MOTIVATIONAL COMPONENTS OF TEST TAKING

The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain.     

Philosophical Orientation of Counselors in Iowa Secondary Schools

Guidance and counseling in the schools lack focus and direction. Some attribute this confusion within guidance and counseling to a lack of a philosophical foundation. Little is known about the philosophical assumptions of counselors functioning in secondary schools. In this study, the counselors in the secondary schools of Iowa identified most frequently with the phenomenological orientation. The experience of the counselors was related to their philosophical orientation. Counselors with less experience subscribed to an existential orientation.     

On “knowing your partner”: Dangerous illusions in the age of AIDS?

We identified two characteristics of the impression formation process that may cause people to underestimate the riskiness of potential sexual partners. In Study 1, participants were quite confident that they could determine whether someone was lying to them about risk-related behavior when, in reality, they could not. Particularly troubling was a “truth bias” that resulted in relatively high rates of truth detection, but poor lie detection. In Study 2, increased familiarity with a target person (who actually was HIV+) caused participants to lower their estimates of the target's riskiness, despite the fact that we explicitly warned them that the target might be HIV+. We suggest that such processes may foster the illusion of knowing one's partner when one does not.     

Calibration of sensory and cognitive judgments: A single model for both

In a recent issue of this journal, Winman and Juslin (34 , 135–148, 1993) present a model of the calibration of subjective probability judgments for sensory discrimination tasks. They claim that the model predicts a pervasive underconfidence bias observed in such tasks, and present evidence from a training experiment that they interpret as supporting the notion that different models are needed to describe judgment of confidence in sensory and in cognitive tasks. The model is actually part of the more comprehensive decision variable partition model of subjective probability calibration that was originally proposed in Ferrell and McGoey (Organizational Behavior and Human Performance, 26 , 32–53, 1980). The characteristics of the model are described and it is demonstrated that the model does not predict underconfidence, that it is fully compatible with the overconfidence frequently found in calibration studies with cognitive tasks, and that it well represents experimental results from such studies. It is concluded that only a single model is needed for both types of task.     

The Career Satisfaction of the Association for Counselor Education and Supervision Members

Members of the Association for Counselor Education and Supervision completed a questionnaire on career satisfaction. A majority reported being quite satisfied with their careers. Most experienced only occasional burnout, and over half perceived their career stress as no greater than moderate.     

PREDICTING NAVY EFFECTIVENESS: EXPECTATIONS, MOTIVATION, PERSONALITY, APTITUDE, AND BACKGROUND VARIABLES

The purpose of this study was to identify predictors of performance within seven Navy occupational groups. Life history, expectations, motivation, personality, and aptitude variables were used as predictors of a 2-year effectiveness criterion for 7,923 enlisted Navy men and women. Results of multiple regression analyses showed that the most powerful predictors included: years of schooling, school expulsions and suspensions, the two Comrey Personality Scales of Social Conformity and Orderliness, arrests, age, General Classification Test (aptitude), and Peer Cohesion (expectations). Comparisons across groups indicated that the development of separate equations for each occupation was not supported. Recommendations were made to improve selection procedures and to change several aspects of the organization, suggestions which would be expected to increase rates of effective performance.     

A NOTE ON EVALUATING BEHAVIOR MODIFICATION AND BEHAVIOR MODELING AS INDUSTRIAL TRAINING TECHNIQUES

The training literature (1967-1976) was searched for reports of scientific evaluations of behavior modification and behavior modeling used in industrial training. No reported scientific evaluations of behavior modification were found. Four reports (1976) of scientific evaluation of behavior modeling used in training managers were found. The research designs used in these studies were analyzed for possible threats to internal validity. Enough threats to internal validity were discovered in the designs used to question the reported results of behavior modeling training of managers.     

VARIABILITY IN COMMON DIMENSIONS OF MANAGERIAL VALUES DUE TO VALUE ORIENTATION AND COUNTRY DIFFERENCES1

This study identifies twelve common dimensions of values of managers in five countries, describes the content of the value dimensions identified, and locates the differences in these value dimensions due to value orientation and country effects and their interaction. Value orientation and country differences account for a substantial portion of the variance in six of the dimensions. The results extend studies of managers' values to underlying dimensions and provide directions for future research on the correlates of value dimensions.     

FORCED ATTENTION TO SPECIFIC APPLICANT QUALIFICATIONS: IMPACT ON PHYSICAL ATTRACTIVENESS AND SEX OF APPLICANT BIASES

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.