Young Children's Creative Solutions To Realistic and Fanciful Story Problems

This study examined the creative problem solving of young children as evidenced in their responses to realistic and fanciful stories posing similar problems (i.e., key character trapped and in need of rescue). One-hundred young children listened to two stories; one about a puppy trapped in a hole (realistic) and one about a prince caught in a tower (fanciful). The children were asked to complete the stories by thinking of ways to get the puppy or the prince out. The children's responses were scored for fluency (number), elaboration (detail), flexibility (conceptual shifts), originality (novelty), effectiveness, and realism. Overall, the results suggest that the children's performance improved with age and experience, although their solutions tended to remain ineffective and unoriginal. As predicted, the children strongly preferred the puppy to the prince story, although preference did not generally affect their creative performance. The practical and theoretical implications of the study are discussed and suggestions for future research are presented.     

Long‐term partners' relationship satisfaction and their perceptions of each other's attachment insecurities

In this research, we examined actors' and partners' perceptions of each other's attachment insecurities and the associations of these perceptions with relationship satisfaction. A sample of 148 heterosexual couples completed measures of self and partner attachment insecurities and relationship satisfaction. Results indicate that partners agree in their perceptions of their own and each other's attachment insecurities (anxiety and avoidance). Based on the actor–partner interdependence model (APIM), we also found that both actors' scores on avoidance and their perceptions of their partner's degree of avoidanc are associated with lower relationship satisfaction. Finally, we found that the way an actor perceives his or her partner's avoidance plays a mediational role in the association between partner's self‐reported avoidance and actor's relationship satisfaction.     

EVIDENTIARY STANDARDS IN EMPLOYMENT DISCRIMINATION: A VIEW TOWARD THE FUTURE

This article reviews recent changes in evidentiary standards in employment discrimination litigation as they relate to disparate impact theory. Precedents established in Watson v. Fort Worth Bank and Wards Cove Packing Co. v. Atonio , altering the employee's and the employer's responsibilities in discrimination cases are analyzed. In reaction to these and other Supreme Court rulings, Congress introduced a civil rights bill which was eventually signed into law after numerous compromises. The debate surrounding the development of the 1991 Civil Rights Act and the legislation itself are reviewed. With respect to disparate impact, the Act addresses the criteria for establishing a prima facie case (causation), burden of proof standards, and a definition of business necessity. However, a close reading of the Act and a review of recent disparate impact cases suggest the causation and business necessity issues are not fully resolved. Potential implications for managing personnel decision systems in this new environment are discussed.     

Client-Oriented Interactional Behaviors for Professional-Client Settings

The outcomes of professional-client relationships are often less satisfactory than one would expect them to be. This study suggested that professionals using client-oriented interaction behaviors grounded in the interactional view (Reusch & Bateson, 1968; Watzlawick, Beavin, & Jackson, 1967) would be rated as more effective than those who did not. A field study of computer professionals revealed that highly rated professionals used client-oriented communication behaviors more frequently than their counterparts who were rated lower. Moreover, the client-oriented interactional behaviors provided substantial discrimination between high- and low-performing professionals.     

ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS?

This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial-level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applicant performance nor was applicant–interviewer similarity with regard to gender and race. These findings address past inconsistencies in research on demographic similarity effects in employment interviews and demonstrate the value of using highly structured interviews to minimize the potential influence of applicant demographic characteristics on selection decisions.