Visual Elaboration Scale as a measure of imagery

We studied the correlation of one measure of imagery ability, the Visual Elaboration Scale, with two others, absorption of image and effort required to form a mental image. Significant correlations were obtained between the Visual Elaboration Scale and the other scales, with the exception of Absorption for women.     

INFLUENCES ON MANAGERIAL PAY ALLOCATIONS: A DEPENDENCY PERSPECTIVE

This paper reviews evidence and presents arguments for the view that managerial pay allocations are influenced by the degree of dependence on subordinates and by threats to that dependence. In assessing this view, the issues of managerial discretion in pay allocation and pay as a means of managing dependencies are explored. Major sources of objective and subjective dependence on subordinates are identified. Predictions are made regarding managerial pay allocations under various conditions of dependence and dependency threat. Finally, research and practical implications of the dependency perspective are discussed.     

VOLUNTARY AFFIRMATIVE ACTION AND PREFERENTIAL TREATMENT: LEGAL AND RESEARCH IMPLICATIONS

This paper provides a review of recent Supreme Court decisions stemming from the implementation of voluntary AAPs that include preferential treatment as a remedy; the evidence and proof required to establish and defend against reverse discrimination claims is identified. Overall, the courts sanctioned the use of preferential treatment if it occured as part of a well-conceived AAP. However, differences were found in the manner in which the courts adjudicated Title VII and constitutional claims of preferential treatment. The discussion examines research on the potential effects of voluntary AAPs on important organizational and societal outcome variables. We conclude that the impact of AAPs is likely to be far-reaching, exerting an effect possibly well beyond the limits considered in court decisions.     

ON THE NEED FOR QUALITY CONTROL IN VALIDATION RESEARCH

The aptitude tests used to help make personnel decisions about military recruits were validated against hands-on tests of job performance in two Marine Corps occupational specialties, radio repairers and automotive mechanics. The tests were administered by Marine Corps noncommissioned officers. Marine Corps units provided the test administrators, testing facilities, and examinees. Data collected under such conditions are filled with errors that reduce the accuracy of validity coefficients. This paper shows how validity coefficients can be made more accurate by exercising quality control during the statistical analysis.     

ISSUES CONCERNING THE USE OF REGRESSION ANALYSIS IN SALARY DISCRIMINATION CASES

Twenty-nine salary discrimination court cases were examined to determine ways an organization can refute a regression analysis that leads to the inference of discrimination in compensation. It was found to be equally effective for the organization to introduce its own regression, other statistics, or no statistics. The plaintiff won all of the cases when discrimination was proven in promotion. The defendant won all cases when discrimination was not proven in promotion. Defendants also won all cases when plaintiffs inappropriately treated jobs as fungible or when they failed to include important variables. Market variables may be included in regressions if defendants can show they were applied consistently to determine salaries. The implications of the courts' acceptance of some regressions for comparable worth is presented, and a list of recommendations is made for organizations that may be faced with results from regression analysis in court.     

A SURVEY OF MANAGEMENT TRAINING AND EDUCATION PRACTICES IN U.S. COMPANIES

A survey was systematically developed to assess issues related to management training and education, and it was sent to 1,000 randomly selected U.S. companies with at least 1,000 employees. Based on a 61% response rate, findings were obtained regarding issues such as needs assessment, management training and development approaches, reasons for selecting particular programs, characteristics of participants, how decisions are made regarding who will participate, preparation and follow-up of participants, evaluation of management training programs, future management training trends, and needed training content. Significant findings by company size and industry type also are reported.     

Sample size determinations for the two rater kappa statistic

This paper gives a method for determining a sample size that will achieve a prespecified bound on confidence interval width for the interrater agreement measure,. The same results can be used when a prespecified power is desired for testing hypotheses about the value of kappa. An example from the literature is used to illustrate the methods proposed here.