THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER

Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants ( n = 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 ( n = 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.     

Assessment and Development of Rehabilitation Plans for Counselors Who Have Sexually Exploited Their Clients

Counselors who have sexually exploited clients require rehabilitation if they are to return to practice. The authors present a model, derived from their clinical experience with more than 1,000 cases, for the assessment and development of rehabilitation plans for impaired practitioners who have sexual contact with their clients. They present a classification system for the perpetrator, an assessment process that leads to the development of a rehabilitation plan, and a method for deciding if rehabilitation has been successful.     

A REASSESSMENT OF STATISTICAL POWER ANALYSIS IN HUMAN COMMUNICATION RESEARCH

This study conducted a statistical power analysis of 64 articles appearing in the first four volumes of Human Communication Research, 1974–1978. Each article was examined, using Cohen's revised handbook, assuming nondirectional null hypotheses and an alpha level of .05. Statistical power, the probability of rejecting a false null hypothesis, was calculated for small, medium, and large experimental effect sizes and averaged by article and volume. Results indicated that the average probability of beta errors appears to have decreased over time, providing a greater chance of rejecting false null hypotheses, but this also raised several power-related issues relevant to communication research in general.     

Social Interest,Running, and Life Adjustment

High social interest persons and runners reported significantly higher life adjustment scores than did low social interest persons and nonrunners. The interaction effect, however, was not significant.     

IDENTIFYING OPTIMAL PREDICTOR COMPOSITES AND TESTING FOR GENERALIZABILITY ACROSS JOBS AND PERFORMANCE FACTORS

The initial examination of validity generalization in the Army Selection and Classification Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a representative sample of nine jobs. The available data consisted of 24 predictor scores and five job performance factor scores on each individual. The major objectives were to determine (a) the degree of validity generalization across the major components of performance, with the job held constant, and (b) the degree of validity generalization across jobs within each major performance factor. After reducing the predictor set by eliminating variables that added no information, a modified confirmatory analysis was used to test the hypotheses that one equation would fit the data from all performance components and that one equation would fit the data from all jobs, given a particular performance component. The major findings were that different predictor equations were needed for each of the five criterion factors. For generalization across jobs, within each criterion factor, one equation fit the data for four of the five performance components. Different prediction equations were required for the component that reflects proficiency on the technical tasks specific to each job.     

The Effects of Cognitive Restructuring and Decision-Making Training on Career Indecision

The authors designed a cognitive restructuring intervention for individuals having difficulty with career decision making and compared the intervention to a decision skills intervention and a no-treatment control. The cognitive restructuring intervention was more effective than were both decision-making training and the control condition in reducing anxiety about career decision making and in encouraging vocational exploratory behavior. Cognitive restructuring clients also reported more use of the skills they had learned, were more satisfied with the decisions they made, and found the treatment program more useful in making career decisions than did clients in the other two groups.