EXPLAINING U.S. COURTS OF APPEALS DECISIONS INVOLVING PERFORMANCE APPRAISAL: ACCURACY, FAIRNESS, AND VALIDATION

Accuracy and due process perspectives were used to extend policy-capturing research concerning employment discrimination case law. Two-hundred ninety-five usable U.S. Circuit Court decisions concerning performance appraisal were located from 1980–1995. In both chi-square and multivariate LOGIT analyses, decisions were explained by: use of job analysis, provision of written instructions, employee review of results, and agreement among raters. Contrary to hypotheses, appraisal frequency and type (traits vs. behaviors or results) were unrelated to judicial decision. Rater training approached significance in chi-square analysis. Of other variables checked (e.g., type of discrimination claim, statutory basis, class action status, year of decision, circuit court, type of organization, purpose of appraisal, evaluator race and sex), only circuit court approached significance. We conclude that issues relevant to fairness and due process were most salient to judicial decisions; issues pertaining to accuracy were important, yet validation was virtually ignored in this sample of cases.     

ADAPTING TO ADAPTIVE TESTING

Computer adaptive testing (CAT) is a relatively recent innovation in large scale testing programs, but has had very limited application in private industry. This paper describes the development of a CAT for use by a large insurance company in selecting computer programmer trainees. Incumbents provided the calibration and evaluation data. The CAT led to increased item security, but did not decrease required testing time. Further, the CAT was found to be similar to a conventional, fixed-item test in reliability and validity. In addition to actual test results, computer simulated test data were used in a more detailed evaluation of the CAT's effectiveness. The concluding discussion notes the advantages and disadvantages observed from the use of adaptive testing.     

Sexual Attraction and Religious Therapists: Survey Findings and Implications

Five hundred Christian therapists returned surveys describing their beliefs and behaviors regarding sexual attraction and sexual expression toward their clients. Four groups of Christian therapists responded: psychologists, licensed therapists, nonlicensed therapists, and lay counselors. Christian therapists' responses are compared with those from a similar survey of 456 psychologists selected without regard to religious values. Most groups of Christian therapists are less likely than previously surveyed psychologists to report sexual attraction and fantasy toward clients, but the differences between Christian psychologists and other psychologists are minimal. Religious factors that may increase the stigma of admitting sexual attraction are considered.     

Behavioral Assessment of Job-Related Skills

An important aspect of finding and retaining employment is a person's level of occupational skills. Little information, however, is currently available on the comparative levels of job-related skills among both unemployed and successfully-employed adults. This study, using direct-observation techniques, analyzes the occupational skills of these two groups. The results show that employed adults performed significantly better than unemployed adults on each of 13 job-related skills assessed. These differences were found for both job-finding and job-retention skills. These assessment methods may be useful to employment counselors interested in helping their clients find and retain satisfactory employment.     

New Procedures for Analyzing Relational Communication

The purpose of this paper is to present a system for describing and indexing patterns of communication at the relational level, primarily in dyadic systems. Relational communication refers to the control aspects of message exchanges that define an interactor's relationships with others. The reciprocal definition of each individual's role at a given moment in the interaction is reflected in the relative control each individual has and/or is given by the other individual. The control-defining aspects of communication, rather than other information such communication may convey, is the focus of the coding system to be described. Further, the analysis deals with sequences of messages rather than individual messages, and attempts to index the control dimensions of those messages according to their similarity or difference. While previous interaction analysis techniques have been predominantly monadic in nature, i.e., single-message coding schemes, the present approach is based on a systems level of analysis. ¹ 1 See Rogers ( 9 ) for a detailed review and critique of existing interaction coding schemes.
     

Synthesizing Results From an Interest and a Personality Inventory to Improve Career Decision Making

This article illustrates how career counselors can integrate the results from two widely used instruments—the Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory—to enhance a client's decision-making ability.