An Examination of the Variables Related to Minority Youth Employment

This study involves an examination of the postprogram experiences of youth in the National Urban League Youth Career Development Project. It seeks to identify those factors responsible for helping some participants secure and maintain employment. Likewise, it attempts to determine impediments for participants who either never found employment or found employment but were unable to retain their jobs.     

Challenges in a Dialectical Conception of Career Evolution

This article seeks to clarify the differences between traditional and dialectical perspectives on career development. The application of a dialectical model to career evolution is based on the assumption that an individual's work experiences and other life experiences exert an ongoing, reciprocal effect on career development.     

A WITHIN SETTING EMPIRICAL TEST OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION

The situational specificity hypothesis of selection procedure validity makes two predictions. The first is that variation in observed validities across settings is caused by real differences in what constitutes job performance. Validity generalization studies to date have provided disconfirming evidence for this prediction by showing that the observed variation is due to statistical and measurement artifacts. The second prediction is that if the situation (i.e., the organization, the setting, the job, the test and the criterion) is held constant, then validity findings will not vary from study to study. This article tests this prediction empirically using data from a unique series of studies reported by Bender and Loveless (1958). The results are contrary to the situational specificity hypothesis and consistent with the hypothesis that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. It is concluded that both major predictions of the situational specificity hypothesis have now been empirically disconfirmed.     

THE FUTURE OF CRITERION-RELATED VALIDITY1

As a result of rejection by personnel psychologists of the erroneous law of small numbers and of the adoption of correct inferential procedures, the future of criterion-related validity promises to be bright. Probable future developments include: (a) widespread appreciation of the low statistical power characteristic of small samples; (b) rejection of the traditional belief that validities are situationally specific; (c) widespread validity generalization based on new methods; (d) research demonstrations that rational estimates of validity are often superior in accuracy to empirical estimates; (e) widespread acceptance of research findings showing that single-group and differential validity by race are artifactual rather than substantive in origin and that test unfairness by race is a nonproblem; (f) increased application of decision-theoretic dollar utility analyses to selection programs; and (g) progress in the establishment of general principles and theories about trait-performance relations in the world of work.     

Adoptive Family System Dynamics: Variations by Level of Openness in the Adoption

This study examines the consequences of variations in levels of openness in adoption, especially focusing on the dynamics of the adoptive family system from the perspective of the adoptive parents. Participants included the father, mother, and at least one adopted child in 190 adoptive families, and 169 birthmothers, drawn from adoption agencies across the United States. Families included 62 confidential, 17 time-limited mediated, 52 ongoing mediated, and 59 fully disclosed adoptions. When compared to parents in confidential adoptions, those in open adoptions generally demonstrated higher levels of acknowledgment of the adoption, empathy toward the birthparents and their child, a stronger sense of permanence in the relationship with their child as projected into the future, and less fear that the birthmother might try to reclaim her child. Despite these mean differences, variations within all levels of openness were present, and results are discussed in terms of the ongoing process involved in building a family through adoption.     

PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) META-ANALYSIS

Tett, Jackson, and Rothstein (1991) recently presented a meta-analysis of the relationship between personality and job performance. Many of their findings, particularly those pertaining to the Big Five personality dimensions, are at odds with one other large scale meta-analytic study (Barrick & Mount, 1991) investigating the relation between personality and performance. In order to reconcile these new results with previous findings, we examined differences in the sample sizes used, the process for assigning pre-existing scales to personality dimensions, and the nature of the jobs investigated. In addition, we found four technical errors in the Tett et al. moderator meta-analyses in computing sampling error, the bias correction, sampling error for bias corrected correlations, and computing sampling error variance across studies. These errors raise serious questions about the interpretation of their results for various moderators of the personality-job performance relationship.