EFFECTS OF MULTIPLE ADMINISTRATIONS OF THE MMPI FOR EMPLOYEE SCREENING

Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re-screening individuals with the same inventory is frequent. This paper examines the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become "test-wise," and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is indicated.     

EXPECTATIONS OF BEHAVIORALLY ANCHORED RATING SCALES

Behaviorally anchored rating scales (BARS) are reviewed from two perspectives. First, the particular BARS methodology is assessed on the basis of its fulfilling three broad categories of "criteria for criteria:" (1) utilization criteria, (2) qualitative criteria, and (3) quantitative or psychometric criteria. These three broad categories are composed of 14 specific criteria by which performance evaluation methodologies can be assessed. The second perspective involves an evaluation of BARS in terms of psychometric criteria but with the literature broken down into studies concerned with (1) development of BARS, (2) utilization of BARS, (3) comparison of BARS to other methods, and (4) rater training in BARS use. Conclusions from these reviews indicate that BARS is no better or worse than other methods when assessed on a quantitative basis whereas it has greater potential when assessed on the utilization and qualitative criteria. Suggestions are offered for extending BARS research to process questions and to domains other than performance appraisal perse     

“De Facto Congregationalism” and Mormon Missionary Outreach: An Ethnographic Case Study

A number of theorists in the sociology of religion hold that denominations in the United States have remained vital by decentralizing power, and shifting control from central hierarchies to individual congregations: a strategy dubbed “de facto congregationalism.” However, changes in the polity of the Church of Jesus Christ of Latter-day Saints (the LDS, or Mormon, Church) contravene this trend. Unlike most denominations, Mormonism—a vital faith by all accounts—has centralized its authority and standardized its programs in recent decades. This article investigates whether the logic of de facto congregationalism applies to Mormonism. From a case study of missionary outreach in an LDS congregation, I investigate how mandates from the church's central headquarters are interpreted and implemented at the grassroots level. My findings show that the church's centralized polity may hinder the functioning of Mormon congregations outside traditional strongholds in Utah and the Intermountain West—a finding consistent with the logic of de facto congregationalism.     

LEADERSHIP EMERGENCE IN AUTONOMOUS WORK TEAMS: ANTECEDENTS AND OUTCOMES

The aim of this study was to investigate (a) personality attributes and cognitive ability ( g ) as determinants of leadership emergence in teams, and (b) the impact of leadership that can emerge from the team leader (operationalized as the team member with the highest leadership score) and other team members (staff) on team performance. Autonomous work team members who had been working together for 13 weeks were studied. Participants were 480 undergraduates in 94 initially leaderless teams of 5 or 6. We found that leadership emergence was associated most strongly with g , followed by conscientiousness, extraversion, and emotional stability. Teams performed best when both the team leader and staff were high in leadership. Furthermore, an effective team leader does not ameliorate the negative affects of a staff low in leadership.     

Emotion regulation dimensions and relationship satisfaction in clinical couples

The present study explored the relation between the multidimensional construct of emotion regulation and relationship satisfaction in 104 couples seeking couple or family therapy. Satisfaction was assessed via the Dyadic Satisfaction Subscale of the Dyadic Adjustment Scale, whereas the Difficulties in Emotion Regulation Scale was used to assess the 6 dimensions of emotion regulation (acceptance, goals, impulse, awareness, strategies, clarity). Significant relations were found between relationship satisfaction and acceptance, impulse, awareness, and strategies. Relations were not always found in expected directions, and although actor effects were found for both genders, only women displayed partner effects. Findings point to the importance of considering context when studying emotion regulation and highlight the clinical importance of evaluating its specific dimensions.     

Fostering Financial Independence Self-Efficacy in AFDC Recipients Participating in a Vocational Training Program

Participants in this study were 183 recipients of Aid to Families With Dependent Children who were referred to Hawaii's Job Opportunities and Basic Skills Program. The systematic employment of four methods for changing self-efficacy resulted in significant changes in participants' financial independence self-efficacy over a relatively short time.     

TOWARD AN INTEGRATED MODEL OF WORK EXPERIENCE

Work experience and related concepts such as tenure and seniority have been and continue to be used extensively in a variety of human resource functions. However, research on experience has proceeded without a clear theoretical orientation, adequate consideration of contextual and individual factors, and appropriate attention to measurement and design. These issues are addressed and a model of the work experience construct is offered. Work experience is described as consisting of qualitative and quantitative components that exist at different levels of specification and which interact and accrue over time. The model provides a nomological net for the experience construct linking it to contextual and individual factors critical for the development of experience and its translation into immediate outcomes of work-based knowledge, skills, attitudes, and motivation, and secondary outcomes such as performance. The model provides a basis for specific research propositions and human resource applications that consider work experience as a multidimensional, multilevel, and temporally dynamic construct.     

The Effects of Early Religious Training: Implications for Counseling and Development

The simplistic conception of god commonly taught to children is distinguished from the God of theology and philosophy. There is evidence that children feel a considerable amount of anxiety in connection with their deity. A thorough analysis of the god of childhood reveals that many children believe in and internalize an authoritative being who is both good and evil, kind and abusive. Modeling of this being can continue into adulthood and may have a continuing effect on cognition and behavior. Implications for counseling and development are discussed.