Moral judgments and self-presentations

Meehan, Woll, and Abbott (Journal of Research in Personality, 1979, 13, 25–38) have shown that scores on Hogan's Survey of Ethical Attitudes (SEA) are affected by instructions to simulate politically liberal or conservative attitudes. They also found that scores are affected by instructions to present one's self in a socially desirable or undesirable light, and that group ratings of the social desirability of the items could account for as much as 78% of the item response variance. Meehan et al. argue from these data that the SEA is a measure of political attitudes rather that moral judgments, and that the SEA is susceptible to dissimulation in the form of role playing and impression management. The present paper argues that test-taking is a form of self-presentation, identical to what goes on in everyday social interaction; this renders the Meehan et al. findings meaningful rather than problematic. The paper concludes with a discussion of the relationship between personality testing, self-presentation, moral judgments, and political attitudes.     

Control of pigeons' matching-to-sample performance by differential sample response requirements

Pigeons were trained on a matching-to-sample task in which sample hue and required sample-specific observing behavior provided redundant, relevant cues for correct choices. On trials that involved red and yellow hues as comparison stimuli, a fixed-ratio 16 schedule (FR 16) was required to illuminate the comparisons when the sample was red, and a differential-reinforcement-of-low-rates 3-sec schedule (DRL 3-sec) was required when the sample was yellow. On trials involving blue and green hues as comparison stimuli, an FR 16 schedule was required when the sample was blue and a DRL 3-sec schedule was required when the sample was green. For some pigeons, a 0-sec delay intervened between sample offset and comparison onset, whereas other pigeons experienced a random mixture of 0-sec and 2-sec delay trials. Test trial performance at 0-sec delay indicated that sample-specific behavior controlled choice performance considerably more than sample hue did. Test performance was independent of whether original training involved all 0-sec delay trials or a mixture of 0-sec and 2-sec delays. Sample-specific observing response requirements appear to facilitate pigeons' matching-to-sample performance by strengthening associations between the observing response and correct choice.     

Reversed memory coding and symbol reversal in children

The present study examined an hypothesized mirror-reversed memory-coding phenomenon whereby aligned and mirror-reversed memory records in opposite cerebral hemispheres are confused. Two groups of 7-yr.-old boys were chosen on the basis of tendency to confuse mirror and aligned written symbols. The experimental task required discrimination as same or different of letter pairs which were either same or different and either aligned or mirror-reversed. The pairs were simultaneously presented to right, left, or both cerebral hemispheres. The reversing group had slower reaction times than the normal group in all conditions. Evidence was insufficient to conclude that mirror-same bilateral presentation facilitated responses of either group over aligned-same or peripheral conditions. This result would have been necessary to indicate the presence of a mirror-reversed code across the hemispheres. Research utilizing delayed as well as simultaneous presentation of stimuli to children of various ages would clarify this ambiguity. Bilateral processing across conditions proved easier for both groups, indicating adequate hemispheric integration on a visual-perceptual task even in children who tended to confuse mirror images.     

Managing persons with multiple personality disorder in a heterogeneous inpatient group

Experts advise against referring persons with multiple personality disorder to diagnostically heterogeneous groups. As more multiples are admitted to inpatient units this presents a problem. Excluding persons of a particular diagnosis from groups makes it difficult to promote a cohesive therapeutic milieu. I have found that multiples can be managed successfully in mixed groups. The leader is advised to adhere to a reliable structure and pay close attention to boundary issues. Themes for discussion must be judiciously evaluated so that effectiveness is not undermined. Patients with different diagnoses can come to appreciate their similarities and benefit from groups.     

Validation of a personality measure of managerial performance

Recent interest in the characteristics of effective managers raises the notion that personality factors may be part of the effectiveness syndrome. Modern research in personality systematics makes it possible to refine and extend earlier analyses of this topic. A job analysis of three levels of management in a large trucking company identified the personality characteristics of good managers, as described by peers and subordinates. These managers and a large group of incumbents (n=372) completed the Hogan Personality Inventory (HPI). Managers were assigned scores reflecting their status in the organization; they also were rated by their supervisors. A subset of HPI components were significantly associated with the criteria, with correlations ranging from .22 to .66. These components were combined and used in five separate validity studies. The resulting measure was significantly associated with managerial performance in a variety of organizational settings. These results are consistent with the growing body of evidence suggesting that a coherent set of noncognitive characteristics promotes managerial performance across organizational types.     

Validation of personality and cognitive measures for insurance claims examiners

Claims Examiners are critical for the profitability of large insurance companies. Mistakes in hiring these people can result in improperly processed claims and/or turnover, and this yields negative financial consequences for the company. This paper describes research evaluating the validity of selection procedures for the position of claims examiner at Blue Cross and Blue Shield of Oklahoma. A job analysis indicated that both cognitive skills and personal abilities are necessary for successful performance as a claims examiner. The job analysis also indicated that both subjective and objective criterion measures reflect important aspects of job performance. The criterion data included nine supervisory ratings, employee nominations, average percent of performance, absences, disciplinary actions, and sick leave. In a concurrent validation strategy, we tested a sample of experienced incumbents (N=50) using four cognitive ability tests (Basic Skills Tests: BST) and two measures of personality (Hogan Personality Inventory and PROFILE). Scales from two personality inventories were combined to form the Claims Examiner Inventory (CEI). Scores from the CEI and three of the four cognitive tests correlated significantly with the average percent of performance and six of the supervisory ratings, including the average supervisory rating. In addition to the cognitive measures, the personality measure contributed significantly to the prediction of percent of performance achieved with R=.64. These results are consistent with other research findings that support the use of both personality and cognitive measures as predictors of job performance.     

Structure of physical performance in occupational tasks

Two lines of research concerning the dimensionality of physical performance in occupational tasks are described. In the first, the physical requirements of tasks are analyzed as reflected in job analyses. In the second, the structure of physical abilities tests used to predict performance in physically demanding jobs is evaluated. Principal components analyses of both job analysis and test performance data suggest that the structure of physical abilities has three major components--strength, endurance, and movement quality. This structure appears to be independent of job type or level of incumbents' performance.     

The role of verbal estimates of movement error in ballistic skill acquisition

The role of verbal estimates of movement error in a ballistic movement task was investigated. Two groups performed a rapid linear movement timing task for 50 trials with KR followed by 50 trials without KR. Group I was required to give a verbal estimate of movement time immediately after the task, while Group II was not. Verbal labeling of movement error did not augment performance when KR was present. When KR was withdrawn, however, Group I maintained performance, but Group II's response accuracy declined. Implications for current motor learning theories are discussed.