THE MODERNITY OF CHRISTIAN THEOLOGY OR WRITING KIERKEGAARD AGAIN FOR THE FIRST TIME

From his first book forward, Stanley Cavell has responded to modernity's demands upon philosophic writing. He has also turned from time to time to remark on the situation of Christian speech or its theological elaboration, especially when commenting on Kierkegaard. Implicit in both gestures are questions about whether Christian theology has ever become modern in Cavell's sense—has ever responded to modernity as a crisis in its relation to received forms. If writers of Christian theology take nothing else from Cavell, they should at least carry away some sense of the demand that Kierkegaard puts on any theology written after him.     

Restructuring revised: A theoretical note on Ohlsson's mechanism of restructuring

A critique of Ohlsson's (1984) 'mechanism of restructuring' is forwarded through an elaboration of the way in which information is organized in memory and the resultant types of retrieval possible. A basic form of organization of information is outlined and two examples briefly considered to illustrate the implications of these proposals.     

THE CONTRIBUTION OF KINESIC ILLUSTRATORS TOWARD THE COMPREHENSION OF VERBAL BEHAVIOR WITHIN UTTERANCES

The study assessed the extent to which a speaker's visible body movements can improve verbal comprehension for listeners. Subjects responded to multiple-choice items designed to test their comprehension of 12 videotaped spoken utterances which had been obtained by asking speakers to describe either objects in motion (e.g., a tennis ball, a car, spraying water) or abstract concepts. The 60 subjects each responded to stimuli in one of three presentation conditions (audiovisual, audiovisual without lip and facial cues, and audio-alone) over four signal-to-noise ratios. The results indicated that: (1) visual cues can at times significantly improve comprehension scores, even with lip and facial cues not present; (2) visual cues are increasingly useful as noise is introduced; (3) visual cues assist the comprehension of certain grammatical types of verbal segments regardless of semantic content expressed in those type segments.     

RETEST EFFECTS ON IDENTICAL AND PARALLEL FORMS IN CERTIFICATION AND LICENSURE TESTING

Examinees who take credentialing tests and other types of high-stakes assessments are usually provided an opportunity to repeat the test if they are unsuccessful on initial attempts. To prevent examinees from obtaining unfair score increases by memorizing the content of specific test items, testing agencies usually assign an alternate form to repeat examinees. Given that the use of multiple forms presents both practical and psychometric challenges, it is important to determine if unwarranted score gains occur. Most research indicates that repeat examinees realize score gains when taking the same form twice; however, the research is far from conclusive, particularly within the context of credentialing. For the present investigations, two samples of repeat examinees were randomly assigned to receive either the same test form or a different, but parallel, form on the second occasion. Study 1 found score gains of about 0.79 SD units for 71 examinees who repeated a certification examination in computed tomography. Study 2 found gains of 0.48 SD units for 765 examinees who repeated a radiography certification examination. In both studies score gains for examinees receiving the parallel test were nearly indistinguishable from score gains for those who received the same test. Factors are identified that may influence the generalizability of these findings to other assessment contexts.     

USING WEB-BASED FRAME-OF-REFERENCE TRAINING TO DECREASE BIASES IN PERSONALITY-BASED JOB ANALYSIS: AN EXPERIMENTAL FIELD STUDY

We identify sources of biases in personality-based job analysis (PBJA) ratings and offer a Web-based frame-of-reference (FOR) training program to mitigate these biases. Given the use of job analysis data for the development of staffing, performance management, and many other human resource management systems, using biased PBJA ratings is likely to lead to a workforce that is increasingly homogenous in terms of personality but not necessarily a workforce with improved levels of performance. We conducted a field experiment (i.e., full random assignment) using 2 independent samples of employees in a city government and found evidence in support of the presence of biases as well as the effectiveness of the proposed solution. Specifically, FOR training was successful at decreasing the average correlation between job incumbents' self-reported personality and PBJA ratings from .27 to .07 (administrative support assistants) and from .30 to .09 (supervisors). Also, FOR training was successful at decreasing mean PBJA ratings by d = .44 (administrative support assistants) and by d = .68 (supervisors). We offer the entire set of Web-based FOR training materials for use in future research and applications.     

AGE AND VOLUNTARY TURNOVER: A QUANTITATIVE REVIEW

The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959-1993 and contains 46 samples with a total of 42,625 individuals, meta-analyses were performed. In contrast to previous reviews (Cotton & Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero ( p = -.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organization.