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201.
The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized. 相似文献
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HAROLD R. BARDO SEYMOUR L. BRYSON JOHN J. CODY 《Journal of counseling and development : JCD》1974,53(1):20-26
In this article two black psychologists and a white educator explain why the black community should be concerned with and actively involved in behavior modification practices. It is pointed out by use of the Tuskegee study how blacks were used as subjects in a behavior modification study long before these practices became popularized. The concerns specified were that (a) blacks have been and are being used as subjects in behavior modification studies with and without their consent and (b) social value judgments are being made concerning behaviors of blacks without their input. Alternatives are offered for increasing the number of black professionals in the field of behavior modification to help preserve the integrity of the black community. 相似文献
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JOHN M. McGUIRE SANFORD GRAVES BURTON BLAU 《Journal of counseling and development : JCD》1985,64(4):259-263
Depth of self-disclosure in a dyadic interview situation was assessed as a function of assurance versus nonassurance of confidentiality and as a function of a videotape versus nonvideotape condition. 相似文献
206.
JOHN L. BLACK CHARLENE L. MUEHLENHARD FRANK H. MASSEY 《Journal of Employment Counseling》1985,22(4):151-160
A social skills training procedure, which included videotaped feedback, videotaped modeling, focused instructions, coaching, and behavioral rehearsal, was implemented. Treatment effectiveness was evaluated and the results indicate that social skills training can be an effective treatment for job-related stress. 相似文献
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FRANK L. SCHMIDT BENJAMIN P. OCASIO JOSEPH M. HILLERY JOHN E. HUNTER 《Personnel Psychology》1985,38(3):509-524
The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study ( N = 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone. 相似文献
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