonly held belief that empathy facilitates psychotherapy outcomes. Complete analysis of the literature identified only six studies of empathy and counseling outcomes. Contrary to expectations, empathy does not appear important in counseling. This article discusses reasons for this finding as well as implications for counseling practice, theory, and research.     

REJOINDER TO AUSTIN, HUMPHREYS, AND HULIN: CRITICAL REANALYSIS OF BARRETT, CALDWELL, AND ALEXANDER

Austin, Humphreys, and Hulin (1989), in their critique of Barrett, Caldwell, and Alexander (1985), disagree with most of the critical comments made about the concept of dynamic criteria. We contend that the burden of proof still rests upon the advocate of a concept. Adequate evidence has not been presented to support the dynamic criteria concept, and Austin et al. (1989) add no new evidence. Austin et al. (1989) claim dynamic criteria can be described as a simplex with correlations decreasing over time. The empirical support for the simplex is based on a few studies with no statistical tests. Evidence from educational, organizational, and experimental psychology is reviewed, and much of it refutes the concept of a pervasive simplex pattern. There is considerable evidence that validity coefficients are stable or may even increase over time. More evidence is required before the Ghiselli and Haire (1960) and Austin et al. (1989) concept of dynamic criteria can be accepted.     

ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.     

THE CONCEPT OF DYNAMIC CRITERIA: A CRITICAL REANALYSIS

Discussions of "the criterion problem" stress the assumedly frequent incidence of dynamic criteria. However, different concepts of dynamic criteria have not been distinguished. Three views of dynamic criteria are clarified in this paper. These are dynamic criteria conceptualized as (a) changes in group average performance over time, (b) changes in validity over time, and (c) changes in the rank-ordering of scores on the criterion over time. The evidence cited for each concept of dynamic criteria is critically analyzed and submitted to significance tests. The results of analyses of 735 r 's and 532 paired r 's across time from studies pertinent to dynamic criteria are reported. It is concluded that dynamic criteria are rare phenomena, with the significant changes found in key studies explainable by methodological artifacts. Though many sources suggest that dynamic criteria have dire consequences for the overall selection process, we argue that the phenomena have been over-emphasized in the literature, and that practitioners' concern should focus instead on removing sources of criterion unreliability.