THE JOINT REPRESENTATION OF CONSTRUCTS AND ELEMENTS IN REPERTORY GRID DATA BY COMPONENT ANALYSIS: SLATER'S INGRID IS NOT THE BEST SOLUTION

The dominant method of analyzing repertory grid data in order to produce a joint spatial representation of constructs and elements has been Slater's INGRID procedure, often labeled "principal components" but more accurately described as a singular-value-­decomposition. This approach also involves centering the grid about construct means. In this article, it is shown that this removes a relationship between construct means and first component loadings for constructs. It is also shown, however, that a strong relationship between element means and element first component loadings remains. Ways of overcoming this problem are examined.     

ROY SCHAFER'S CONTRIBUTIONS TO PSYCHOLOGICAL TESTING: FROM CLINICAL SENSIBILITY TO THE ANALYTIC ATTITUDE

The author reviews Schafer's contributions to psychological testing, emphasizing his development of the test battery, his significant contributions to psychoanalytically oriented Rorschach interpretation, and his understanding of the complex interpersonal dynamics involved in psychological test interpretation. The author also discusses his use of Schafer's writing in his own teaching and academic work, noting that Schafer's contributions have not only provided innovative methods for examining test data, but have also promoted a respectful, humanistic, and individualized approach to the patient in testing and treatment. The author asserts that Schafer's later seminal contributions to psychoanalysis had their origins in his early career as a psychologist applying psychoanalytic ideas to testing.     

When Harry and Sally met Dick and Jane: Creating closeness between couples

This study investigated how friendships between couples form and implications for within‐couple process. Sixty couples were randomly assigned to 1 of 2 conditions where they engaged in a 45‐min interaction with another couple. In 1 condition, couples carried out self‐disclosure tasks; in the other, couples engaged in nonemotional small talk. Compared to the small‐talk condition, those in the high‐disclosure condition felt closer to the couples they interacted with and were more likely to meet up with them again during the following month. Further, couples in the high‐disclosure condition felt closer to their own partners. Actor–partner interdependence model analyses showed these effects to be mediated by increases in positive affect. Implications for studying the interplay of social networks and romantic relationships are discussed.     

DOES PERFORMANCE IMPROVE FOLLOWING MULTISOURCE FEEDBACK? A THEORETICAL MODEL,META‐ANALYSIS,AND REVIEW OF EMPIRICAL FINDINGS

We review evidence showing that multisource feedback ratings are related to other measures of leadership effectiveness and that different rater sources conceptualize performance in a similar manner. We then describe a meta-analysis of 24 longitudinal studies showing that improvement in direct report, peer, and supervisor ratings over time is generally small. We present a theoretical framework and review empirical evidence suggesting performance improvement should be more likely for some feedback recipients than others. Specifically, improvement is most likely to occur when feedback indicates that change is necessary, recipients have a positive feedback orientation, perceive a need to change their behavior, react positively to the feedback, believe change is feasible, set appropriate goals to regulate their behavior, and take actions that lead to skill and performance improvement.     

APPLYING U.S. EMPLOYMENT DISCRIMINATION LAWS TO INTERNATIONAL EMPLOYERS: ADVICE FOR SCIENTISTS AND PRACTITIONERS

The question of whether U.S. employment discrimination laws apply to international employers is complex and involves multiple sources of legal authority including U.S. statutes, international treaties, and the laws of non-American host countries. This article provides detailed and simplifying guidance to assist employers in working through that complexity. Based on an examination of 98 federal courts cases, this article identifies and explains 8 general guidelines for determining when U.S. laws apply to international employers (e.g., U.S. employees working abroad or "foreign" employees working in the United States). These guidelines are incorporated into an organizing framework or "decision tree" that leads employers through the various decisions that must be made to determine whether U.S. discrimination laws apply in a wide range of international employment situations. Guidance for industrial and organizational (I-O) psychologists who advise international employers is provided and summarized in terms of general recommendations and conclusions.     

LINKING O*NET JOB ANALYSIS INFORMATION TO JOB REQUIREMENT PREDICTORS: AN O*NET APPLICATION

This is an exploratory study that examined the possible application of the job component validity (JCV) model to identify potential employee selection instruments and to determine job requirement levels from O*NET job analysis data, following a research paradigm established with the Position Analysis Questionnaire (PAQ). Job requirements were measured by mean aptitude test scores on the General Aptitude Test Battery (GATB), and the ratings on the O*NET Generalized Work Activities (GWAs) were selected as representative O*NET job analysis data. Multiple correlation coefficients ranging from .35 to .89 were found when predicting mean GATB test scores from GWAs. Similar to JCV research some 30 years ago, predictions were strongest for cognitive aptitudes and weakest for manual dexterity. The data were examined under both rational and cross-validated empirical models. The results have positive implications for the development of a database that would support JCV estimates derived from O*NET job analysis data and allow practitioners to use O*NET data to help identify useful employee selection instruments.