THE RELATIONSHIP OF PERSONALITY VARIABLES TO ORGANIZATIONAL WITHDRAWAL

The relationship of personality variables to turnover and absenteeism was investigated using Cattell's 16 PF. Results indicated Factors G (conscientiousness) and Q₄ (anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal. The Porter and Steers "polar" hypotheses for organizational withdrawal were not confirmed except for the anxiety factor. Results are discussed in terms of Lyons'(1972) conclusions on the relationship of absenteeism and turnover and the generality of findings to other samples of employees.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

Developmental and sex-related differences in preschoolers' affective decision making

This study investigated developmental and sex-related differences in affective decision making, using a two-deck version of Children's Gambling Task administered to 3- and 4-year-old children. The main findings were that 4-year-old children displayed better decision-making performance than 3-year-olds. This effect was independent of developmental changes in inductive reasoning, language, and working memory. There were also sex differences in decision-making performance, which were apparent only in 3-year-old children and favored girls. Moreover, age predicted awareness of task and the correlation between the latter and decision-making performance was significant, but only in 4-year-old children. This study thus indicates that there is a remarkable developmental leap in affective decision making, whose effects are apparent around the age of 4, which according to our results, also marks the age when the correlation of declarative knowledge and decision-making performance becomes significant.     

A Consistent Ethic of Life: An American-Catholic Dialogue

Cardinal Bernardin provides an analysis of the Catholic Church and society at large for developing a consistent ethic of life. The Cardinal's position is that the pro-life position of the Catholic Church must be a comprehensive and consistent ethic of life. Furthermore, questions of abortion and nuclear war must be linked by a consistent ethic of life. Cardinal Bernardin closes with a conviction that there is a new openness today in society to the role of moral argument and moral vision in public affairs. The Catholic Church needs to commit itself to domestic and foreign policy changes that reflect a respect for life.     

BEHAVIORAL OBSERVATION SCALES AND THE EVALUATION OF PERFORMANCE APPRAISAL EFFECTIVENESS

An earlier article by the present authors (Bernardin and Kane, 1980) pointed out a serious flaw in the conceptual basis of Behavioral Observation Scales (BOS). The present article explains this flaw in more detail and shows that its solution would make BOS indistinguishable from other methods already in existence. The focus then shifts from the conception of appraisal methods to their evaluation with the presentation of a discussion of the special problems of error capitalization that arise in the use of item analysis in the development of multi-item rating scales. This discussion proceeds to describe the correct approach to removing the effects of error capitalization in the evaluation of the psychometric properties of such rating scales.