TEACHING RETARDED WOMEN A CLOTHING SELECTION SKILL USING COMMUNITY NORMS

Five institutionalized retarded women were taught a clothing selection skill to coincide with popular fashion. Normative data concerning popular styles of color-coordinated clothing were collected through observations of women's apparel in a local community. Using a puzzle simulation of a woman with alternative pieces of colored clothing, color coordination training was conducted using modelling, instructions, practice, praise, and feedback to teach popular selections of color combinations. A generalization training component with actual clothing was also included. Training was accompanied by large increases in percentage of popular color selections with the puzzle and actual clothing. The increases maintained over a seven- to 14-week followup period. Time efficiency measures supported the use of the simulation procedure as opposed to total reliance on actual clothing. The results underscore the utility of local norms in community preparation programs and the efficacy of instructional procedures for severely and profoundly retarded persons as part of their participation in the deinstitutionalization movement.     

A lower bound to the probability of choosing the optimal passing score for a mastery test when there is an external criterion

Recently there has been interest in the problem of determining an optimal passing score for a mastery test when the purpose of the test is to predict success or failure on an external criterion. For the case of constant losses for the two error types, a method of determining an optimal passing score is readily derived using standard techniques. The purpose of this note is to describe a lower bound to the probability of identifying an optimal passing score based on a random sample ofN examinees.The work upon which this publication is based was performed pursuant to a grant [contract] with the National Institute of Education, Department of Health, Education and Welfare. Points of view or opinions stated do not necessarily represent official NIE position or policy.     

Fisher transformations for correlations corrected for selection and missing data

The validity of a test is often estimated in a nonrandom sample of selected individuals. To accurately estimate the relation between the predictor and the criterion we correct this correlation for range restriction. Unfortunately, this corrected correlation cannot be transformed using Fisher'sZ transformation, and asymptotic tests of hypotheses based on small or moderate samples are not accurate. We developed a Fisherr toZ transformation for the corrected correlation for each of two conditions: (a) the criterion data were missing due to selection on the predictor (the missing data were MAR); and (b) the criterion was missing at random, not due to selection (the missing data were MCAR). The twoZ transformations were evaluated in a computer simulation. The transformations were accurate, and tests of hypotheses and confidence intervals based on the transformations were superior to those that were not based on the transformations.     

Measurement invariance,factor analysis and factorial invariance

Several concepts are introduced and defined: measurement invariance, structural bias, weak measurement invariance, strong factorial invariance, and strict factorial invariance. It is shown that factorial invariance has implications for (weak) measurement invariance. Definitions of fairness in employment/admissions testing and salary equity are provided and it is argued that strict factorial invariance is required for fairness/equity to exist. Implications for item and test bias are developed and it is argued that item or test bias probably depends on the existence of latent variables that are irrelevant to the primary goal of test constructers.Presidential address delivered at the Annual Meeting of the Psychometric Society in Berkeley, California, June 18–20, 1993.     

The impact of using forced decision-making strategies on post-decisional confidence

The impact of motivational and cognitive factors on post-decisional confidence (PDC) level was tested in two experiments. In the first experiment, subjects were first identified as having an intuitive preference toward using either a compensatory or a noncompensatory decision strategy and later on were forced to use either a compatible or a non-compatible strategy. PDC level decreased after using a noncompensatory strategy, and the decrease was higher when it was a noncompatible strategy. In a second experiment, subjects received feedback about their preferred strategy but were not later forced to use any specific strategy. Most subjects continued to utilize their preferred strategy and PDC level was not changed. Overall, intuitive PDC was not found to be sensitive to differences between compensatory and noncompensatory strategies. The result suggested that PDC is a function of an internal cost-benefit analysis which includes both cognitive and motivational factors.     

Potential Effects of Faking on the NEO-PI-R: Willingness and Ability to Fake Changes Who Gets Hired in Simulated Selection Decisions

The impact of response distortion (faking) on selection decisions was investigated. Participants (N = 224) completed the NEO-PI-R under instructions to “make the most favorable impression” and/or “answer honestly.” Those instructed to fake were often over-represented at the top of the score distributions as instructions to fake resulted in higher scores both between and within groups in a test–retest situation. There was significantly lower correspondence between participants’ honest scores and their faked scores as well as multiple instances where participants with unfavorable honest scores subsequently produced the most favorable scores when faking. Response distortion may remain a serious threat to the use of personality test scores in selection.

An Evaluation of the Validity and Fairness of the Graduate Management Admissions Test (GMAT) Used for MBA Selection in a UK Business School

The Graduate Management Admission Test (GMAT) has been shown to be a valid predictor of Masters of Business Administration (MBA) performance in the USA, but no UK validity studies have been published. This study uses a large sample of UK MBA students to examine the validity and fairness of GMAT. It is found that GMAT-Verbal is a good predictor of MBA examination performance but GMAT-Quantitative is not. It is also found that both components are unfair to native English speakers. The reasons for these findings are to be found in the nature of the criterion employed. Some observations are made regarding the consequences for best practice of the competitive and political context of MBA selection.     

决策中的延迟选择行为

延迟选择(choice deferral)指个体在应该作出选择的时候却决定不作选择,包括推迟选择(如选择延迟选项)或拒绝在可选项中选择一个选项。本文首先探讨了影响延迟选择行为的认知因素和情绪因素;随后讨论了当在决策情景中引入延迟选项时,延迟选项对决策者随后情绪体验和决策行为的影响;最后对未来研究进行了展望。