Relating other's behaviour to own behaviour: Effects of delayed response and task difficulty

120 Ss from age groups 8, 12 and 16 years were tested for their understanding that another person's (O) sadness response was related to a preceding behaviour in S. The understanding was tested after experimental interaction episodes where E's assistant (O) worked on an (easy or difficult) task, was helped by S, and responded (immediately or delayed) with sadness. The results showed that a relating of O's behaviour to S was shown primarily for Ss in the two oldest age groups, and primarily when O's response was immediate. A delay of 11/2 min in O's response resulted in attributions of O's behaviour to psychological processes in O rather than to S's behaviour. The youngest Ss focused on O in explaining O's behaviour. Task difficulty did not effect Ss causal attributions.     

A SURVEY OF MANAGEMENT TRAINING AND EDUCATION PRACTICES IN U.S. COMPANIES

A survey was systematically developed to assess issues related to management training and education, and it was sent to 1,000 randomly selected U.S. companies with at least 1,000 employees. Based on a 61% response rate, findings were obtained regarding issues such as needs assessment, management training and development approaches, reasons for selecting particular programs, characteristics of participants, how decisions are made regarding who will participate, preparation and follow-up of participants, evaluation of management training programs, future management training trends, and needed training content. Significant findings by company size and industry type also are reported.     

Quantifying aggression: Effects of identity of stimulus

A test for children's insight into relations between behaviour and aggressive emotion showed that kindergarten children showed an increase in ratings of emotion corresponding to an increase in aggressive behaviour (positive relation), and that an increase in ratings of emotions corresponding to a decrease in aggression-related behaviour (negative relation) was shown by seven- and nine-year-old children. Cognition of relations between aggressive emotion and behaviour seemed to be developed earlier than cognition of relations between intention and behaviour as observed in a previous study. Results from the test also indicated that the magnitude of emotion ratings differed in identity (same stimulus person) and non-identity (differed stimulus persons) stimulus conditions.     

INFLUENCE OF ASSESSMENT CENTER METHODS ON ASSESSORS'RATINGS

Recently a number of authors have argued persuasively that performance ratings are influenced to a large extent by the way the rater selects, organizes, stores, and recalls information. Although the influence of the rater's cognitive processes on the obtained ratings has been considered in the job-performance evaluation literature, this issue has not been considered in the assessment center literature. The purpose of the present study was to examine how assessment center methods affect the way assessors organize and process assessment center information and affect the ratings they make. Independent groups of assessors underwent one of two methods for evaluating candidates in an assessment center. Data indicated differences in the convergent and discriminant validities and differences in the factor structures of the ratings for the two methods. The pattern of results suggested that the two methods for evaluating assessment center candidates affected the way the assessors organized the assessment center information and affected the obtained ratings. Future research should consider assessment center methods and assessors as sources of variation in assessment center ratings.     

Teachers do not Deal in Widgets

Although the use of merit pay, incentive pay, bonus pay, and job promotion are well-established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many-tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility.     

Limiting confidential information in counseling

Historically, confidentiality has been viewed on all educational levels as implicit both in counseling relationships and in the maintenance and use of student records; yet recently, a decision of a Superior Court judge in the state of Maine (the Bates College case) made it obvious that at least college admissions records which show school counselor recommendations are not necessarily legally confidential. With expressed needs for privileged communication in education continuing to manifest themselves through the consideration and passage of legislation, this article reconsiders prevailing legal and ethical limits to confidentiality, with particular reference to the APGA Ethical Standards of 1961.     

New Careers Model Revisited: The Importance of Mentoring

The authors report a study that suggests the career paths of workers on short-term federal projects may be enhanced as a result of developing a relationship with a mentor through such projects.     

ITEM GENERATION PROCEDURES AND BACKGROUND DATA SCALES: IMPLICATIONS FOR CONSTRUCT AND CRITERION-RELATED VALIDITY

Background data measures are one of the best predictors of job performance. Nonetheless, questions have been raised about their content and construct validity. The present effort describes a set of procedures for developing construct and content valid background data items. Data gathered in seven field studies and six laboratory studies are presented bearing on the reliability and validity of the measures constructed using these item generation procedures. Findings in these studies indicate that construct-based item generation procedures yield reliable scales evidencing both content and construct validity. Furthermore, these scales are capable of predicting performance in a variety of settings. Theoretical and practical implications of these findings for the development and validation of background data measures are discussed.