ON THE VALIDITY OF SUBJECTIVE MEASURES OF COMPANY PERFORMANCE

Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).     

MATCHING INDIVIDUALS TO OCCUPATIONS USING ABILITIES AND THE O*NET: ISSUES AND AN APPLICATION IN CAREER GUIDANCE

The Occupational Information Network (O*NET) is a modern computerized occupational database with the potential to be an important resource for numerous work-related applications. However, developing any O*NET-based application requires working through conceptual, methodological, and practical issues. This article discusses a set of major issues in the context of using the O*NET for person-occupation matching purposes, providing examples of how these issues were addressed in a systematic ability-based matching application developed for career guidance. Specifically, we (a) describe the O*NET and its potential for career guidance, (b) explain person-occupation fit and its positive consequences for individuals and organizations, (c) compare person-occupation fit with person-job fit, (d) discuss matching individuals to occupations empirically using abilities, (e) highlight issues faced in using the O*NJST in this process and give examples of how these issues were addressed in our matching application, and (f) evaluate the functioning of this example matching method.     

Assertion and its Constitutive Norms

Alston, Searle, and Williamson advocate the restrictive model of assertion , according to which certain constitutive assertoric norms restrict which propositions one may assert. Sellars and Brandom advocate the dialectical model of assertion , which treats assertion as constituted by its role in the game of giving and asking for reasons. Sellars and Brandom develop a restrictive version of the dialectical model. I explore a non-restrictive version of the dialectical model. On such a view, constitutive assertoric norms constrain how one must react if an interlocutor challenges one's assertion, but they do not constrain what one should assert in the first place. I argue that the non-restrictive dialectical perspective can accommodate various linguistic phenomena commonly taken to support the restrictive model. ¹     

Fostering Financial Independence Self-Efficacy in AFDC Recipients Participating in a Vocational Training Program

Participants in this study were 183 recipients of Aid to Families With Dependent Children who were referred to Hawaii's Job Opportunities and Basic Skills Program. The systematic employment of four methods for changing self-efficacy resulted in significant changes in participants' financial independence self-efficacy over a relatively short time.