GENERIC WORK BEHAVIOR: AN INVESTIGATION INTO THE DIMENSIONS OF ENTRY-LEVEL, HOURLY JOB PERFORMANCE

Generic work behavior is defined as behavior that contributes to the performance of virtually any job independent of technical job roles. Variations in generic work behavior are primarily dependent on differences in volition, and the effects of generic work behavior are likely to be the most prevalent in jobs where performance does not depend heavily on job-specific knowledge, skills, or ability. Analysis of supervisor ratings of specific employee behaviors gathered from 18,146 employees in 42 different hourly, entry-level jobs in predominantly retail settings suggests the existence of at least eight specific dimensions of generic work behavior: industriousness, thoroughness, schedule flexibility, attendance, off-task behavior, unruliness, theft, and drug misuse. These components were integrated with performance components identified in previous studies to develop a taxonomy of generic work behavior. Implications of this taxonomy for the measurement, prediction, and conceptualization of job performance are discussed.     

TESTING FOR FAIRNESS WITH A MODERATED MULTIPLE REGRESSION STRATEGY: AN ALTERNATIVE TO DIFFERENTIAL ANALYSIS1

It is argued that analyses of subgroup differences utilizing a bivariate correlation strategy do not provide an adequate examination of test fairness. An analysis of differential prediction, which involves slopes and intercepts of regression lines results in more complete coverage of the test fairness issue, since the overall regression line determines the way in which a test is used for prediction. While subgroup correlation coefficients yield information concerning the slopes and intercepts, means and standard deviations must also be examined. A moderated multiple regression strategy is recommended as an alternative to separate analyses by subgroups. An ordered step-up regression procedure is presented which is more encompassing than the bivariate strategies, while avoiding inherent problems associated with subgroup coding in multiple regression.     

The Rational-Reality Based Approach to Treating the Criminal Child Abuser

The Rational-Reality based approach to treating child abusers incorporates the philosophies of Rational Behavior Training and Reality Therapy into a therapeutic strategy that helps clients to learn skills in making rational decisions that can aid them in living harmoniously within the family structure. Those persons involved with the practical implementation of theoretical constructs while working in counseling sessions with persons who are child abusers may find that an eclectic approach such as this one is beneficial in teaching people how to increase their skill in reasoning. It seems that this approach to counseling the parental child abuser is a strategy that allows the parent figure to understand and perceive positively the personal benefits that accrue from not abusing the child.     

Friends' sexual orientation,relational quality,and mental health among gay,lesbian, and bisexual youth

Abstract The existing literature on gay, lesbian, and bisexual (GLB) youth emphasizes unique benefits of having GLB friends, but empirical studies have shown no or only small mental health advantages of having them. To unravel this contradiction, this study tested a common assumption that GLB youth develop better relational quality with their GLB friends than with straight friends. Statistical analysis used interview data from community organization participants in Indianapolis, Indiana, USA (n = 84) and employed analysis of variance and ordinary least squares regression models. GLB youth's friendships with GLB and straight peers did not differ in contact frequency, emotional closeness, and hassles. Further, GLB and straight friends were similar in the degree to which each relational quality dimension was associated with mental health.     

Social representations of aggression: Crossing the sex barrier

Controversy over Moscovici's concept of social representations has focused upon the extent to which they can be viewed as enduring cognitive structures characterizing social groups and whether individual members are ‘prisoners’ of their social representations, unable to duplicate the social representations of other social groups. Previous research has established a consistent gender difference in orientation toward aggression with men viewing it as an instrumental act of coercion and women as a temporary loss of self-control. These two social representations, originally recovered from spontaneous conversation, have been measured with a psychometric instrument called Expagg. To examine the mutability of these representations, men and women in the present study were asked to complete the questionnaire either spontaneously or as they believed a member of the opposite sex might respond. Under conditions of same-sex responding the usual significant sex difference appeared. When asked to respond as a member of the opposite sex, men accurately mirrored women's higher expressive total score on the questionnaire but psychometric analysis revealed that there was no similarity in terms of item–total correlations. Women grossly overestimated the degree of men's instrumentality but item–total total correlations revealed a considerable degree of similarity with men's structure. The male representation whether natural or assumed showed higher internal consistency than did the female mode. The results are discussed in terms of differential modes of access to gender-linked representations and the cultural dominance of a masculine and instrumental representation of aggression.     

A PRACTITIONER-BASED ANALYSIS OF INTERVIEWER JOB EXPERTISE AND SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL INTERVIEWS

Since the first published Situational Interview (SI) study (Latham, Saari, Pursell, & Campion, 1980), research has shown practical and psychometric support for the usefulness of this behavioral interview method. However, such studies have often failed to distinguish the effects of "interview context" factors, such as the SI's behaviorally anchored scale and the use of job expert interviewers on SI ratings. To aid HR managers interested in adopting a behavioral interview system, this study examined the contributions of the SI's behaviorally anchored scale and the interviewer's job expertise to the interrater agreement and accuracy of ratings of situational questions. Two police samples (job content experts) and a student sample (naive raters) showed that ratings of videotaped interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format, and that job experts did not produce better ratings than naive raters.