Utility, Subjectivism and Moral Ontology

The paper seeks to show that underlying Bentham's concept of utility is a commitment to a criterion or principle of moral status distinguishing morally relevant beings from the morally irrelevant. Further, that the notion of moral status is ultimately inconsistent with Bentham's utility; that it implies something like a Kantian ethic barring the use of morally relevant beings as mere means to some other's satisfaction, an ethic which suitably interpreted may be more useful in defence of some concerns for which Bentham has traditionally been cited, animal rights for example. The paper concludes by noting the history and politics of moral status and argues that the concept involves a fusion of fact and value, the empirical and the evaluative, undermining assumptions of a rigid separation of the two and the consequent essential subjectivity of the latter.     

PRIOR SELECTION CAUSES BIASED ESTIMATES OF STANDARDIZED ETHNIC GROUP DIFFERENCES: SIMULATION AND ANALYSIS

Assessment of standardized ethnic group differences ( d ) on predictors of job performance has become an important issue for applied psychologists. A number of studies have used an experimental design in which the predictor of interest was administered after an initial screening predictor. We examined the influence of prior selection on a first predictor on observed ds for second predictors in multiple-hurdle selection systems. Results of a Monte Carlo simulation indicate observed dson the second predictor are underestimated in the presence of prior selection on another predictor. More important, "downward bias" in observed standardized ethnic group difference is substantial (30-70%) when selection ratios are low, standardized ethnic group differences on the screening predictor are high, and when the first and second predictors correlate above .30. Researchers should consider the influence of range restriction in designing studies of ethnic group differences and comparing ds across predictors, particularly when data are collected under a multiple-hurdle design.     

DO PEOPLE MAKE THE PLACE? AN EXAMINATION OF THE ATTRACTION-SELECTION-ATTRITION HYPOTHESIS

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six-factor structure that appears consistent with the second-order factors from other respectable personality measures. This suggests that the second-order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.     

EMPLOYEE REACTIONS TO PERFORMANCE STANDARDS: A REVIEW AND RESEARCH PROPOSITIONS

Although the use of evaluative performance standards is common in most organizations, research in our field has focused almost exclusively on selection standards (and predictor cut-off scores), rather than standards for subsequent performance. This review considers aspects of the performance standard-setting process that influence incumbents' job reactions, specifically in terms of motivated performance and job satisfaction. We draw upon the following literatures to specify future research needs and directions: goal setting, feedback and framing, performance expectations, job satisfaction, and utility analysis. The result is an outline of research propositions concerning the acceptance of performance standards, the content of performance standards, the communication of standards, and the difficulty levels of those standards.     

Social control,social support,and companionship in older adults' family relationships and friendships

Social control, social support, and companionship represent basic elements of many close relationships, yet we know relatively little about how these distinctive elements separately and jointly influence relationship quality. Control and support may have incompatible effects, with efforts by a family member or friend to influence a focal person's behavior undermining the sense of support in the relationship. We examined the implications of control, support, and companionship for the perceived quality of older adults’family relationships and friendships in a sample of 180 older adults. Analyses indicated that the participants’family members and friends were differentially involved in performing control, support, and companionship functions. In addition, perceived relationship quality appeared to be anchored in somewhat different functions for family members versus friends. The perceived quality of family ties was related to emotional support, companionship, and social control, whereas the perceived quality of ties with friends was related to emotional support, instrumental support, and companionship. Contrary to expectation, we found no evidence that social control detracted from perceived relationship quality or that social control interacted with social support in predicting relationship quality. The results help to extend existing knowledge of relationship specialization in later adulthood, and they underscore the usefulness of distinguishing social control, social support, and companionship.     

New Procedures for Analyzing Relational Communication

The purpose of this paper is to present a system for describing and indexing patterns of communication at the relational level, primarily in dyadic systems. Relational communication refers to the control aspects of message exchanges that define an interactor's relationships with others. The reciprocal definition of each individual's role at a given moment in the interaction is reflected in the relative control each individual has and/or is given by the other individual. The control-defining aspects of communication, rather than other information such communication may convey, is the focus of the coding system to be described. Further, the analysis deals with sequences of messages rather than individual messages, and attempts to index the control dimensions of those messages according to their similarity or difference. While previous interaction analysis techniques have been predominantly monadic in nature, i.e., single-message coding schemes, the present approach is based on a systems level of analysis. ¹ 1 See Rogers ( 9 ) for a detailed review and critique of existing interaction coding schemes.
     

Consulting with teachers: a systematic approach

Many counselors need and want to reach more students through effective counsultation with teachers. While the desirability of consulting has been established in the literature, the counselor may be concerned about how to begin a consulting role and how to develop a consulting relationship with teachers. Beginning a consulting role may be simple and informal. The use of systematic procedures should aid the counselor in developing the consulting relationship. Systematic consulting procedures, along with the all-important attitude of the consultant, are illustrated through two cases.     

TESTING FOR FAIRNESS WITH A MODERATED MULTIPLE REGRESSION STRATEGY: AN ALTERNATIVE TO DIFFERENTIAL ANALYSIS1

It is argued that analyses of subgroup differences utilizing a bivariate correlation strategy do not provide an adequate examination of test fairness. An analysis of differential prediction, which involves slopes and intercepts of regression lines results in more complete coverage of the test fairness issue, since the overall regression line determines the way in which a test is used for prediction. While subgroup correlation coefficients yield information concerning the slopes and intercepts, means and standard deviations must also be examined. A moderated multiple regression strategy is recommended as an alternative to separate analyses by subgroups. An ordered step-up regression procedure is presented which is more encompassing than the bivariate strategies, while avoiding inherent problems associated with subgroup coding in multiple regression.