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 percentage bend correlation coefficient

A well-known result is that the usual correlation coefficient,, is highly nonrobust: very slight changes in only one of the marginal distributions can alter by a substantial amount. There are a variety of methods for correcting this problem. This paper identifies one particular method which is useful in psychometrics and provides a simple test for independence. It is not recommended that the new test replace the usual test ofH ₀: = 0, but the new test has important advantages over the usual test in terms of both Type I errors and power.     

Identification of inconsistent variates in factor analysis

When some of observed variates do not conform to the model under consideration, they will have a serious effect on the results of statistical analysis. In factor analysis the model with inconsistent variates may result in improper solutions. In this article a useful method for identifying a variate as inconsistent is proposed in factor analysis. The procedure is based on the likelihood principle. Several statistical properties such as the effect of misspecified hypotheses, the problem of multiple comparisons, and robustness to violation of distributional assumptions are investigated. The procedure is illustrated by some examples.     

三种心理测量理论的信度观

目前,心理测量领域中主要存在三大理论派别。本文分别对这三种理论即经典测验理论、可概括性理论和项目反应理论作了简要介绍,着重分析这三种理论的信度观。文章讨论了这三种信度观的理论基础和研究方法,比较了它们的异同,指出经典测验理论存在的一些不足及概化理论和项目反应理论所作的改进。概化理论是对经典测验理论的扩展,它用多维的信度指标（概化系数）替代了经典测验理论的信度系数,项目反应理论则从信息量的角度出发,用项目信息函数、测验信息函数等指标更具体深入地反映项目、测验的测量可靠程度。     

Is Speech Arrest during Wada Testing a Valid Method for Determining Hemispheric Representation of Language?

Background and objective: The intracarotid amobarbital procedure, or Wada test, is the method of choice to determine hemispheric representation of language, and is routinely used in the presurgical evaluation for intractable epilepsy. Some investigators perform comprehensive language assessments, but others base language lateralization solely on speech arrest. This study sought to determine whether speech arrest alone during Wada testing provides valid data regarding language lateralization. Methods: The subjects (previously reported) were 21 patients evaluated for intractable epilepsy, who underwent language lateralization by Wada testing and functional MRI (FMRI). For each patient, language representation was determined by calculating: (1) a Wada laterality index based exclusively on speech arrest; (2) a Wada laterality index based on comprehensive language assessment; and (3) an FMRI laterality quotient. Correlation coefficients and categorical classifications were analyzed. Results: There was no significant correlation between the Wada laterality quotient derived from duration of speech arrest and either the comprehensive Wada language laterality score (r= .35,p= .12) or FMRI language laterality score (r= .32,p= .16). Categorical classification as left, right or bilateral language also showed marked discordance between speech arrest and the other two methods. Conclusion: Duration of speech arrest during Wada testing is not a valid measure of language dominance.     

词汇听觉使用频率在两类记忆测验中的比较研究

讨论了词语使用过程中视觉使用频率和听觉使用频率的区分。通过两个实验对听觉使用频率进行了探讨。实验一通过量表评定法得到了两组视觉使用频率相同,但听觉使用频率不同的双字词,实验二利用实验一得到的两组双字词对被试进行了记忆测验,在单一的听觉条件下,发现在自由回忆,听觉再认和模糊辨听这两类不同的记忆测验中出现了实验性分离现象;反映了听觉使用频率自身的一些特征。     

时序信息提取机制的探索

对时序信息加工的经典研究是采用新近性判断范型,结果发现其提取机制是以新近性为基础的逆向串行搜索过程。本研究采用新近性判断范型和早远性判断范型对时序信息的提取机制进行了深入的考察,结果表明：（ｌ）提取时序信息既存在逆向串行搜索,又存在顺向串行搜索;（２）早远性判断和新近性判断任务对不同部分时序信息恢复的效应不同,其中早远性判断易化早远部分,新近性判断易化新近部分──表现为对相应部分辨别力的提高和正确反应潜伏期的缩短;（３）在不同的时序信息提取任务中,被试会根据具体条件进行反转反应。     

Rationally developed fake-good and fake-bad scales for the Jesness Inventory

Develops two validity scales for the Jesness Inventory using a rational approach: a fake-good scale, Lie (L); and a fake-bad scale, Overt Symptomatology (OS). Effectiveness was assessed using 293 male delinquents classified as fake-good, fake-bad, or honest based on a matched-pair MMPI-A. L was moderately effective in detecting the fake-good set, and OS tentatively effective in detecting the fake-bad set. Both correlated well with their MMPI-A counterparts. Sensitivity, specificity, positive predictive power, negative predictive power, and overall effectiveness data were reported. The L scale and OS scale were related to race but differences were less than 1 raw score point. L was unrelated to age. OS was related to age, with younger children showing more willingness to admit to symptomatology. Age-based modified T-score norms were developed for the newly constructed scales using 1142 male and 360 female delinquents. ages 13–18.     

军队初级指挥官PM领导行为类型的研究——与中、日企业领导行为的比较

本研究采用日本三隅二不二教授的PM领导行为理论 ,用中国修订版的PM量表对 2 64名初级军官的领导行为类型进行了评定 ,并与对中、日企业界的有关研究结果进行了比较 ,目的是研究初级军官所特有的领导行为特征以及与其相对应的情境因素。研究结果显示 :①在军事组织中 ,PM型是较理想的领导类型 ,其次为P型。这与中、日企业的结果有所不同。②方差分析结果表示 ,在与领导行为类型相关的八项情境因素中 ,初级军官在工作激励、连队满意度、团队精神和会议成效等因子上高于中、日企业界 ;但在心理卫生、对待遇满意度、信息沟通和绩效规范等因子上均低于中国企业界。③ χ2 分析结果显示 ,三种组织与四种PM行为类型之间在六项情境因素上的差异显著 ,提示三种组织在领导行为和情境因素上各有其特点 ;另外 ,与军事指挥官领导行为类型关系最为密切的是工作激励因素和团队精神 ,这是军事集团突出的特征之一。④中、日企业界在会议成效和信息沟通两因素上的差异较大 ,反映了两国在企业管理方面不同的特点。