Types,Tokens, and Talk about Musical Works

It has recently been suggested that the type/token theorist concerning musical works cannot come up with an adequate semantic theory of those sentences in which we purport to talk about such works. Specifically, it has been claimed that, since types are abstract entities, a type/token theorist can only account for the truth of sentences such as “The 1812 Overture is very loud” and “Bach's Two Part Invention in C has an F‐sharp in its fourth measure” by adopting an untenable semantic claim: namely, that the predicates in such sentences, once applied to musical works, undergo a systematic shift in their meanings. This article is a sustained explanation of why our talk about musical works in fact provides no problem for the type/token theorist. First, we demonstrate that the aforementioned “meaning shift” approach to the sentences’ predicates is well motivated and very credible. Second, we explain how the type/token theorist can adopt the best available version of an alternative, generic quantificational approach to such sentences. Third, we establish that other semantic theories, presented as undermining the type/token theory by giving us a reason for adopting eliminativism about types, are much less theoretically virtuous than the two theories that a type/token theorist can freely adopt.     

WORK SAMPLE TESTS IN PERSONNEL SELECTION: A META‐ANALYSIS OF BLACK–WHITE DIFFERENCES IN OVERALL AND EXERCISE SCORES

Work sample exams are generally thought to have either low or comparatively low levels of ethnic group differences when used for personnel selection. Such exams are sometimes called “simulation exercises” and involve having applicants perform a set of tasks that are similar to those performed on the job. The nearly ubiquitous meta‐analytic value of Black–White subgroup differences in the literature is d= .38. Unfortunately, this estimate is plagued by a variety of problems (e.g., range restriction, inclusion of nonwork sample tests). Further, there are virtually no analyses that examine how the saturation of different constructs influence work sample tests. We gathered available data for Black–White ethnic group differences and found that overall work sample differences were markedly larger for samples of job applicants (d= .73) than previously thought. We also examined how different exercises and saturation of different constructs influenced work sample ds. For example, work sample test ratings of cognitive and job knowledge skills were associated with a mean observed d= .80, whereas ratings of various social skills were associated with mean observed ds that varied from .21 to .27. We urge scientists and practitioners to consider both the method and the constructs that are targeted when forecasting predictor ds.     

The dilution effect: judgmental bias,conversational convention,or a bit of both?

This study explored competing normative interpretations of the dilution effect: the tendency for people to underutilize diagnostic evidence in prediction tasks when that evidence is accompanied by irrelevant information. From the normative vantage point of the intuitive statistician, the dilution effect is a judgmental bias that arises from the representativeness heuristic (similarity-matching of causes and effects). From the normative prospective of the intuitive politician, however, the dilution effect is a rational response to evidence presented in a setting in which Gricean norms of conversation are assumed to hold. The current experiment factorially manipulated conversational norms, the degree to which diagnostic evidence was diluted by irrelevant evidence, and the accountability of subjects for their judgments. Accountable subjects demonstrated a robust dilution effect when conversational norms were explicitly primed as well as in the no-priming control condition, but no dilution when conversational norms were explicitly deactivated. Non-accountable subjects demonstrated the dilution effect across norm activation conditions, with the strongest effect under the activation of conversational norms. Although the results generally support the conversational-norm interpretation of dilution, the significant dilution effect among non-accountable subjects in the norm-deactivated condition is more consistent with the judgmental-bias interpretation.     

TOWARD BETTER META‐ANALYTIC MATRICES: HOW INPUT VALUES CAN AFFECT RESEARCH CONCLUSIONS IN HUMAN RESOURCE MANAGEMENT SIMULATIONS

Simulations and analyses based on meta‐analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta‐analytic values estimates for validity and group differences (i.e., ρ and δ, respectively) used in such matrices often vary in the extent to which they are affected by artifacts and how accurately the values capture the underlying constructs and the appropriate population. We investigate how such concerns might influence conclusions concerning key issues such as prediction of job performance and adverse impact of selection procedures, as well as noting wider applications of these issues. We also start the process of building a better matrix upon which to base many such simulations and analyses in staffing research. Finally, we offer guidelines to help researchers/practitioners better model human resources processes, and we suggest ways that researchers in a variety of areas can better assemble meta‐analytic matrices.     

THE EVALUATION OF AN INTEGRATED APPROACH TO MEASURING ORGANIZATIONAL PRODUCTIVITY

This research describes a new approach to the measurement and enhancement of organizational productivity entitled the Productivity Measurement and Enhancement System (ProMES). Various conceptual issues regarding productivity are briefly reviewed and the system is described. Research is reported in which productivity measures using this approach were developed and evaluated in five organizational units. The measures from the system were then used to give group-level feedback, followed by group goal setting and group incentives. Results indicated that unit personnel were cooperative in developing and using the system and that the system had good psychometric characteristics. Feedback increased productivity 50%, and feedback with the addition of goal setting and incentives increased productivity 75% and 76%, respectively. The approach to measuring productivity has several unique features. For example, it combines all the functions of a unit into a single index of productivity that reflects