LOG-LINEAR MODELING IN PERSONNEL RESEARCH

Log-linear modeling is a discrete multivariate statistical technique that is designed specifically for analyzing data when both the independent and dependent variables are categorical or nominal. The purpose of this paper is to demonstrate the utility of this technique in personnel research. The paper (a) discusses behavioral areas of application, (b) compares log-linear modeling with chi-square and regression analysis, (c) presents the basic principles and hypotheses of log-linear modeling, and (d) shows how the technique is used.     

Developing and Using Educational and Psychological Tests and Measures: The Unificationist Perspective

This article presents a critical review of traditional testing practices and offers the unificationist perspective as the next logical step in the evolution of psychological and educational measurement. Building on the notion that any activity involving testing should be unified under the rubric of the scientific method, the unificationist view is defined and contrasted to traditional test validation strategies. Implications for test development and for the use of tests and measures in counseling (e.g., interest inventories, personality measures) are delineated from the unificationist perspective.     

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.     

Self‐Supervisor Agreement: The Influence of Feedback Seeking on the Relationship Between Self and Supervisor Ratings of Performance1

Self‐assessment research has continued to search for those factors that increase self‐other rating agreement. The current field study investigated the feedback‐seeking strategies (i. e., monitoring and inquiry) used by 125 employees to obtain performance information, as well as the relationship between feedback‐seeking strategy use and self‐supervisor performance‐rating agreement. Results indicate that the frequency of monitoring reported by employees significantly moderated the relationship between self and supervisor ratings of performance. Individuals who reported higher levels of feedback seeking through monitoring were more likely to have self‐assessments that were congruent with their supervisors' ratings of performance.     

DISENABLING LEVY'S FRANKFURT‐STYLE ENABLING CASES

Recently, Neil Levy has proposed that an agent can acquire freedom‐relevant agential abilities by virtue of the conditions in which she finds herself, and in this way, can be thought of as partially constituted by those conditions. This can be so even if the agent is completely ignorant of the relevant environmental conditions, and even if these conditions play no causal role in what the agent does. Drawing upon these resources, Levy argues that Frankfurt‐style examples are not cogent. In this paper, we explain why his argument fails.