Predictor content matters for knowledge testing: Evidence supporting content validation

Organizations often rely on the match between job requirements and test content to justify test use. This practice has been questioned on the grounds that content validation has little relevance to criterion-related validation due to positive manifold among predictors. We analyze two large databases to assess the implications of test content for (a) test interchangeability and (b) criterion-related validity. Analyses of 15 knowledge tests administered (N = 80,394) as part of Project Talent demonstrate that test content is related to predictor interchangeability. Analyses of SAT and Advanced Placement test data compare correlations among predictors and criteria drawn from matched and unmatched content domains. We conclude that test-criterion content match is likely to result in stronger criterion-related validity.     

Reduced audiovisual integration in synesthesia – evidence from bimodal speech perception

Recent research suggests synesthesia as a result of a hypersensitive multimodal binding mechanism. To address the question whether multimodal integration is altered in synesthetes in general, grapheme‐colour and auditory‐visual synesthetes were investigated using speech‐related stimulation in two behavioural experiments. First, we used the McGurk illusion to test the strength and number of illusory perceptions in synesthesia. In a second step, we analysed the gain in speech perception coming from seen articulatory movements under acoustically noisy conditions. We used disyllabic nouns as stimulation and varied signal‐to‐noise ratio of the auditory stream presented concurrently to a matching video of the speaker. We hypothesized that if synesthesia is due to a general hyperbinding mechanism this group of subjects should be more susceptible to McGurk illusions and profit more from the visual information during audiovisual speech perception. The results indicate that there are differences between synesthetes and controls concerning multisensory integration – but in the opposite direction as hypothesized. Synesthetes showed a reduced number of illusions and had a reduced gain in comprehension by viewing matching articulatory movements in comparison to control subjects. Our results indicate that rather than having a hypersensitive binding mechanism, synesthetes show weaker integration of vision and audition.     

How Not to Read Philosophical Investigations: McDowell and Goldfarb on Wittgenstein on Understanding

In a recent article, John McDowell has criticised Warren Goldfarb for attributing an anti‐realist conception of linguistic understanding to Wittgenstein. 1 I argue that McDowell is right to reject Goldfarb's anti‐ realism, but does so for the wrong reasons. I show that both Goldfarb's and McDowell's interpretations are vitiated by the fact that they do not pay attention to Wittgenstein's positive claims about understanding, in particular his claim that understanding is a kind of ability. The cause of this oversight lies in their endorsement of an excessively anti‐systematic or “therapeutic” reading of Wittgenstein.     

Sexist Behavior Undermines Women’s Performance in a Job Application Situation

Can sexist behavior in a job application context threaten women and cause them to underperform on a subsequent cognitive ability test? In a simulated job interview, 46 women and 46 men -- undergraduate and graduate students from the University of Heidelberg, Germany -- were confronted with either sexist (dominant and physically close) behavior by a male interviewer or non-sexist (friendly and neutral) behavior by the same confederate. Participants then solved math items and language-related items from a German standard intelligence test. In accordance with our hypothesis, the results indicated that female participants in the sexist condition performed significantly worse on the mathematical test than female participants in the control condition. The performance of female participants on the language-related test and male participants on both the math and language-related tests did not differ by experimental condition. After the sexist job interview, women’s impaired performance, occurring on the math items only (i.e., specific to the domain in which women are negatively stereotyped), suggests an influence of psychological and interpersonal processes on seemingly objective test outcomes.     

In search of the internal structure of the processes underlying interval timing in the sub-second and the second range: A confirmatory factor analysis approach

One of the earliest accounts of duration perception by Karl von Vierordt implied a common process underlying the timing of intervals in the sub-second and the second range. To date, there are two major explanatory approaches for the timing of brief intervals: the Common Timing Hypothesis and the Distinct Timing Hypothesis. While the common timing hypothesis also proceeds from a unitary timing process, the distinct timing hypothesis suggests two dissociable, independent mechanisms for the timing of intervals in the sub-second and the second range, respectively. In the present paper, we introduce confirmatory factor analysis (CFA) to elucidate the internal structure of interval timing in the sub-second and the second range. Our results indicate that the assumption of two mechanisms underlying the processing of intervals in the second and the sub-second range might be more appropriate than the assumption of a unitary timing mechanism. In contrast to the basic assumption of the distinct timing hypothesis, however, these two timing mechanisms are closely associated with each other and share 77% of common variance. This finding suggests either a strong functional relationship between the two timing mechanisms or a hierarchically organized internal structure. Findings are discussed in the light of existing psychophysical and neurophysiological data.     

Why Managerial Women are Less Happy Than Managerial Men

Women with managerial careers are significantly less satisfied with their life than their male counterparts. Why? In a representative German panel dataset (GSOEP) we find biological constraints and substitutive mechanisms determining the subjective well-being of female managers. Women’s terminated fertility has a negative impact on women’s life satisfaction between the ages of 35 and 45, when managerial careers usually take off. Money and spare time can compensate for this biological difference. But to maintain an equivalent level of happiness, women need to be compensated by much more income for each hour of spare time given up than men do. So, in order to reach better gender equality in leadership positions, women must be either paid higher incomes (on average around 10%) or must be incentivized with more spare time than men. In the conclusion, we speculate on a new mix of carrots and sticks for advanced careers in order to boost female representation in leadership positions.