Career Counseling Implications with the Gay and Lesbian Population

In this article, the author identifies resources available to assist the gay and lesbian population with career planning and job search concerns. Evolving legal issues are also discussed.     

TOPICAL EPISTEMOLOGIES

Abstract: What is the point of developing an epistemology for a topic—for example, morality? When is it appropriate to develop the epistemology of a topic? For many topics—for example, the topic of socks—we see no need to develop a special epistemology. Under what conditions, then, does a topic deserve its own epistemology? I seek to answer these questions in this article. I provide a criterion for deciding when we are warranted in developing an epistemological theory for a topic. I briefly apply this criterion to moral epistemology and argue that some approaches to moral epistemology should be abandoned. I also argue that we can develop an epistemology for a topic without committing ourselves to a specific substantive theory of justification, such as reliabilism or coherentism, if we work within a suitably neutral framework.     

Insecure romantic attachment dimensions and frequency of mate retention behaviors

Individual differences in attachment bonds may influence the performance of mate retention behaviors. Because anxiously attached individuals are hypervigilant to partner rejection cues, we hypothesize that individuals higher in anxious attachment will perform more frequent mate retention behaviors. Because avoidantly attached individuals evade intimacy with their partners, we hypothesize that individuals higher in avoidant attachment will perform less frequent mate retention behaviors. Participants (N = 469) in a romantic relationship completed measures of romantic attachment and mate retention behaviors. The results provide support for the study hypotheses but also reveal that avoidantly attached women perform more frequent mate retention behaviors that deter intrasexual rivals. We discuss limitations of this research and highlight directions for research on romantic attachment, mate retention behaviors, and infidelity.     

Initiating Salary Discussions With an Extreme Request: Anchoring Effects on Initial Salary Offers1

Two studies were conducted to examine the effects of implausible anchors on initial salary offers. Participants provided a salary offer to a candidate after receiving a relevant anchor and an implausible anchor. The results of Study 1 indicated that a high implausible anchor influenced salary offers, even in the presence of the relevant anchor. Study 2 examined whether a more extreme implausible anchor would also affect salary offers. The results indicated that both the high anchor and the extremely high anchor led to higher salary offers than did the control condition.     

Sexual Orientation Bias Toward Gay Men and Lesbian Women: Modern Homonegative Attitudes and Their Association With Discriminatory Behavioral Intentions1

Two studies examined modern homonegative attitudes among nonstudents. In Study 1, participants completed the Modern Homonegativity Scale (MHS; Morrison & Morrison, 2002 ) and other measures. Results indicated that MHS scores correlated positively with neoracism, neosexism, and the Protestant work ethic, and negatively with humanitarianism–egalitarianism. Gender differences were found and, irrespective of participant sex, greater modern homonegativity was directed toward gay, rather than lesbian targets. Study 2 extended research in the realm of modern homonegativity by investigating the linkage between modern homonegative attitudes and behavioral intentions in a sample of 196 community participants. As expected, modern homonegativity predicted discriminatory behavioral intentions toward a gay, but not a straight mayoralty candidate. Applications of these findings and future research directions are discussed.     

Exploring the Role of Risk in Employee Creativity

This paper argues that creative behavior requires an employee to be willing to engage risk. Aside from the discussion of risk propensity as an individual difference, a new situational variable will be developed and tested: willingness to take risks (WTR). WTR captures the employee's willingness to engage risks in their work and is positioned as an important influence on creative behavior. The results of a field study indicate that WTR is a significant predictor of employee creativity and, in addition, mediates the relationship between encouragement and creativity. The results are discussed in light of the current literature on employee creativity.     

HEIDEGGER AND THE APPROPRIATION OF METAPHYSICS

Heidegger's deconstruction of the history of Western metaphysics has been a major influence behind poststructural critiques of modernity as well as more apologetic attempts to maintain a dialogue with historical sources, such as Gadamer's philosophical hermeneutics. This bifurcation has intensified the ambiguity of Heidegger's project: was it an attempt to relinquish philosophical ties to the past or a call for a fundamental reinterpretation of them? In this article I argue the latter, focusing my analysis on Heidegger's notions of appropriation and historicity. On the one hand, appropriation is the hermeneutical event by which ontology is reinfused into a reading of historical sources. On the other hand, historicity is the self‐reflexive historical involvement by which we become aware of what contemporary, philosophical conditions necessitate this reengagement. In the end, Heidegger's critique of metaphysics arises from this self‐reflexivity. It deconstructs the prevailing misunderstandings of philosophical sources in order to allow for reinterpretation at a revivified ontological level constantly in view of the question of being.     

METHODS OF IMPROVING EMPLOYMENT TEST CRITICAL SCORES DERIVED BY JUDGING TEST CONTENT: A REVIEW AND CRITIQUE

Setting critical scores on content valid tests may involve making judgments about test content. A conclusion which has been reached in the testing literature is that the Angoff method is preferred as this type of judgmental method of setting standards or critical scores. The current paper reflects this conclusion, but also discusses several limitations of the Angoff method, and outlines why less than optimal data may be obtained using this preferred method or similar methods. Several techniques are reviewed and critiqued that may be used in conjunction with the Angoff method or similar methods to attempt improvement of the psychometric quality of the critical score data. Components from two psychometric frameworks (generalizability theory and Cronbach's, 1955, accuracy scores) are integrated and applied in assessing the impact that each of the techniques may have on Angoff critical score data. The techniques reviewed can be roughly divided into: (a) procedural methods (involved in the judgment process), and (b) psychometric methods (involved in data analysis following judgment). The present review is intended as a resource to personnel testing specialists who may be interested in methods of bolstering the process of judgmentally deriving critical scores.     

COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12-month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.