SELF-MONITORING,REHEARSAL, AND DECEPTIVE COMMUNICATION

This study examined the effects of self-monitoring and rehearsal on the ability of observers to detect deception and on the behavioral correlates of deception. It was hypothesized that observers would be more accurate at detecting deception perpetrated by low self-monitors than by high self-monitors, with the difference particularly pronounced when messages were rehearsed. In addition, low self-monitors communicating spontaneously were expected to display greater rates of verbal and nonverbal responding than high self-monitors who planned their communications. Sixteen high and low self-monitors both lied and told the truth (either spontaneously or after 20-minute rehearsals) regarding their feelings while viewing slides of pleasant landscapes and of disfigured burn victims. Analysis of the responses of the 151 observers who made veracity judgments supported the hypothesis concerning accuracy of deception detection. Coding of 10 verbal and nonverbal behaviors revealed that unrehearsed low self-monitors displayed significantly greater pause and nonfluency rates than rehearsed high self-monitors. Additional findings are reported regarding the effects of self-monitoring, rehearsal, and truthful versus deceptive communication on the behavioral correlates of deception.     

The Legal Rights of Students with Disabilities in Christian Schools

The adoption of Section 504 of the Rehabilitation Act of 1973 (Section 504) and the Education for All Handicapped Children's Act, now the Individuals with Disabilities Education Act (IDEA), have had a major impact on the delivery of services for children with special needs.

In light of the legal issues surrounding the delivery of special education to children who attend Christian schools, the remainder of this article is divided into two parts. The first section opens with an overview of relevant litigation pertinent to special education before reviewing Sections 504 and the IDEA, along with its regulations, as they apply to religious schools. The second part offers practical suggestions for educators in Christian elementary and secondary schools as they work to serve children with special needs.     

On Applying Applied Philosophy

If 'applied philosophy'is really to be applied it is necessary for its practical implications to be spelled out in some detail: both the specific goals implied if not entailed, and the life-style that would be expected to support such goals. To be as specific as this would only be to emulate the ancient Greek philosophers whose influence may still be discerned and is often claimed. Contributions to a recent issue of this Journal are taken as a basis for the discussion.     

THE INFLUENCE OF SUBORDINATE AGE ON PERFORMANCE RATINGS AND CAUSAL ATTRIBUTIONS

Three issues were examined in this study relative to the role of subordinate age in performance evaluations. First, it was found that supervisors rated older subordinates lower than younger subordinates doing the same job. Second, differences between self-ratings of performance and supervisory ratings seemed to be a function of the subordinate's age. Third, a significant age × performance interaction was detected on ability attributions.     

Communicating Distressful Information: A Video Training Program in a Special Education Setting

The authors developed and evaluated a videotape training program on teaching process and problem-solving skills specifically related to issues associated with the Education for All Handicapped Children Act of 1975. Results indicated that exposure to the training program reduced anxiety specific to the targeted issues. Feedback about the program was positive. Development and evaluation issues are discussed.     

THE VALIDITY OF THE JOB CHARACTERISTICS MODEL: A REVIEW AND META-ANALYSIS

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.     

THE PHYSIOLOGICAL MEASUREMENT OF WORK STRESS: A CRITIQUE

There has been considerable growth in the number of studies focused on the relationship between stress at work and a variety of physiological symptoms, especially cardiovascular irregularities, abnormal levels of biochemicals in the blood and urine, and gastrointestinal disorders. Many of these studies, however, have used inadequate procedures for measuring such symptoms. Consequently, the results and conclusions of these studies are often invalid or, at best, questionable. The purpose of this paper is to critique the prevailing procedures used in the measurement of physiological symptoms in work stress research and to suggest needed improvements.     

AN EMPIRICAL TEST OF A TRAIT-ORIENTED JOB ANALYSIS TECHNIQUE

A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.     

DEVELOPMENT OF A JOB ANALYSIS-BASED PROCEDURE FOR WEIGHTING AND COMBINING CONTENT RELATED TESTS INTO A SINGLE TEST BATTERY SCORE

By definition, content-related approaches to test validation do not rely on criterion data. As a consequence, regression and other statistical procedures for weighting and generating a composite score from a test battery are not applicable when a content-related validation strategy is used. This paper presents a procedure for determining the component weights for a test battery that has been developed on the basis of a content-related validity strategy. The Relative Content Contribution (RCC) weighting procedure is a logical extension of the conceptual basis underlying the rational developmental process used to demonstrate the validity of content-related tests. Results from field implementations of the procedure in the development of two promotional test batteries (fire and police) and an entry-level test battery (police) in two large metropolitan cities are presented to illustrate the procedure.