An Evaluation of the Psychometric Properties and Criterion Validity of the Religious Social Support Scale

This study evaluates the psychometric properties and criterion validity of the Religious Social Support (RSS) Scale in a diverse, representative community sample of new mothers ( N = 1,156). Results indicated that two factors best represented the RSS. Criterion validity was established by demonstrating that the RSS was associated with relational and health outcomes. However, these associations were reduced to statistical insignificance once a general measure of social support was included as a covariate. There were no indications that race moderated either the psychometric properties of the RSS or the relationships between social support and outcomes. Qualitative analyses indicated that religious social support is a salient construct in the lives of women that we studied and suggested ways to improve future developments of RSS scales.     

LANGUAGE,MIND, AND WORLD: CAN'T WE ALL JUST GET ALONG?

Abstract: This article addresses recent claims made by Richard Rorty about antirepresentationalist theories of meaning. Rorty asserts that a faithful rendering of the core antirepresentationalist assumptions precludes even revised pieces of representationalist semantics like “refers” or “true” and epistemological correlates like “answering to the facts.” Rorty even asserts that such notions invite reactionary authoritarian elements that would impede the development of a democratic humanism. I reject this claim and assert that such notions (suitably constructed) pose no greater threat to democratic humanism than the alternatives and in fact are crucial to its maintenance and continuing success. These notions (suitably constructed) reflect a metatheoretical stance that I call “openness,” which I believe lies at the heart of both democratic humanism and the pragmatism from which Rorty claims to take his inspiration.     

FROM PAPER TO PIXELS: MOVING PERSONNEL SURVEYS TO THE WEB

Practitioners are not adequately prepared to handle concerns related to the acceptability of the online survey medium from the worker's viewpoint because the literature has only begun to address this issue. This study assessed reactions to Web-based questionnaires while moving an organization's climate survey online. Initial questions, posed via a paper-and-pencil instrument, gathered opinions concerning online surveys ( n = 437). A Web-based climate survey was then created and piloted (n = 98). Afterwards, die finalized instrument was administered ( n = 403), and a follow-up questionnaire was disseminated ( n = 175) to further gauge workers' reactions. Despite some initial anonymity concerns, most personnel were amenable to online surveying, and the Web-based medium did not appear to discourage participation from any subgroup (based on gender, race, military versus civilian classification, and workgroup size comparisons). This article, which is intended for practitioners considering the transition to Web-based surveys as well as those interested in evaluating and improving current Web-based survey processes, outlines issues regarding online survey implementation, offers a tool for evaluating survey software, and concludes with lessons learned and avenues for future research/practice.     

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