APPLICATION OF CONTENT VALIDITY METHODS TO THE DEVELOPMENT OF A JOB-RELATED PERFORMANCE RATING CRITERION

This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered.     

Do Students with Different Characteristics Take Part in Psychology Experiments at Different Times of the Semester?

ABSTRACT In this study we examined 15 personality and demographic differences between psychology students who took part in experiments at different times of the semester and different times of the day. In general, few significant relations were found and those that did emerge were small in magnitude. Females and freshmen signed up for experiments earlier in the semester. Females took part in their first experiment earlier in the semester, as did students who were Protestant and who came from smaller home towns. Students low in self-consciousness also tended to begin participating earlier. Extraverts participated earlier in the day than introverts. Results generally were consistent with previous findings of differences between research volunteers and non-volunteers. However, it was concluded that because of their small magnitude and inconsistency from site to site, with a few precautions experimenters probably need not be concerned that timing effects threaten the external validity of psychological research outcomes.     

Cerebral control for speech in right-handers and left-handers: an analysis of the views of Paul Broca, his contemporaries, and his successors

According to several recent historical accounts, Broca (1865a) stated that left-handers are the mirror-reverse of right-handers for cerebral control of speech, with the right hemisphere being dominant in left-handers, and the left hemisphere dominant in right-handers. The same accounts then note Broca's error in light of current evidence that the majority of left-handers are left-dominant for speech just as are nearly all right-handers. Eling (1984) has called such statements misrepresentations of Broca's position and has argued that Broca's analysis actually was more compatible with the current view that there is a disjunction, meaning an absence of an intimate anatomical relationship, between cerebral control for handedness and speech. The current paper looks again at Broca's work, describes the context in which his views were first articulated, and traces the development of the mirror-reversal principle. The conclusion is reached that, judged by a narrow reading of the 1865 paper, Broca's views could indeed be construed as an anticipation of the modern disjunction principle. However, judged by a broader reading, by consideration of his other writing, and in the context of the philosophical and scientific tradition that shaped his work, it is suggested that it was the mirror-reversal principle to which Broca was actually disposed.     

FULL AND ERRANT COACHING EFFECTS ON ASSIGNED ROLE LEADERLESS GROUP DISCUSSION PERFORMANCE

The effect of coaching on Leaderless Group Discussion Performance was examined. Thirty-six female undergraduate subjects participated in six-person assigned role leaderless group discussions. Trained observers evaluated performances in each discussion, which included two 5s from each of three coaching conditions. Ss in full coaching condition received extensive coaching on proper group discussion performance. 5s in the errant coaching condition received improper, but believable, coaching. 5s in the naive, or control, condition received no coaching. Results showed that 5s in the full coaching conditions were rated significantly higher than 5s in the errant or naive conditions. The results were discussed in the light of previous research.     

Fat,Four-Eyed,and Female: Stereotypes of Obesity,Glasses, and Gender1

In a between-subjects design, 46 male and 101 female Australian university students rated a target person described as male or female, overweight or average weight, and wearing glasses or not, on twelve 7-point rating scales. As predicted, a negative stereotype of the overweight person and a complex one of the person with glasses were found. However, there was no significant effect of sex of target except on the ratings of masculine and feminine and no interaction of sex of target with either the glasses or obesity variables. Nor did sex of subject influence the ratings. The results suggest that, although stereotypes of obesity and glasses do exist, they may be as severe for men as for women.     

Perceived depth vs. structural relevance in the object-superiority effect

When subjects must identify a barely visible line in a briefly flashed display, their accuracy depends on the configuration of the context in which the target line appears. Weisstein and Harris (1974) found that accuracy is highest when the target is part of a pattern that resembles a unified, three-dimensional object, and lowest in a flat-looking pattern composed of disconnected lines; they labeled this phenomenon the object-superiority effect. In the three experiments reported here, identification accuracy was found to correlate highly and significantly (r =.78) with the judged depth of the patterns. Judged structural relevance of the target line to the pattern (McClelland & Miller, 1979) was uncorrelated with accuracy (r=?.28). Even when the target line appeared as an isolated fragment within the context pattern, a pattern perceived as three-dimensional yielded higher identification accuracy than one perceived as flat.     

SUPPRESSION OF SELF-STIMULATION: THREE ALTERNATIVE STRATEGIES

Four boys with autistic-like behavior were treated for self-stimulatory behavior with three different treatment procedures—time-out, differential reinforcement of other behavior (DRO), and overcorrection. All four boys showed a rapid response to the overcorrection procedure. Three boys demonstrated some evidence of decrement in responding with time-out. During the DRO procedure, one showed a modest decrease, two showed no change, but one exhibited a consistent increase in responding under this condition. A multiple baseline applied to one of the subjects failed to reveal any generalization of suppression from one setting to another. A strong but not perfect relationship was found between a frequency and a duration measure of self-stimulation. There was some evidence of negative side effects for one boy during overcorrection and for another during time-out. None of these negative side effects was enduring. There was also some indirect evidence that overcorrection facilitated appropriate play.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.