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11.
STEPHANIE M. MERRITT ANN MARIE RYAN MURRAY J. MACK J. PETER LEEDS NEAL SCHMITT 《Personnel Psychology》2010,63(4):845-879
Although there has been substantial research on perceptions of preference in hiring, there is considerably less focus on perceptions of preference in organizational activities more generally. Researchers seldom assess perceptions of preference for both historically high- and low-status groups and for both one's own group and others. Using a three-wave longitudinal survey of 1,094 employees, the causal direction between perceived preference and satisfaction with management, moderators of that relationship, and whether responses to perceived preference differed by group were examined. On average, groups perceived more outgroup than ingroup preference. The satisfaction to perceived preference causal direction was significantly stronger than the reverse for outgroup preference, suggesting that increased satisfaction with management leads to decreased future perceptions of outgroup preference more so than vice versa. The relationship between satisfaction with management and perceived outgroup preference was moderated by perceived organizational tolerance of discrimination, suggesting that positive diversity climate can alleviate the negative effects of dissatisfaction with management on perceived outgroup preference. 相似文献
12.
This research investigated empirical issues regarding the validity of individual interviewers'( N = 62) ratings collected after a structured interview. Each interviewer rated an average of 25 interviewees. One hypothesis examined but not supported was that systematic interviewer errors will attenuate interview validity when data are aggregated across interviewers. Also investigated was the validity of ratings averaged across interviewers compared to consensus ratings; consensus ratings were shown to have significantly but probably not practically higher validities. Third, a meta-analysis of individual interviewer validities revealed that all of the variance in validities could be attributed to sampling error. Results and implications are discussed. 相似文献
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Researchers (e.g., Ironson, 1982; Tenopyr, 1990) have suggested that item bias investigators equate subgroups on external criteria such as job performance rather than total test scores before considering subgroup passing rates on test items. In a study comparing these two approaches to studies of item bias, we found little evidence of bias using total test score as the estimate of overall examinee ability, but nearly all items were biased in comparisons of white and African-American subgroups on Numerical, Verbal, and Mechanical Reasoning tests and in male-female comparisons on a Mechanical Reasoning test when job performance was used to select "equally able" examinees. However, the use of job performance as the ability index is analogous to performance-based approaches to test bias (Hartigan & Wigdor, 1989; Thorndike, 1971) and directly equivalent to the Darlington (1971) and Cole (1973) test bias definition, the logical inconsistencies of which have been previously described (Hunter & Schmidt, 1976; Peterson & Novick, 1976). We conclude that performance matching as a basis of forming "equal ability" groups is inappropriate. 相似文献
15.
This study examined the effects of providing substantive, case-related, judicial instructions before presentation of evidence and permitting jurors to take notes, on verdicts and cognitive performance in a complex civil trial. Jurors made compensatory awards when the evidence either strongly or modestly favored the plaintiffs. One hundred and twenty jury-eligible participants saw a videotape of a cognitively dense trial involving multiple plaintiffs. Notetakers, while showing superior cognitive performance over non-notetakers, were more effective decision makers when pre-instructed and facing less ambiguous evidence. Results indicated that notetaking when jurors are pre-instructed enhanced recall of probative evidence and resulted in fewer non-probabitive intrusions, which facilitated decision making on legally appropriate grounds. © 1997 John Wiley & Sons, Ltd. 相似文献
16.
LYNNE ZEAVIN 《The Psychoanalytic quarterly》2016,85(1):211-220
Inquiries in Psychoanalysis: Collected Papers of Edna O'Shaughnessy. By Edna O'Shaughnessy; edited by Richard Rusbridger. London/New York: Routledge, 2014. 342 pp. 相似文献
17.
REBECCA G. ADAMS JENNY BERGGREN LINDSAY DOCHERTY KARA RUFFIN CYNTHIA PFAFF WRIGHT 《Personal Relationships》2006,13(4):503-520
This research extends literature documenting gender differences in choice of quantitative or qualitative methods by examining whether men and women make different decisions regarding study design within one type of quantitative method—survey research. The population consists of 117 surveys (1960–1999) of older adults about friendship. We find that the use of communal methods, especially by women scholars, increased over time, and researchers who are women are more likely to use “communal” survey methods than researchers who are men. The gender difference in use of communal methods is not necessarily explained by essential differences between men and women or even by gender differences in commitment to feminist research as previous scholars have argued; rather, it is possibly explained by structured differences in access to resources to do agentic research. 相似文献
18.
LYNNE RUDDER BAKER 《Philosophy and phenomenological research》2002,64(3):592-598
Persons and Bodies develops and defends an account of persons and of the relation between human persons and their bodies. Human persons are constituted by bodies, without being identical to the bodies that constitute them—just as, I argue, statues are constituted by pieces of bronze, say, without being identical to the pieces of bronze that constitute them. The relation of constitution, therefore, is not peculiar to persons and their bodies, but is pervasive in the natural world. 相似文献
19.
A criterion-related validation was conducted to assess the validity of four aptitude tests and five tests of content taken directly from job tasks in predicting job sample performance of apprentices in eight skilled trades. Observed validities were above .40 (corrected for range restriction, validities averaged .52). Though there were large subgroup mean differences on both predictor and criterion measures, there was no evidence of significant differential prediction. 相似文献
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The impact of a request that examinees elaborate on their answers to a subset of items in a biodata instrument was evaluated. Four forms of a test in which different subsets of items are elaborated were randomly administered to 4 groups of examinees taking a pilot form of a selection instrument for a civil service position. Results indicated significantly lower scores on items for which elaborations were requested than the items for which no elaborations were requested. Lower scores were also observed for nonelaborated items when these items were embedded among those that were elaborated, and lower scores were found when the elaborated items were presented only in the first half of the test. Although the results suggest that requiring elaborated answers may reduce scores on biodata items, several practical and theoretical questions should be investigated to determine the utility of this approach as a method of reducing socially desirable responding. 相似文献