Popular images of grandparents: Examining young adults’views of their closest grandparents

Young adults (N= 171) first judged the extent to which 13 stereotyped images of grandparents typified their perceptions of their own closest grandparent and then judged the extent to which they believed the average other viewed these same stereotypes as characteristic of his or her closest grandparent. Compared to those whose relationships with their closest grandparent were emotionally distant, participants who felt close to their closest grandparent reported significantly more favorable own grandparent attitudes. In addition, stereotypes that portrayed the grandparent as loving and supportive were especially diagnostic of the emotional quality of respondents’relationships with their closest grandparents. Comparing judgments of own grandparents with judgments of the average other's grandparent, there was no evidence of own-grandparent superiority among not-close participants’responses. In contrast, close participants demonstrated own-grandparent superiority in their judgments of negative, but not positive, stereotypes.     

VALIDITY AND TEST-RETEST STABILITY OF THE NASH MANAGERIAL EFFECTIVENESS SCALE ON THE REVISED FORM OF THE STRONG VOCATIONAL INTEREST BLANK1

Managers ’motives (preferences for different activities or outcomes) probably determine, in part, their relative job effectiveness. This hypothesis was tested and confirmed by Nash (1966) when he developed and cross-validated a Managerial Effectiveness Key for the 1937 edition of the Strong Vocational Interest Blank (SVIB). We revised the Nash SVIB key for those items retained in the recently-revised form of SVIB (Campbell, 1966). The new key has the same validity as Nash's key and high test-retest stability for lengthy periods of time (up to twenty-two years). Validity of the key is not extremely high (about .30), but its content does denote a pattern of stable and distinct manager motives which merit study along with cognitive, aptitude, and temperament factors as potential determiners of effective managing.     

Counselor Self-Disclosure

Self-disclosure in the counseling-therapy relationship has been an important area of research and study, with considerable emphasis placed on counselor self-disclosure. This study was initiated to explore further the phenomenon of counselor-therapist disclosure through direct assessment of potential clients' desires for disclosure and through development of a measure of counselor disclosure. Implications for counselor disclosure and for the counselor-client therapy relationship are discussed.     

THE ROLE OF COGNITIVE ABILITY IN THE SUBGROUP DIFFERENCES AND INCREMENTAL VALIDITY OF ASSESSMENT CENTER EXERCISES

This study investigates the degree to which subgroup (Black-White) mean differences on various assessment center exercises (e.g., in-basket, role play) may be a function of the type of exercise employed; and furthermore, begins to explore why these different types of exercises result in subgroup differences. The sample consisted of 633 participants who completed a managerial assessment center that evaluated them on 14 ability dimensions across 7 different types of assessment exercises. In addition, each participant completed a cognitive ability measure. The results suggest that subgroup differences varied by type of assessment exercise; and furthermore that the subgroup difference appeared to be a function of the cognitive component of the exercise. Lastly, preliminary support is found that the validity of some of the assessment center exercises in predicting supervisor ratings of job performance is based, in part, on their cognitive component; however, evidence of incremental validity does exist.