Psychometric properties of the Danish MCMI-I translation

A translation of the MCMI-I has been in use in Denmark for some years. An untested assumption in the interpretation of the pattern of test results is that the psychometric characteristics of the Danish and American versions are similar. The purpose of this study was to evaluate the psychometric properties of the questionnaire by using traditional psychometric analysis techniques on the results of a sample consisting of 423 patients and 179 normal controls. Coefficient alpha was calculated for the 20 clinical subscales of the test and the Danish results were strikingly similar to the original coefficients reported by Millon. Furthermore, factor analysis of the subscales showed a factor structure very similar to American findings, and it is concluded that the psychometric properties of the Danish MCMI are not significantly different from the original.     

ON THE COHERENCE OF HIGHER‐ORDER BELIEFS

Let us by ‘first‐order beliefs’ mean beliefs about the world, such as the belief that it will rain tomorrow, and by ‘second‐order beliefs’ let us mean beliefs about the reliability of first‐order, belief‐forming processes. In formal epistemology, coherence has been studied, with much ingenuity and precision, for sets of first‐order beliefs. However, to the best of our knowledge, sets including second‐order beliefs have not yet received serious attention in that literature. In informal epistemology, by contrast, sets of the latter kind play an important role in some respectable coherence theories of knowledge and justification. In this paper, we extend the formal treatment of coherence to second‐order beliefs. Our main conclusion is that while extending the framework to second‐order beliefs sheds doubt on the generality of the notorious impossibility results for coherentism, another problem crops up that might be no less damaging to the coherentist project: facts of coherence turn out to be epistemically accessible only to agents who have a good deal of insight into matters external to their own belief states.     

Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation

Innstrand, S. T., Langballe, E. M., Espnes, G. A., Aasland, O. G. & Falkum, E. (2010). Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation. Scandinavian Journal of Psychology 51, 480–487. The aim of the present study was to examine the longitudinal relationship between job performance‐based self‐esteem (JPB‐SE) and work‐home interaction (WHI) in terms of the direction of the interaction (work‐to‐home vs. home‐to‐work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two‐year time interval. The two‐wave, cross‐lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance‐based self‐esteem may act as a precursor as well as an outcome of work‐home interaction. The strongest association was between job performance‐based self‐esteem and work‐to‐home conflict. Previous research on work‐home interaction has mainly focused on situational factors. This longitudinal study expands the work‐home literature by demonstrating how individual vulnerability (job performance‐based self‐esteem) contributes to the explanation of work‐home interactions.     

Goal Commitment and Performance: An Empirical Study Incorporating Role‐Stress Literature to Reveal Functional and Dysfunctional Influences

This study integrates the goal‐commitment and role‐stress literatures in a model to reveal functional and dysfunctional influences of goal commitment on role performance. In a sample of headmasters, we found empirical support for a role‐clarifying process suggesting that high commitment reduces role ambiguity and is ultimately positive for role performance. Our model also supports the dysfunctional effect of commitment through a role‐complicating process in which commitment drives role overload, which is negative for role performance. By including self‐efficacy in our model, we were better able to understand the positive and negative experiences of highly committed individuals. Contributing to the existing literature on role stressors, this study's results indicate that self‐efficacy mediates the influences of role stressors on role performance.     

“We Are,Therefore We Should”: Evidence That In‐Group Identification Mediates the Acquisition of In‐Group Norms1

In 2 field studies (Ns = 71 and 113), we tested the prediction that in‐group identification would mediate the acquisition of group norms by new group members. Study 1 demonstrated that participants surveyed after a team‐development program reported greater awareness of in‐group norms of teamwork and cooperation, compared to those surveyed at the start. Moreover, there was evidence that this effect was mediated by increased in‐group identification. Study 2 replicated this finding, and showed that the effects were specific to the norm of teamwork. Acquisition of alternative norms of individualism and competitiveness did not increase after participation in the program, and did not correlate with identification. Practical implications and future work are discussed.