Mastering the Use of Control Variables: the Hierarchical Iterative Control (HIC) Approach

There has been growing criticism of the established practice of automatically including control variables into analyses, especially with survey studies. Several authors have explained the pitfalls of improper use and have provided some best practice advice. I build upon this foundation in suggesting a programmatic approach to the use of control variables that can provide evidence to support or refute feasible explanations for why two or more variables are related. The hierarchical iterative control (HIC) approach begins by establishing a connection between two or more variables and then hierarchically adds control variables to rule in or out their possible influence. The HIC approach involves conducting a series of studies to iteratively test relationships among target variables, utilizing a variety of control variable strategies involving multiple methods. A 7-step programmatic approach is described beginning with development of the research question and background literature review and then conducting empirical tests in a hierarchical (within a study) and iterative (across studies) manner.

     

Multivalent Semantics for Vagueness and Presupposition

Both the phenomenon of presupposition and that of vagueness have motivated the use of one form or another of trivalent logic, in which a declarative sentence can not only receive the standard values true (1) and false (0), but also a third, non-standard truth-value which is usually understood as ‘undefined’ (#). The goal of this paper is to propose a multivalent framework which can deal simultaneously with presupposition and vagueness, and, more specifically, capture their projection properties as well as their different roles in language. Now, there is a prima facie simple way of doing this, which simply consists in assimilating the two phenomena, and using an appropriate type of trivalent logic. On this view, we just need a compositional system that deals with the ‘undefined’ truth-value, and does not care about whether the source of undefinedness is ‘presuppositional’ or related to vagueness. I will argue that such a simple solution cannot succeed, and point out a number of desiderata that any successful approach must meet. I will then present and discuss two seven-valued semantics, inspired, respectively, by the Strong Kleene semantics and by supervaluationism, which meet these desiderata.     

Exposure to rf electromagnetic energy decreases aggressive behavior

It was predicted from the dopamine-opiate system hypothesis that aggression induced by light tail pressure would be modified by exposure of the animals to radiofrequency electromagnetic energy. In a series of three experiments, it was found that there was a substantial decrease in aggressive behavior during exposure to EM energy at incident power densities as low as 50 μW/cm². This is consistent with previously published reports that indicate the dopamine and opiate systems of the brain are influenced by exposure to low-intensity EM energy. It would appear that EM energy exposure could be used as a probe in the study of aggression and in relating it to brain chemistry. Since this energy has become ubiquitous in the environment, and quite uneven in distribution, there may be implications for understanding aggressive behavior from a clinical standpoint as well as from the standpoint of necessary controls in experiments.     

The Relation of Cognitive Ability and Personality Traits to Assessment Center Performance

The aim of the current study was to examine cognitive ability and personality correlates of assessment center exercise ratings. The sample included 429 individuals who participated in a 2-day management development assessment center during a 5-year period. The assessment center yielded scores on 8 exercises. Assessees also completed a measure of cognitive ability (Watson-Glaser Critical Thinking Appraisal) and the California Psychological Inventory (CPI). The CPI scales were incorporated into 4 of the Big Five personality factors for easier interpretation. Our hypotheses were partially supported since ratings of exercises that were largely interpersonal in nature tended to correlate with interpersonal personality constructs (emotional stability, extraversion, and openness to experience), and ratings of cognitive problem-solving exercises correlated with cognitive ability and conscientiousness.     

Age differences in coping and locus of control: a study of managerial stress in Hong Kong.

The present study involved data collection from 3 samples of Hong Kong managers to examine mechanisms by which age would relate to work well-being. A total of 634 managers was drawn by random sampling and purposive sampling methods. The results showed that age was positively related to well-being (job satisfaction and mental well-being). Furthermore, older managers reported fewer sources of stress, better coping, and a more internal locus of control. Multiple regression analyses suggested that the relations of age with 2 well-being indicators can be attributed to various combinations of coping, work locus of control, sources of stress, managerial level, and organizational tenure.     

An investigation of age-related factors in the age-job-satisfaction relationship

Most researchers have found a positive linear relation between age and job satisfaction. We attempted to account for this relationship by measuring variables that had been proposed to be causal factors. Subjects were 496 city and county managers working in Florida. Potential explanatory variables were (a) job congruence (the difference between what managers prefer and what they perceive they have in a job), (b) internal-external locus of control, and (c) related demographics-age, salary, organizational tenure, position tenure, and organizational level. Multiple regression analyses found that job congruence and work locus of control accounted for almost all of the variance in the age-satisfaction relationship. This study supports the job change hypothesis, which proposes tha older workers get more of what they want out of work.     

Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.     

Measurement equivalence of the German Job Satisfaction Survey used in a multinational organization: implications of Schwartz's culture model

The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group.