SETTING CUTOFF SCORES: LEGAL, PSYCHOMETRIC, AND PROFESSIONAL ISSUES AND GUIDELINES

Cutoff scores are used in a variety of settings to help managers make personnel decisions. Although cutoff scores are used widely, information about their derivation and appropriate use is scattered in the legal, psychometric, and professional literatures. The purpose of this paper is to analyze critically and to integrate these diverse literatures, to summarize what is known and what is unknown about the use and misuse of cutoff scores. Alternative methods are examined in relation to legal precedents set by the courts, to psychometric principles, and to the various sets of professional guidelines. Directions for future research are suggested, and we conclude with a set of recommendations regarding acceptable professional practice in this area.     

One Counselor's Intervention in the Aftermath of a Middle School Student's Suicide: A Case Study

The authors discuss the application of Gestalt theory as a means of dealing with the surviving classmates of a student who committed suicide.     

REACTIONS TO RESUMES AS A FUNCTION OF RESUME DETERMINATENESS, APPLICANT CHARACTERISTICS, AND SEX OF RATERS

Six male and six female personnel professionals were presented with resumes in which sex, age, marital status, and academic achievement were systematically varied. The study examined the hypothesis that resume determinateness is positively related to the evaluation given to the resume by prospective employers. The provision of ambiguous information was found to distort the evaluation process but not in a consistent manner. Married males and females were evaluated more positively than were those who were single. Also married females with high academic status were evaluated more positively than were married males with high academic status, although there were no differences for single males and females. Female raters showed a tendency to be more stringent than males in their evaluations, and this effect was pronounced for older, married applicants. The study examines the implications of these results and makes suggestions for future research.     

Appearances,Rationality, and Justified Belief

One might think that its seeming to you that p makes you justified in believing that p. After all, when you have no defeating beliefs, it would be irrational to have it seem to you that p but not believe it. That view is plausible for perceptual justification, problematic in the case of memory, and clearly wrong for inferential justification. I propose a view of rationality and justified belief that deals happily with inference and memory. Appearances are to be evaluated as ‘sound’ or ‘unsound.’ Only a sound appearance can give rise to a justified belief, yet even an unsound appearance can ‘rationally require’ the subject to form the belief. Some of our intuitions mistake that rational requirement for the belief’s being justified. The resulting picture makes it plausible that there are also unsound perceptual appearances. I suggest that to have a sound perceptually basic appearance that p, one must see that p.     

THE PRACTICAL INTELLIGENCE OF ENTREPRENEURS: ANTECEDENTS AND A LINK WITH NEW VENTURE GROWTH

We draw upon cognitive psychology and social cognition theories to develop a model of practical intelligence, its antecedents, and its role in the early growth phase of entrepreneurship. The model was tested through interviews with 22 printing industry CEOs and responses from 283 founders of early‐stage printing and graphics businesses. Related venture and industry experience and 2 learning orientations interacted to predict practical intelligence. In turn, practical intelligence interacted with growth goals to predict higher venture growth across 4 years.