Is death row obsolete? A decade of mainstreaming death-sentenced inmates in Missouri

Death-sentenced inmates in Missouri have been integrated or "mainstreamed" into the general population of the Potosi Correctional Center since 1991. By comparing the rate of violent misconduct among these mainstreamed death-sentenced inmates with that of the life-without-parole and parole eligible inmates under fully integrated conditions of confinement, this study provides the first empirical (statistical) evaluation of this innovative alternative to segregated death row confinement. The mainstreamed death-sentenced inmates committed no inmate or staff homicides, or attempted homicides. Comparison of their rates of institutional violence revealed frequencies that were similar to those of life-without-parole inmates, and well below those of fellow inmates who were sentenced to parole eligible terms. These findings cast serious doubt on the security-driven assumptions that have typified the segregation of death-sentenced inmates and have dictated highly restrictive confinement policies for this group. A conclusion that death-sentenced inmates can be safely integrated into a general prison population has significant implications for allocation of scarce fiscal resources and correctional staff, as well as for inmate mental health, particularly given the extended tenure that death-sentenced inmates typically serve between sentencing and relief/execution.     

An actuarial model for assessment of prison violence risk among maximum security inmates

An experimental scale for the assessment of prison violence risk among maximum security inmates was developed from a logistic regression analysis involving inmates serving parole-eligible terms of varying length (n = 1,503), life-without-parole inmates (n = 960), and death-sentenced inmates who were mainstreamed into the general prison population (n = 132). Records of institutional violent misconduct of these 2,595 inmates were retrospectively examined for an 11-year period (1991 to 2002). Predictors affecting the likelihood of such misconduct included age, type and length of sentence, education, prior prison terms, prior probated sentences, and years served. The scale was modestly successful, as demonstrated by an overall omnibus area under the curve of .719. Double cross-validation demonstrated minimal shrinkage. The authors have termed this experimental scale the Risk Assessment Scale for Prison.     

Motor sequence learning and reading ability: is poor reading associated with sequencing deficits?

Although it is widely assumed that children with learning disabilities have "sequencing problems," these have not been well specified. A non-verbal serial reaction time (SRT) paradigm was used to evaluate motor sequence learning in 422 children between ages 7 and 11 in relation to reading, cognitive ability level, and attention problems. The children demonstrated the response profile typically associated with motor sequence learning, but the component of the profile indicative of implicit sequence learning was not reliably associated with any of the predictors. Cognitive ability predicted overall response time; cognitive ability, reading, and attention problems each predicted overall accuracy. Explicit learning was predicted by cognitive ability, but not by reading or attention problems. Thus, we found no evidence that poor reading is preferentially associated with a domain general deficit in sequential learning.     

DO PEOPLE MAKE THE PLACE? AN EXAMINATION OF THE ATTRACTION-SELECTION-ATTRITION HYPOTHESIS

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six-factor structure that appears consistent with the second-order factors from other respectable personality measures. This suggests that the second-order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.     

A HIERARCHICAL CONSTRUCT OF SELF-MANAGEMENT LEADERSHIP AND ITS RELATIONSHIP TO QUALITY OF WORK LIFE AND PERCEIVED WORK GROUP EFFECTIVENESS

This study validates the self-management leadership theory as operationalized by the Self-Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self-managing and 412 traditionally managed employees and 94 external leaders from 58 self-managing and 60 traditionally managed teams. Results support Manz and Sims' 6-factor pattern at the first-order level, and in addition, identify a common second-order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self-managing and traditionally managed work teams, suggesting that the construct of self-managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self-management leadership behaviors in the self-managing than the traditional work teams. Respondents evaluate self-managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self-managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self-rated effectiveness for both self-managing and traditional teams. In general, self-managing work teams are not that different from traditionally managed groups in the relationship of self-managing leadership to outcomes. We conclude that self-management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self-managing work teams.     

A META-ANALYSIS OF THE RELATIONS AMONG TRAINING CRITERIA

An augmented framework for training criteria based on Kirkpatrick's (1959a, 1959b, 1960a, 1960b) model divides training reactions into affective and utility reactions, and learning into post-training measures of learning, retention, and behavior/skill demonstration. A total of 34 studies yielding 115 correlations were analyzed meta-analytically. Results included substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level. Utility-type reaction measures were more strongly related to learning or on-the-job performance (transfer) than affective-type reaction measures. Moreover, utility-type reaction measures were stronger correlates of transfer than were measures of immediate or retained learning. These latter findings support recent concurrent thinking regarding use of reactions in training (e.g., Warr & Bunce, 1995). Implications for choosing and developing training criteria are discussed.     

EFFECTS OF RATER TRAINING AND PARTICIPATION ON COGNITIVE COMPLEXITY: AN EXPLORATION OF SCHNEIER'S COGNITIVE REINTERPRETATION

Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety-six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution at best.