The Recovery of Correlation Between Latent Abilities Using Compensatory and Noncompensatory Multidimensional IRT Models

This research examined correlation estimates between latent abilities when using the two-dimensional and three-dimensional compensatory and noncompensatory item response theory models. Simulation study results showed that the recovery of the latent correlation was best when the test contained 100% of simple structure items for all models and conditions. When a test measured weakly discriminated dimensions, it became harder to recover the latent correlation. Results also showed that increasing the sample size, test length, or using simpler models (i.e., two-parameter logistic rather than three-parameter logistic, compensatory rather than noncompensatory) could improve the recovery of latent correlation.     

The pay premium for high-potential women: A constructive replication and refinement

In this constructive replication, we revisit a provocative study by Leslie, Manchester, and Dahm (2017). They found that gender and being designated a high-potential employee interacted in accounting for pay and that this resulted in a reversal in the commonly observed gender pay gap favoring men. Our primary aim was to examine important boundary conditions associated with their work by (a) conducting a study using a sample that would better generalize across industries and to individuals who aspire to reach senior management, (b) adding critical control variables to the statistical models used in the pay equation, and (c) by introducing a different conceptualization of the high-potential construct. Also, to better understand the consequences of their study, we considered an additional dependent variable that addressed pay satisfaction. Even after making these model additions, the gender by high-potential interaction term was significant—ruling out four plausible third-variable explanations for the Leslie et al. finding. Moreover, these confirming results were observed using a sample that represented individuals employed in a wide range of industries, who had the educational backgrounds, career histories, and motivational states typically required of candidates competing for senior executive roles. Furthermore, high-potential women did not report higher levels of pay satisfaction, suggesting that high-potential women did not perceive their pay premium to be an inequitable advantage and that there may be limited positive return associated with using a pay premium to retain high-potential talent.     

DANGEROUS LIAISONS: PSYCHOSIS AND VIOLENCE – WORKING IN A PSYCHIATRIC INTENSIVE CARE UNIT

This paper describes work with psychotic and violent patients which led to thoughts about the use of projective identification in violent enactments to communicate at physical rather than emotional levels. The excessive reliance on projective identification in these patients seems to reflect early problems in containment and to be associated with underlying fears of annihilation expressed in a dynamic oscillation between a dread of separateness and a dread of closeness. A violent enactment may attempt to resolve overwhelming anxieties about separateness by an attempt at fusion, which then may stir anxieties about engulfment. Alternatively, overwhelming anxieties about closeness may lead to violent attempts at separateness which then stir fears of fragmentation.

Moments of therapeutic contact with these patients seem to be achieved from a painful recognition of separateness but which simultaneously allows real closeness. For therapist and patient such moments seem to reflect the capacity to tolerate a third perspective, very difficult for patients whose fathers were often absent or ineffective. The therapeutic working through to achieve an integrated and separate identity is especially difficult for these patients because of problems of mourning separateness and of unravelling complex webs of projective identification which attempt to bind a fragile identity together against fears of fragmentation and death.     

Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations

This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are more positive than evaluations of men and (b) opposite-sex evaluations tend to be higher than same-sex evaluations, but (c) men subordinates receive more promotions, and same-sex subordinates more pay increases, than do women subordinates and opposite-sex subordinates respectively.     

Results of the healthy body healthy spirit trial.

Healthy Body Healthy Spirit was a multicomponent intervention to increase fruit and vegetable (F & V) consumption and physical activity (PA) delivered through Black churches. Sixteen churches were randomly assigned to 3 intervention conditions. At baseline, 1,056 individuals were recruited across the 16 churches, of which 906 (86%) were assessed at 1-year follow-up. Group 1 received standard educational materials, Group 2 received culturally targeted self-help nutrition and PA materials, and Group 3 received the same intervention as did Group 2 as well as 4 telephone counseling calls based on motivational interviewing (MI) delivered over the course of 1 year. At 1-year follow-up, Groups 2 and 3 showed significant changes in both F & V intake and PA. Changes were somewhat larger for F & V. For F & V, but not PA, there was a clear additive effect for the MI intervention.