Integrating Qualitative and Quantitative Research Methods: A Research Model

A historical antagonism between proponents of qualitative methods and quantitative methods has prevented recognition of the benefits to be gained by employing both methods (that is, a multi-method approach) during the same study or program of studies. Increasingly, family therapy researchers have begun to recognize the value of a multi-method approach in bridging the current gaps among theory, research, and practice. However, current writings have yet to move beyond the discussion stage. This article proposes a bidirectional continuum that includes both qualitative and quantitative methods. An ethnographic content analysis approach is presented to illustrate the procedural stages of this continuum. The article ends with a discussion of the challenges in carrying out a bidirectional, multi-method approach and the potential contributions that an integrative research methodology will give both researchers and clinicians.     

A FIELD STUDY OF PERFORMANCE APPRAISAL PURPOSE: RESEARCH- VERSUS ADMINISTRATIVE- BASED RATINGS

Many researchers have discussed the theoretical and practical importance of rating purpose. Nevertheless, the body of empirical studies, the majority of which were conducted in a laboratory setting, focus on leniency. There has been little research on other effects of rating purpose. The present study examines 223 ratees in a field setting for whom there were both administrative-based performance appraisal ratings (which were actually used for personnel decisions) and research-based performance appraisal ratings (obtained for a validation study). Two of the hypotheses were supported; administrative ratings were more lenient than research-based ratings. The administrative-based ratings demonstrated a statistically significant relationship with ratee seniority, while the research-based ratings did not. There was mixed support for a third hypothesis: Research ratings were significantly correlated with a predictor, while the administrative ratings were not. The difference between the validity coefficients, however, was not significant. Contrary to the hypothesis, the rank order between administrative-based and research-based ratings was relatively high ( r = 33).     

Rethinking Sadomasochism: Feminism,Interpretation, and Simulation

In reexamining the “sex war” debates between radical feminists and lesbian feminist sadomasochists, I find that the actual practice of sadomasochism provides the basis for a philosophically more complex position than has been articulated. In response to the anti-SM radical perspective, I develop a distinction between simulation and replication of patriarchal dominant/submissive activities. In light of this important epistemological and ethical distinction, I claim that the radical feminist opposition to SM needs reassessment.     

Credentialing Career Counselors

The credentialing of career counselors is an important step in ensuring quality service to individuals entering the work environment for the first time as well as individuals making midlife career changes. With over 50 million jobs changing in the next two decades, the need for credentialed career counselors is expected to multiply.     

Psychopathology in childhood and adolescence as reflected in projected afterimage serials

A serial visual afterimage (AI) test was administered to 136 normal and 75 anxiety-ridden children 4–16 years of age. The scoring of the AI serials involved signs of primitive functioning (size-constant and positive AIs), anxiety (large and dark AIs together with primitive AIs in older children) and process discontinuity (intermittent regressions to small, positive, or physiognomic AIs). Differences between normal and clinical children were generally highly significant in these respects. Special attention was directed to the difference between subjects with intermittent regressions to primitive functioning and subjects where regression represented a lasting functional alternative. The former subjects were more often characterized by paroxysmal or primary anxiety.     

Misperceptions of Motivation of Economically Disadvantaged Employees in Work Settings

The present study was designed to assess the cross-cultural perceptions of appropriate and inappropriate behaviors for three sets of role relationships. Employers and economically-disadvantaged job trainees were asked to rate the appropriateness of various behaviors for superordinate/subordinate, subordinate/superordinate, and peer/peer relationships. Results suggest that job trainees perceived the role of a superordinate as being more punitive, more deceitful, and less friendly than the employers thought would be appropriate. The findings are discussed in light of the concept of “ecosystem distrust”.     

CONVERGENCE AMONG DATA SOURCES, RESPONSE BIAS, AND RELIABILITY AND VALIDITY OF A STRUCTURED JOB ANALYSIS QUESTIONNAIRE

Research examined both the Position Analysis Questionnaire (PAQ) and the possible analyst sources for gathering job analysis information. 25 state government jobs were examined using job incumbents, supervisors, job analysts, and a comparison group of college students. Reliability and validity (judge convergence and prediction of present pay levels) information was determined for each of the four analyst categories. Results indicate that there is little difference between analyst sources, including students, in terms of their ability to reliably analyze a job using the PAQ. Convergent validity results showed a high degree of agreement among all judge categories when summing item frequencies across all 25 jobs. The prediction of present pay levels was significant for all judge categories but was noticeably smaller than previously reported studies. This seemed to be primarily due to the restriction in salary range of the present study. An analysis of judge response bias showed that supervisors and incumbents rate all or most PAQ items higher than their analyst counterparts. These findings suggest that who furnishes responses to a job analysis inventory makes little practical difference. The exception is that the determination of pay levels and human requirements for test construction purposes should be viewed with caution when different analyst sources are utilized for different jobs.