Development and Psychometric Characteristics of the Dissociation Tension Scale

The newly developed Dissoziations-Spannungs-Skala (Dissociation Tension Scale; DSS) is a self-rating instrument for the assessment of psychological and somatoform dissociative features (ranging from normal up to pathological) as well as aversive inner tension occurring within the past 7 days. The DSS contains 21 items assessing dissociative symptoms and 1 additional item assessing aversive inner tension. Ratings are made on a time-oriented scale ranging from 0% (never) to 100% (constantly). We measured the psychometric qualities of the DSS in a total of 294 patients and healthy controls. Internal consistency of the DSS was high (Cronbach's α = .92; Gutmann's split-half r = .92). We found good support for convergent, discriminant, and differential validity. There was clear evidence for the DSS being a sensitive instrument for the assessment of changing symptomatology. Assessment of dissociation and other psychopathological features over the same period of time are now possible.     

Is Conditioning Really Incompatible with Holism?

Jonathan Weisberg claims that certain probability assessments constructed by Jeffrey conditioning resist subsequent revision by a certain type of after-the-fact defeater of the reasons supporting those assessments, and that such conditioning is thus “inherently anti-holistic.” His analysis founders, however, in applying Jeffrey conditioning to a partition for which an essential rigidity condition clearly fails. Applied to an appropriate partition, Jeffrey conditioning is amenable to revision by the sort of after-the-fact defeaters considered by Weisberg in precisely the way that he demands.     

A Comparison of Rorschach Records of Three Multiple Personalities

Inter- and intra-protocol comparisons among the Rorschachs of three authenticated cases of multiple personality were presented. The original or primary personalities seemed reasonably complex but, as successive personalities emerged, a definite tendency toward simplification was noted. A theoretical explanation for this phenomenon was advanced.     

Direct contact as a moderator of extended contact effects: cross-sectional and longitudinal impact on outgroup attitudes, behavioral intentions, and attitude certainty

Cross-group friendships (the most effective form of direct contact) and extended contact (i.e., knowing ingroup members who have outgroup friends) constitute two of the most important means of improving outgroup attitudes. Using cross-sectional and longitudinal samples from different intergroup contexts, this research demonstrates that extended contact is most effective when individuals live in segregated neighborhoods having only few, or no, direct friendships with outgroup members. Moreover, by including measures of attitudes and behavioral intentions the authors showed the broader impact of these forms of contact, and, by assessing attitude certainty as one dimension of attitude strength, they tested whether extended contact can lead not only to more positive but also to stronger outgroup orientations. Cross-sectional data showed that direct contact was more strongly related to attitude certainty than was extended contact, but longitudinal data showed both forms of contact affected attitude certainty in the long run.     

Recruiting on Corporate Web Sites: Perceptions of fit and attraction

This study adopted a person–organization (P–O fit) framework to investigate job seeker attraction to organizations in the context of e‐recruitment. Recruitment information posted on real corporate web sites was presented to active job seekers (N=120) in order to better understand reactions to online recruiting. Participants examined one of three corporate web sites and completed questionnaires about their perceptions of web site usability, subjective P–O fit, and organizational attraction. In addition, occupational preference, internet experience, organization size and location were used as control variables. For female participants, perceptions of web site usability and subjective P–O fit were both positively related to attraction, with subjective P–O fit mediating the relationship between web site usability and organizational attraction. These relations were not found for male participants. Implications for future empirical research and recruitment practice were discussed.