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.     

The association between intelligence level and brain volume measures: a negative finding

Ratings of pre-morbid intelligence level, derived from the hospital charts of 26 chronic schizophrenics, were correlated with the post-mortem brain volume measures of cortex, white matter, central grey matter, and ventricles. Contrary to hypothesis, no significant correlations were found.     

INDIVIDUAL AND SITUATIONAL CORRELATES OF WHISTLE-BLOWING

Although popular interest in whistle-blowing continues to increase, little is known about why some employees who observe wrongdoing report it, while others do not. In the present study, we analyze archival survey data from individuals who observed wrongdoing in any of 22 organizations. Results are generally consistent with predictions based on a model of whistle-blowing as a type of prosocial behavior. Whistle-blowing was more likely when observers of wrongdoing (1) held professional positions, (2) had more positive reactions to their work, (3) had longer service, (4) were recently recognized for good performance, (5) were male (though race was unrelated to whistle-blowing), (6) were members of larger work groups, and (7) were employed by organizations perceived by others to be responsive to complaints. Implications for research and practice are described.     

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.