PREDICTION OF TRADES APPRENTICES'PERFORMANCE ON JOB SAMPLE CRITERIA

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.     

IN DEFENCE OF NATURAL DAYLIGHT

Objects appear different as the illumination under which they are perceived varies. This fact is sometimes thought to pose a problem for the view that colours are mind‐independent properties: if a coloured object appears different under different illuminations, then under which illumination does the object appear the colour it really is? I argue that given the nature of natural daylight, and certain plausible assumptions about the nature of the colours it illuminates, there is a non‐arbitrary reason to suppose that it is under natural daylight that we are able to perceive the real colours of objects.     

THE DIVERSITY–VALIDITY DILEMMA: OVERVIEW AND LEGAL CONTEXT

Due to racioethnic and sex subgroup differences on predictor scores in many selection procedures, it is difficult for organizations to simultaneously maximize the validity of their selection procedures and hire a diverse workforce. One response to this diversity–validity dilemma is to revise the selection procedures, an approach developed by Ployhart and Holtz (this issue, 2008) . A second possible response is to use affirmative action to increase workforce diversity, an approach developed by Kravitz (this issue, 2008) . This paper briefly presents the legal context that motivates and constrains these approaches. We begin by defining key terms, describing adverse impact, and outlining the burden of proof in adverse impact cases. We then turn to the use of racioethnic minority and female preferences, summarizing some key court decisions and the conditions under which private and public employers may use preferences.     

Race,social relationships,and mental health

Researchers often assume that the extent, quality, and effectiveness of personal relationships explain why African Americans have relatively good mental health despite experiencing high levels of stress. This study tests this assumption using data from the 1990–1992 National Comorbidity Survey. Few racial differences emerge in patterns of social relationships, and the nature and quality of social relationships do not explain African Americans’ resiliency on mental health. Several aspects of social relationships benefit African Americans’ mental health more than Whites’, but these moderating effects are insubstantial. Hence, the data do not support the assumption. If social relationships help explain the lack of racial differences in mental health, their nature and effects must be more adequately conceptualized.     

INTEGRATING ERRORS INTO THE TRAINING PROCESS: THE FUNCTION OF ERROR MANAGEMENT INSTRUCTIONS AND THE ROLE OF GOAL ORIENTATION

Error management training explicitly allows participants to make errors. We examined the effects of error management instructions ("rules of thumb" designed to reduce the negative emotional effects of errors), goal orientation (learning goal, prove goal, and avoidance goal orientations) and attribute x treatment interactions on performance. A randomized experiment with 87 participants consisting of 3 training procedures for learning to work with a computer program was conducted: (a) error training with error management instructions, (b) error training without error management instructions; and (c) a group that was prevented from making errors. Results showed that short-and medium-term performance (near and far transfer) was superior for participants of the error training that included error management instructions, compared with the two other training conditions. Thus, error management instructions were crucial for the high performance effects of error training. Prove and avoidance goal orientation interacted with training conditions.