WHY I BELIEVE IN AN EXTERNAL WORLD

Abstract: I claim in this article that if my experience is such that it seems to me that there is an external object before me, then I have reason to believe that there is an external object before me. The sceptic argues that since my having the experience is compatible both with there being and with there not being an external object before me, I have no reason to believe that the former possibility obtains and not the latter. I respond that the sceptic has ignored a relevant difference between the two possibilities: I can make sense of the former possibility but not of the latter. I examine two broad categories of sceptical possibilities (dreams and hallucinations), explain why I cannot make sense of them, and explain why my inability to make sense of them gives me reason to believe they do not obtain.     

AN EXAMINATION OF IMPRESSION MANAGEMENT USE AND EFFECTIVENESS ACROSS ASSESSMENT CENTER EXERCISES: THE ROLE OF COMPETENCY DEMANDS

We report 2 studies that examine how promotional candidates use verbal and nonverbal impression management (IM) tactics across several structured assessment center exercises that differ in the competency demands they place on candidates. Based on the competency-demand hypothesis ( Shoda, Mischel, & Wright, 1993a, 1993b ), it was predicted that IM use would occur most frequently and have the strongest effects on assessor evaluations in exercises that place greater demands on candidates' interpersonal skills than in exercises that depend primarily on technical skills. In both studies, IM tactics were generally used more frequently and there was more variability in IM use for those exercises requiring candidates to display interpersonal competencies (i.e., the role-plays and mock presentation) relative to the exercise that did not (i.e., the tactical exercise). The relationship between IM use and assessor evaluations was also influenced by the competencies assessed by the exercises, and IM use related to both interpersonal and noninterpersonal ratings of performance.     

Relationships Among Dogmatism,Family Ideology,and Religiosity in Master's-Level Counseling Students

This paper presents the results of a survey of the perceptions of master's-level counseling students in the areas of dogmatism, family ideology, and religiosity. Participants in the study consisted of 331 master's-level counseling students from 7 master's-level counselor education programs in northern, southern, and eastern regions of the United States. A total of 142 participants were classified as beginning participants, and 123 were classified as graduating participants. Findings indicated that graduating participants were significantly lower in levels of dogmatism than were beginning participants. Bivariate and multivariate data analyses also revealed that family ideology was more strongly related to dogmatism than religiosity.     

INTERPRETING THE RESULTS OF META-ANALYTIC RESEARCH: A COMMENT ON SCHMITT, GOODING, NOE, AND KIRSCH (1984)

This comment shows that the conclusion of Schmitt, Gooding, Noe, and Kirsch (1984) that their meta-analytic findings are inconsistent with earlier validity generalization work is in error. The findings in their study that less variance than previously reported was due to sampling error are a result of their larger average sample sizes. Their claim that, after sampling error variance was accounted for, much unexplained variance remained, is incorrect. This error is demonstrated to be a result of their exclusive concentration on percentages and consequent failure to examine amount of observed and residual variance.     

ESTIMATION OF EMPLOYMENT VALIDITIES BY LESS EXPERIENCED JUDGES

In a previous study, Schmidt, Hunter, Croll and McKenzie (1983) demonstrated that estimates of the validity of cognitive tests made by highly trained and experienced judges are more accurate than empirical estimates obtained from small-sample validity studies. The present study examined whether less experienced judges could also produce accurate estimates. Twenty-eight recent Ph.D.'s in I/O Psychology estimated observed validities for the same 54 job-test combinations used by Schmidt et al. (1983). The estimates of these judges contained about twice as much random error as the experts' estimates. Systematic error of the less experienced judges was also greater than that of the experts (.0732 vs .019). The systematic errors of the two sets of judges were in opposite directions: less experienced judges overestimated validities, on average, while experts underestimated them. The results show that the estimates of less experienced judges contain less information than those of experts, but also that averages of estimates of several less experienced judges are as accurate as those obtained from small-sample empirical studies.     

Elizabeth Adele Greenleaf: Having Some Fun Getting the Job Done

Elizabeth Adele Greenleaf, professor and coordinator of College Student Personnel Administration at Indiana University, made significant contributions to the development of the student affairs profession through her leadership as an educator, administrator, and mentor.