ITEM BIAS INDICES BASED ON TOTAL TEST SCORE AND JOB PERFORMANCE ESTIMATES OF ABILITY

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.     

Romantic involvement,self-discrepancy,and psychological well-being: A preliminary investigation

In this study, we explored the relation between romantic involvement status, actual/Ideal self-discrepancy, and psychological well-being. We hypothesized that romantically involved individuals would report being closer to their ideal selves than would romantically uninvolved individuals. We also hypothesized that the reduced self-discrepancy reported by romantically involved individuals would be related to their experiencing higher levels of psychological well-being in comparison to romantically uninvolved individuals. Romantically involved and romantically uninvolved subjects rated their actual selves, closeness to their ideal selves, and psychological well-being. Results were consistent with both hypotheses. Although romantically involved and romantically uninvolved subjects did not differ in ratings of their actual selves, romantically involved subjects reported being significantly closer to their ideal selves. Furthermore, romantically involved subjects tended to report higher psychological well-being.     

Cinematic Creativity and Production Budgets: Does Money Make the Movie?

Although filmmaking requires substantial capital investment, it is not known whether cinematic creativity is positively correlated with the size of the film's budget. Therefore, budgetary impact was investigated in a sample of feature films released between 1997 and 2001. Although production costs were positively related to box office success (as measured by both first weekend and gross), such expenditures had no correlation with best picture awards and were negatively correlated with critical acclaim (as gauged by both film reviews and movie guide ratings). These divergent consequences could be partly interpreted in terms of how the budget and success criteria differentially correlated with what have been identified as the four creative clusters of filmmaking, namely, the dramatic, visual, technical, and musical.     

Marketing Parochial Schools: Does Marketing Theory Contribute to Effective Practice?

Two earlier contributions have examined key issues addressing the marketing of parochial schools. Wrenn and Kotler (1993) propose that the marketing of church-related schools represents a case of social exchange activity. By contrast, Penner (1993) identifies two fundamental limitations to the application of marketing principles to parochial education, namely, role and function conflict. The present article seeks to consider the conceptual contribution of those two articles and to examine additional elements that are critical to the discussion but were not adequately addressed in the two prior articles. The article concludes by suggesting future research of potential relevance in the marketing of parochial education.     

Creativity in the Workplace: People,Problems, and Structures

In a dynamic global economy, creativity and innovation are essential requirements for organizational success. Creativity, unfortunately, has not always been seen as playing an important role in the design and structure of organizations. In this article, we argue that creativity and innovation are key requirements for the growth and adaptation of organizations. Subsequently, we review a series of articles, appearing in this issue, about how we might encourage creativity and innovation in the workplace. Some potentially useful directions for future research are discussed along with the methodological issues likely to arise as we seek to understand creativity in the workplace.