A LONGITUDINAL EXAMINATION OF RATER AND RATEE EFFECTS IN PERFORMANCE RATINGS

The consistency and loci of leniency, halo, and range restriction effects in performance ratings were investigated in a longitudinal study. Ratings were provided by approximately 90 supervisors in a metropolitan police department, who rated approximately 350 police-rank subordinates on five occasions over a three and one-half year period. Rating effects were computed separately as rater-and ratee-based statistics, and intercorrelated among the five rating periods. The nature of the data set made it possible to hold either raters or ratees constant for each analysis, thus permitting inferences regarding the sources of reliable variance in effects as due to raters or ratees. It was concluded that reliable variance in mean ratings is partly attributable to ratees, but mainly introduced by raters. Reliable halo variance is attributable to raters, and range restriction is a product of stable group performance variability within intact ratee groups. Implications of these results for future rating process research are discussed.     

On the development of encoding in anticipation of various tests of retention

Abstract.— Seven, 9, 12–13, and 18–21-year-old subjects learned a pictorial material in anticipation of free recall (FR), serial recall (SR), or recognition tests. Type of anticipated test and test actually given were factorially combined, retention being tested after 2 min or after 2 weeks. Recall performance improved with age but recognition performance did not improve after CA 9. Differential anticipation had little effect on the performance of the youngest children. For older subjects the effects were clear-cut and similar at all age levels and at both retention intervals. SR and recognition performance was best when subjects anticipated these tests, respectively; anticipation of recognition interfered with recall performance, and vice versa. The main age-related improvement occurred between age levels 7 and 9.     

Distribution of probability assessments for almanac and future event questions

This study examines the distribution and calibration of probability assessments given to general knowledge questions and question concerning future events. Two experiments revealed that: (1) People use certainty responses less frequently in response to questions concerning then-future events than to general knowledge questions even when the then-future event questions are easier than the general knowledge questions. (2) Indonesian students previously thought to have little grasp of probabilistic thinking, are able to give realistic probability assessments for then-future events. Cultural and task influences on our findings are discussed in relation to a procedural model of the processes involved in answering a question. We conclude that, as most applications of decision analysis involve future uncertainty, research in probability assessment should concentrate on questions concerning future events rather than on general knowledge questions.     

THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all 3 times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR practices with future performance. Implications are discussed.     

How is Christ Present to the World?*

Abstract: The issue of how Christ is present to the world covers many themes. Christ is the proper presence of God, made known to the world through the witnessing activity of the church. In this, the Holy Spirit plays an important role. Furthermore, in so far as it is God's intention to be present to the world in this way, we may see a link between the notions of God's presence in Christ, providence and sacramentality.     

Predicting Reaction to a Message of Ministry: An Audience Analysis

This study investigated whether audience characteristics identified as important in the conversion and religious recruitment literature could predict reaction to a Christianity-themed recruitment message. More specific goals involved (a) comparing the impact of potential recruits' dispositional attributes and personal motivations versus their situational availability on the persuasive effect of religious recruitment messages; and (b) rank ordering the audience characteristics examined based on their predictive power. Results indicated that dispositional and motivational considerations were more reliable predictors of receivers' responses to the recruitment message than were situational factors. Specifically, five of the six dispositional and motivational variables (i.e., loneliness, perceived childhood attachment history, meaning and purpose, other-orientation, and problem-solving perspective) were—at least under certain conditions—related to participants' interest in the church. The two variables representing situational availability, free time and membership status, however, were either unrelated to interest in the church or related to participants' reactions, but in the opposite direction of what was expected.     

Constructing intergroup relationships in social communication

Abstract:  People communicate with each other about their ingroup and outgroup in a social context. These social communications may have profound effects in constructing intergroup relationships. In this paper, we outline how different combinations of the social identities of the sender, receiver, and target of the social communication may give rise to differing face concerns of the ingroup and outgroup, and may result in different patterns of communications about them. People may enhance or protect their ingroup social identity, and derogate the outgroup social identity to their ingroup audiences; however, they are more likely to enhance and protect their outgroup's social identity when communicating with outgroup audiences. Two studies tested these predictions. Study 1 used real groups of Australian and Asian students communicating about an Asian student in an Australian university context. In Study 2, participants assigned to two fictitious groups communicated about their ingroup and outgroup. In both studies, the findings were interpreted within the framework of intergroup communication, although there were some notable deviations from the predictions. Future directions of the research were also discussed.     

THE IMPACT OF MOTIVATION,EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT

This study advances research on macro human resource management by examining collective commitment as a mediator of motivation, empowerment, and skill‐enhancing practices and aggregate voluntary turnover. Findings from 20 top HR managers and 1,748 employees in 93 different job groups suggest collective affective commitment independently mediates the negative relationships between motivation and empowerment‐enhancing practices and aggregate voluntary turnover. Human resource practices functioning to enhance the knowledge, skills, and abilities of the workforce are positively associated with voluntary turnover but are not mediated by collective affective commitment. Functionally, this paper resolves the divergent thinking of 4 streams of research regarding HR practices, collective commitment and aggregate turnover. The implications for macro‐HRM theory and practice are discussed.     

Pulling the strings: Effects of friend and parent opinions on dating choices

The current study examined how dating choices are affected when individuals are faced with social network opinions that are in agreement or disagreement about the quality of potential dates. In a virtual dating game paradigm, participants spoke to 2 potential romantic partners online and received positive and/or negative feedback ostensibly from their friend and parent about 1 of the partners. The study employed a 2 (parent opinion: approve, disapprove) × 2 (friend opinion: approve, disapprove) × 2 (interaction partner: evaluated target, control target—within subjects) mixed factorial design. Friend opinion influenced who the participants liked, whereas parental opinion was influential when participants relied on their parent for more resources than their friend. In the end, though, only friend opinion predicted dating choice.