Training Observers to Detect Deception Effects of Self-Monitoring and Rehearsal

It was predicted that trained observers would detect deception more accurately than untrained observers. More specifically, it was predicted that the highest deception detection accuracy would be found among trained observers judging the veracity of low self-monitors and unrehearsed liars, whereas the lowest detection accuracy would be found among untrained observers judging the veracity of high self-monitors and rehearsed deceivers. It also was hypothesized that the discrepancy between observers‘actual ability to detect deception and their certainty in the accuracy of their judgments would be smaller for trained observers than for untrained observers. Observers trained to detect deception used six behavioral cues based on research by deTurck and Miller (1985): (a) message duration, (b) response latency, (c) adaptors, (d) pauses, (e) nonfluencies, and (f) hand gestures. Results confirmed both hypotheses.     

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.     

ISSUES CONCERNING THE USE OF REGRESSION ANALYSIS IN SALARY DISCRIMINATION CASES

Twenty-nine salary discrimination court cases were examined to determine ways an organization can refute a regression analysis that leads to the inference of discrimination in compensation. It was found to be equally effective for the organization to introduce its own regression, other statistics, or no statistics. The plaintiff won all of the cases when discrimination was proven in promotion. The defendant won all cases when discrimination was not proven in promotion. Defendants also won all cases when plaintiffs inappropriately treated jobs as fungible or when they failed to include important variables. Market variables may be included in regressions if defendants can show they were applied consistently to determine salaries. The implications of the courts' acceptance of some regressions for comparable worth is presented, and a list of recommendations is made for organizations that may be faced with results from regression analysis in court.     

Introduction to Special Issue. Counselors Be Aware: Clients Come in Every Size,Shape, Color,and Sexual Orientation

In order to guarantee that each individual is free to pursue his/her potential, each member of AACD is charged to (a) engage in ongoing examination of his/her own attitudes, feelings, stereotypic views, perceptions and behaviors that might have prejudicial or limiting impact on women, ethnic, minorities, elderly persons, gay/lesbian persons and persons with handicapping conditions; (b) contribute to an increased sensitivity on the part of other individuals, groups or institutions to the barriers to opportunity imposed by discrimination; (c) advocate equal rights for all individuals through concerted personal, professional and political activity. (Position paper of the Human Rights Committee of the American Association for Counseling and Development, 1987, p.1)     

PERFORMANCE APPRAISAL AND TERMINATIONS: A REVIEW OF COURT DECISIONS SINCE BRITO V. ZIA WITH IMPLICATIONS FOR PERSONNEL PRACTICES

Court cases since the classic Brito v. Zia (1973) decision dealing with terminations based on subjective performance appraisals are reviewed. Professional interpretations of Brito v. Zia are also examined and criticized in light of professional practice and subsequent court decisions. Major themes and issues are distilled from the review of cases, and implications and recommendations for personnel practices were discussed.     

Dialectical Metatheory in Family Therapy

This paper addresses the controversy in family therapy over basic philosophical issues in terms of a historical opposition between demonstrative and dialectical metatheories. It argues that advances in family therapy are indicative of the growing prominence of dialectical forms of understanding in the social sciences. Several family therapy concepts are explored as representative of the dialectical categories of motion, form, relationship, and transformation.     

The Career Satisfaction of the Association for Counselor Education and Supervision Members

Members of the Association for Counselor Education and Supervision completed a questionnaire on career satisfaction. A majority reported being quite satisfied with their careers. Most experienced only occasional burnout, and over half perceived their career stress as no greater than moderate.