Cross Racial Identity Scale (CRIS) scores: stability and relationships with psychological adjustment

We examined the structural validity, internal consistency (alpha and omega), and test-retest reliability of scores on the Cross Racial Identity Scale (CRIS; Vandiver et al., 2000 ; Worrell, Vandiver, & Cross, 2004 ), as well as the relationship between CRIS scores and several variables related to psychological adjustment. Participants consisted of several groups of African American college students (34 ≤ n ≤ 340) attending a predominantly White university in a Western state. Confirmatory factor analyses indicated an acceptable fit of the data to the theoretical model, and alpha and omega coefficients indicate that CRIS scores have moderate to high internal consistency. CRIS scores also demonstrated stability over periods between 2 and 20 months in ranges that suggest long-term stability of racial attitudes. As predicted by the expanded nigrescence model (Cross & Vandiver, 2001 ), only self-hatred attitudes had consistent, meaningful relationships with psychological adjustment.     

Hope over experience: desirability and the persistence of optimism

Many important decisions hinge on expectations of future outcomes. Decisions about health, investments, and relationships all depend on predictions of the future. These expectations are often optimistic: People frequently believe that their preferred outcomes are more likely than is merited. Yet it is unclear whether optimism persists with experience and, surprisingly, whether optimism is truly caused by desire. These are important questions because life's most consequential decisions often feature both strong preferences and the opportunity to learn. We investigated these questions by collecting football predictions from National Football League fans during each week of the 2008 season. Despite accuracy incentives and extensive feedback, predictions about preferred teams remained optimistically biased through the entire season. Optimism was as strong after 4 months as it was after 4 weeks. We exploited variation in preferences and matchups to show that desirability fueled this optimistic bias.     

Discussion‐Based Online Teaching to Enhance Student Learning: Theory,Practice and Assessment – Tisha Bender

Books reviewed: Discussion‐Based Online Teaching to Enhance Student Learning: Theory, Practice and Assessment. By Tisha Bender. Sterling, Virginia: Stylus Publishing, 2003. xviii + 206 pages. ISBN 1‐57922‐065‐7. $24.95 (paperback).     

Construct Validity of the Balloon Analogue Risk Task (BART): Relationship with MDMA Use by Inner-City Drug Users in Residential Treatment

In a program of research assessing the validity of the balloon analogue risk task (BART; C. W. Lejuez et al., 2002) as a measure of risk taking, the BART was administered to a sample of inner-city drug users in residential treatment (n = 76). Construct validity of the BART was evaluated by measuring risk-taking behavior and 3,4-methylenedioxymethamphetamine (MDMA) use while controlling for self-reported impulsivity, sensation seeking, polysubstance use, and demographic variables. Supporting the construct validity of the BART, while controlling for interrelated variables in the context of logistic regression analyses, (BART) risk-taking propensity accounted for significant incremental variance in differentiating MDMA users from non-users. BART scores, polysubstance use, and younger age were most associated with MDMA use, and together these variables were associated with 91% classification accuracy in predicting MDMA use.     

Towards Multi-positioned Live Supervision in Family Therapy: Combining Treatment and Observation Teams with First- and Second-order Perspectives

This article describes a process of live supervision that has been designed to encourage trainees to experience competing theoretical perspectives. It involves the use of separate T (treatment) and O (observation) teams who conceptualise the same case from two broadly defined theoretical perspectives, variously called first and second order, modern and postmodern, or family systems and social constructionist. The process requires trainees to adopt multiple positions rather than identify with one perspective, and provides a basis for comparing and potentially integrating them. We provide examples of the approach, discuss important contextual issues for supervisors to consider when implementing it, and examine ways of adapting it to a wide range of training contexts.     

Psychometric properties of scores on three Black racial identity scales

In this study, we examined the internal consistency and the structural validity of scores on the African Self-Consciousness Scale (ASCS), the Multidimensional Inventory of Black Identity (MIBI), and the Cross Racial Identity Scale (CRIS). Participants consisted of 225 African American college students--75 attending predominantly White institutions (PWIs) and 150 attending historically Black colleges and universities (HBCUs). Internal consistency estimates were above .60 for scores on one ASCS subscale, six MIBI subscales, and six CRIS subscales. Exploratory factor analytic procedures supported a two-factor structure for ASCS scores, a five-factor structure for MIBI scores, and a six-factor structure for CRIS scores. Implications for Black racial identity and scale development are discussed.     

Managing discrimination in selection: the influence of directives from an authority and social dominance orientation

The authors examined one manner in which to decrease the negative impact of social dominance orientation (SDO), an individual difference variable that indicates support for the "domination of 'inferior' groups by 'superior' groups" (J. Sidanius & F. Pratto, 1999, p. 48), on the selection of candidates from low-status groups within society. Consistent with the tenets of social dominance theory, in 2 studies we found that those high in SDO reported that they were less likely to select a potential team member who is a member of a low-status group (i.e., a White female in Study 1 and a Black male in Study 2) than those low in SDO. However, explicit directives from an authority moderated this effect such that those high in SDO were more likely to select both candidates when authority figures clearly communicated that job performance indicators should be used when choosing team members. Thus, our studies suggest that the negative effects of SDO may be attenuated if those high in SDO are instructed by superiors to use legitimate performance criteria to evaluate job candidates.