EVEN MORE IDEAS ABOUT METHODOLOGIES FOR DETERMINING JOB DIFFERENCES AND SIMILARITIES

McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present paper.     

ON THE INTERCHANGEABILITY OF OBJECTIVE AND SUBJECTIVE MEASURES OF EMPLOYEE PERFORMANCE: A META-ANALYSIS

A meta-analysis of studies containing both objective and subjective ratings of employee performance resulted in a corrected mean correlation of .389. This value, although significantly greater than zero, indicates that objective and subjective performance measures should not be used interchangeably. Moreover, in no moderator subgroup examined did the correlation suggest convergent validity. After discussing issues related to resolving the previous anomalies of primary and meta-analytic results, a secondary analysis suggested that objective and subjective measures of the same construct at the same level may be used inter-changeably. The secondary analysis, however, was based on a very limited sample. Future research should address the appropriate dimensionality of employee performance.     

INDIVIDUAL AND SITUATIONAL INFLUENCES ON THE DEVELOPMENT OF SELF-EFFICACY: IMPLICATIONS FOR TRAINING EFFECTIVENESS

We proposed a model that included individual and situational antecedents of self-efficacy development during training. Initial performance and self-efficacy levels, achievement motivation, and choice were examined as individual variables. Constraints, operationalized at both the individual and aggregate levels of analysis, were examined as situational influences. Mid-course efficacy was hypothesized to have positive linear relationships with training reactions and subsequent performance, and an interactive relationship with performance when training reactions were considered as a moderator. Survey data were gathered at two points in time from 215 students enrolled in 15 eight-week long university bowling classes. All of the hypothesized antecedents of mid-course self-efficacy were significant except aggregate and individual situational constraints, although both constraints related negatively to training reactions. Time 2 self-efficacy exhibited significant positive influences on training reactions and subsequent performance, but the hypothesized moderated relationship was not supported.     

A METHOD FOR ESTABLISHING THE REPRESENTATIONAL VALIDITY OF INTERACTION CODING SYSTEMS: DO WE SEE WHAT THEY SEE?

This paper offers a new methodological approach to establishing the validity of interaction coding schemes, and it reports research which applies these procedures to three coding systems that have been used to study small group decision making: Bales' (1950) Interaction Process Analysis System, Fisher's (1970) Decision Proposal Coding System, and Mabry's (1975) Pattern Variable Coding System. The procedures offered here provide a method for determining whether the functions or constructs identified by a coding system are part of the common meanings ascribed to the participants in the interaction. Of the three coding systems evaluated in the study, the IPA System represented subjects' interpretations of decision-making interaction better than the Decision Proposal System, which, in turn, performed better than the Pattern Variable System.     

Transparency and Photographic Contact

Kendall Walton famously argues that photographic images—in contrast with handmade images—are transparent; we see through them to the persons or objects that were in front of the camera at the moment of exposure. Walton also argues, separately, that our philosophical investigations in the representational arts generally should adopt the methodology of theory construction. This article brings together these two strands of Walton's thought by rendering his argument for photographic transparency in the form of a theory consisting of a perceptual natural kind and an underlying naturally dependent process, the former postulated in order to account for various photographic explananda. The surprising result is that Walton's theory, thus construed, yields at least one prediction that is in conflict with what we observe and that, because of this, he is forced to embellish his theory in ways that render it psychologically implausible and that raise the worry of ad hoc patching up.     

REEL REALITY: Science Consultants in Hollywood

Carl Sagan would have been proud of the film’s scientific accuracy if he had lived to see the film through to its conclusion... (Dennis Schwartz writing on Contact in Ozus’ World Movie Reviews). Find me a scientist! A geologist! Someone who can tell me what the hell is going on! [Mike Roark (Tommy Lee Jones) in Volcano]. Surprisingly enough, when Tommy Lee Jones shouts out this line during the eruption of Mt. Wilshire in Volcano, he actually echoes the cries of some of the most powerful people in Hollywood. Twenty per cent of the top grossing films of all time have had scientific or technical consultants,1 as did the 2000 and 2001 Best Picture Oscar winners (Gladiator and A Beautiful Mind), several of the top-rated television shows of recent years (C.S.I.: Crime Scene Investigation and The X-Files among them), and a prodigious number of other entertainment industry products. This is a paper about the experience of science consultants in Hollywood. It examines the process through which their input is secured and incorporated by filmmakers, and how that knowledge is part of a process of commodification of scientific knowledge through which those filmmakers play with the concept of reality as part of the industry and craft of the dream factory. It interrogates the idea of reality as viewed through native eyes: as social scientists, when the producer of the movie Spider-Man says during an interview that his movie is very accurate scientifically, our duty is not to stare back at him in disbelief, but to take that sentiment and try to understand the cultural framework that enables him not just to say this with a straight face, but to mean it.     

EFFICACY DISPERSION IN TEAMS: MOVING BEYOND AGREEMENT AND AGGREGATION

We challenge the assumption that within-team variability in team efficacy is simply a methodological concern and statistical prerequisite. We do so by developing a theoretical model and research agenda for the study of dispersion in team efficacy. We construct a taxonomy that distinguishes 4 distinct forms of dispersion in team efficacy, discuss the antecedents to these forms of dispersion, and examine how the forms of efficacy dispersion impact team emergent states, processes, and effectiveness.     

INTERPERSONAL PERCEPTION BETWEEN INTIMATES An Integrative Review

Despite the considerable importance often attributed to interpersonal perception between married partners, family members, and other intimates, there have been few theoretical developments that address the distinctive factors affecting perception in these contexts. This article draws upon a broad literature review to suggest how interpersonal perception between intimates may be affected by such factors as familiarity, emotionality, behavioral interdependence, and ideological beliefs about intimacy. Particular attention is given to the role of perceptual bias in intimate conflict and relationship adjustment.