The role of item extremity in the emergence of keying-related factors: an exploration with the life orientation test

Keying-related factors in psychological scales are variously interpreted substantively or as products of violations of the assumptions underlying item keying. The present study investigated whether the extremity of the wording of items may contribute to the emergence of item-keying factors in a commonly used psychological scale. Respondents (N = 277) completed the Life Orientation Test (M. F. Scheier & C. S. Carver, 1985) in either its original or modified, more moderately worded form. Results indicate that the interaction of item extremity and item keying significantly affected subscale means and, more important, that the more moderately worded scale was substantially more unidimensional. Results are explained partially through the association of lesser and greater extremity with the tendency for some respondents to agree or disagree with items irrespective of keying direction. These results, although demonstrated in only 1 scale, have potential relevance to any scale comprising positive and negative items.     

The non-monotonicity of the psychometric function in recognition memory

The technique of using the signal detectability theory parameter d’ as a measure of trace strength in recognition memory is extended in a decision-making model that predicts that a S’s psychometric function lp(Y/s) plotted against stimulus intensity / will have a peak for intermediate values of trace strength when the S has a bias towards a “Yes” response. An experiment is reported where Ss were required to recognize previously presented nonsense syllables under a number of pay-off conditions designed to give different groups of Ss different response biases. The predictions of the model were confirmed. It is suggested that a S’s discriminability and response bias parameters may not be as stable as previous studies, that pool large samples of data, have indicated, and the results also provide support for a two-stage model of recognition, where a preliminary estimate of the trace strength of an item is obtained before the location of the response criterion is decided.     

To Think and to Speak of the Living God: Katherine Sonderegger's Systematic Theology,Volume 2

This review of the second volume of Katherine Sonderegger's Systematic Theology reflects upon its several extraordinary features before exploring in some detail the theological account of Scripture integrated into its argument. The possibility of unfolding a metaphysically robust account of God's immanent triune life on the basis of the biblical witness turns upon a highly distinctive view of the Bible and its relation to God's own being.     

What Does it Mean to call God Good?

Contemporary expositions of God's goodness commonly err either (1) by subjecting God to moral laws, which is to question His sovereignty, or (2) by failing to establish that God will always act in accordance with moral principles, which removes the theist's ability to appeal to God's goodness in response to problems of evil. Current attempts at intermediate positions which avoid these two problems fall short. In this paper, I aim to construct a better intermediate position and account of God's goodness. I do this by claiming that God's ability to create is best explained in terms of God's self-love. Since God, as the greatest possible being, must be able to create, He must love Himself. I argue that this in turn entails that God loves all things, since by loving Himself, God loves the pre-existent ideas of everything that will come to exist, and by extension the things themselves. This, I argue, allows us to have confidence that God will act in accordance with moral principles, but without subjecting Him to moral laws.     

Post-traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans

A significant percentage of veterans suffer from post-traumatic stress disorder (PTSD). Veterans are often directed to social media platforms to seek support during their transition to civilian life. However, social media platforms are increasingly used to aid in hiring decisions, and these platforms may make veterans’ PTSD more discoverable during the hiring process. Based on social identity theory and identity management theory, the integrated suspicion model, and the stigma literature, we conducted four studies that examine veterans’ PTSD disclosures on social media and the consequences in the hiring process. Study 1 suggests that 16%–34% of veterans included cues related to PTSD status on social media. Study 2, based on 290 upper-level business students, shows that veterans with PTSD were more stigmatized than veterans without PTSD, and stigmatization is associated with more suspicion and lower hiring-related ratings (of expected task performance, expected organizational citizenship behaviors (OCB), expected counterproductive work behaviors (CWB), and intention to interview). Study 3, based on 431 working professionals with hiring experience, further supports relationships from Study 2. Study 4, based on 298 working professionals, identifies peril (i.e., perceptions regarding danger) as an additional mediator for the effects of PTSD on hiring-related ratings. In sum, we identify and explore the identity management conundrum that social media disclosure poses for veterans with PTSD in the hiring process and discuss potential remedies and avenues for future research.     

Personality-performance correlations at work: Individual and aggregate levels of analyses

In the occupational community, there is a widespread faith in the utility of personality assessment for selection, development, etc. This faith has been immune to arguments, supported by empirical evidence, regarding the poor correlation between personality and performance in the workplace (these correlations rarely exceed the 0.2–0.3 level). The difference between perception of utility and the actual empirical reality is large. We investigated one possible source of this perceived-actual discrepancy. In two separate samples, we compared the magnitude of validity coefficients from individual and aggregate (i.e. organizational) levels. Our results indicated that strong actual personality-performance correlations exist at the aggregate level of analysis, but not at the individual level of analysis. We suggest that this aggregate-individual correlation discrepancy may, in part at least, account for the perceived-actual discrepancy noted above. We conclude that the continued faith in personality testing in the workplace may be a consequence of test users' sensitivity to actual aggregate level personality-performance correlations. However, we warn of the danger of drawing inferences from aggregate level correlations when making decisions about individuals, and point out the statistical artefacts that may account for some of the magnitude increase in aggregate level correlations. Several foci for further research are indicated.     

The recovery of identity and relative position from visual input: Further evidence for the independence of processing of what and where

Four experiments examined the manner in which item identity and relative position are recovered from visual input. A successivesame/different matching paradigm was designed in which each trial contained a prime and a target display. Each display contained a reference object (i.e., a “+”) and a located object (i.e., a letter, which fell to either the right or the left of the “+”). In Experiment 1, subjects carried out identity judgments on the letters. Experiment 2 examined relative position judgments; in Experiment 3, subjects had to judge both item identity and relative position information. Overall, these initial data suggested that identity and positional information are recovered via independent mechanisms and that these operate concurrently. This suggestion was supported by the results of Experiment 4, which in turn disconfirmed an alternative response account of performance.