THE PRACTICE OF COMPETENCY MODELING

The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services: competency modeling. The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2-year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10-dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.     

Enriching the Inoculation Construct The Role of Critical Components in the Process of Resistance

This investigation tested the effectiveness of inoculation treatments on 790 participants. The study probed the relationship between threat and involvement, their role in inoculation, and the nature of cognitive processes triggered via inoculation. The pattern of results suggests that inoculation elicits threat, threat contributes to resistance, and resistance is most pronounced for more involved receivers and on behalf of more involving topics. Finally, the results shed additional light on the process of inoculation but revealed a process considerably more intricate than was initially predicted. Structural equation analyses indicated that inoculation and involvement exert parallel, but independent, effects throughout the process of resistance. Both contributed directly to resistance, and both indirectly furthered resistance, but along unique paths. Whereas inoculation elicited receiver threat, which indirectly enhanced resistance through its sizable and immediate impact on Phase 2 attitudes, involvement contributed to the process of counterarguing and, thus, exerted a delayed indirect impact on Phase 3 attitudes.     

Should I Brag? Nature and Impact of Positive and Boastful Disclosures for Women and Men

What is the nature of a “positive” disclosure versus a “boastful” one? How are those who use these different types of disclosures differentially construed? A set of three studies was designed to investigate three general issues. Study 1 asked respondents to rate characters who disclosed in a boastful, positive, or negative fashion. Boasters and positive disclosers were viewed as more competent than negative disclosers, negative and positive disclosers were viewed as more socially sensitive than boasters, and positive disclosers were best liked. In Study 2, the gender of the target disclosing positively or boastfully was manipulated. Compared to the boaster, the positive discloser was rated as more socially involved and feminine (less masculine) but less competent. Polarized judgments were made by both genders. Study 3 had individuals generate “boasts” and “positive statements.” The few gender differences that emerged suggest that although females’ bragging strategies may be less extreme or extensive, it is only when gender information is known that the brags of men and women are differentially construed. The present work suggests that men and women, as perceivers, may differentially activate cognitive structures (involving social involvement and femininity, on one hand, and competence and masculinity, on the other) when evaluating men versus women. The nature of the communication itself (boasts being perceived as more masculine and positive disclosures as more feminine) may exacerbate such differential activation in the construction of “mental models” of another's communication.     

Indexes of Psychological Well-Being and Role Commitment Among Working Women

The purpose of this study was to compare level of work role commitment with indexes of psychological well-being among multiple-role working women.