HYPOTHESIZING DIFFERENTIAL ITEM FUNCTIONING IN GLOBAL EMPLOYEE OPINION SURVEYS

Cross-cultural researchers have not used cultural dimensions to predict when differential item functioning (DIF) in attitude survey items is likely to occur. Predictive hypotheses for items related to supervision on a global corporate survey were developed based on 3 of Hofstede's (1991a) dimensions. In some cases, greater DIF was found on hypothesized items between countries differing on cultural dimensions. Implications for the use of this framework and DIF in examining multinational employee opinion surveys are discussed.     

Status of guidance in the elementary school: 1968–69

This study investigated some aspects of elementary school guidance and counseling in the 50 states and the 4 territories of America. Specifically such matters as number of counselors employed, their sources of financial support, professional background, certification, and state standards were examined. Counselors now working in elementary schools in the 50 states, the District of Columbia, and the Virgin Islands total 6,041. The majority are supported in part by federal funds, with 36 percent supported locally. Eighty to 90 percent of the counselors are trained in guidance and counseling. To date, 23 states indicated certification requirements specifically for counselors at the elementary level.     

EMPLOYEE ATTITUDE SURVEYS IN A MULTINATIONAL ORGANIZATION: CONSIDERING LANGUAGE AND CULTURE IN ASSESSING MEASUREMENT EQUIVALENCE

The cross-cultural equivalence of a multinational employee opinion survey was examined using multiple-groups covariance structure analysis to examine 4 scales in 4 countries. Cultural and linguistic influences were considered by assessing equivalence across 2 pairs of countries having the same language but different cultures (U.S. and Australia, Mexico and Spain) and across countries differing in culture and language (U.S. and Mexico). The measure was equivalent across U.S. and Australian samples only. Analyses indicated items that were the source of lack of invariance. One cause explored was translation problems. Practical issues in assessing measurement equivalence in employee opinion surveys are discussed.     

NEGLIGENT HIRING AND DEFAMATION: AREAS OF LIABILITY RELATED TO PRE-EMPLOYMENT INQUIRIES

Research on pre-employment inquiries has not been extensive. The limited validity and utility of employment references has been documented, but other types of background checks have not been adequately discussed. However, recent legal trends in the areas of negligent hiring and defamation are leading employers to reevaluate their use of pre-employment inquiries and, particularly, references in hiring. Principles of law in these two areas are discussed and issues of concern to I/O psychologists are presented.     

Attachment,trust, and satisfaction in relationships: Investigating actor,partner, and mediating effects

Romantic relationship dissatisfaction has been cited as a primary reason for seeking mental health services (H. M. Foran, M. A. Whisman, & S. R. H. Beach, 2015). An increasing number of studies have revealed the importance of romantic attachment in understanding relationship satisfaction (M. Mikulincer & P. R. Shaver, 2016). This study aims to assess dyadic trust as a possible mediator of the relation between insecure romantic attachment and relationship satisfaction within a Canadian community sample of 199 heterosexual couples. Results revealed significant actor and partner effects. Specifically, male and female attachment avoidance, as well as male attachment anxiety, predicted lower dyadic trust, which in turn predicted lower relationship satisfaction. These results add to the current literature, suggesting important gender differences in the effects attachment has on overall relationship satisfaction.     

WILLIAM MCDOUGALL,AMERICAN PSYCHOLOGIST: A RECONSIDERATION OF NATURE‐NURTURE DEBATES IN THE INTERWAR UNITED STATES

The British‐born psychologist William McDougall (1871–1938) spent more than half of his academic career in the United States, holding successive positions after 1920 at Harvard and Duke universities. Scholarly studies uniformly characterize McDougall's relationship with his New World colleagues as contentious: in the standard view, McDougall's theory of innate drives clashed with the Americans’ experimentation into learned habits. This essay argues instead that rising American curiosity about inborn appetites—an interest rooted in earlier pragmatic philosophy and empirically investigated by interwar scientists—explains McDougall's migration to the United States and his growing success there. A review of McDougall's intellectual and professional ties, evolving outside public controversy, highlights persistent American attention to natural agency and complicates arguments voiced by contemporaries in favor of nurture.