Showing papers in "Psychological Bulletin in 1979"

Intraclass correlations: uses in assessing rater reliability.

Abstract: Reliability coefficients often take the form of intraclass correlation coefficients. In this article, guidelines are given for choosing among six different forms of the intraclass correlation for reliability studies in which n target are rated by k judges. Relevant to the choice of the coefficient are the appropriate statistical model for the reliability and the application to be made of the reliability results. Confidence intervals for each of the forms are reviewed.

The file drawer problem and tolerance for null results

Abstract: For any given research area, one cannot tell how many studies have been conducted but never reported. The extreme view of the "file drawer problem" is that journals are filled with the 5% of the studies that show Type I errors, while the file drawers are filled with the 95% of the studies that show nonsignificant results. Quantitative procedures for computing the tolerance for filed and future null results are reported and illustrated, and the implications are discussed. (15 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

In-group bias in the minimal intergroup situation: A cognitive-motivational analysis.

Abstract: Experimental research on intergroup discrimination in favor of one's own group is reviewed in terms of the basis of differentiati on between in-group and outgroup and in terms of the response measure on which in-group bias is assessed. Results of the research reviewed suggest that (a) factors such as intergroup competition, similarity, and status differentials affect in-group bias indirectly by influencing the salience of distinctions between in-group and out-group, (b) the degree of intergroup differentiation on a particular response dimension is a joint function of the relevance of intergroup distinctions and the favorableness of the in-group's position on that dimension, and (c) the enhancement of in-group bias is more related to increased favoritism toward in-group members than to increased hostility toward out-group members. The implications of these results for positive applications of group identification are discussed. In 1906, sociologist William Sumner articulated a functionalist approach to the nature of intergroup attitudes in his exposition of the concept of ethnocentrism . The differentiation of peoples into distinct ethnic groups originates, according to Sumner, in context of the "conditions of the struggle for existence." At the individual level, the psychological consequences of this differentiation both reflect and sustain the basic state of conflict between the in-group (or "we-group") and out-groups (or "others-groups"):

Review and Conceptual Analysis of the Employee Turnover Process

Abstract: Research on employee turnover since the Porter and Steers analysis of the literature reveals that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment are consistently and negatively related to turnover. Generally, however, less than 20% of the variance in turnover is explained. Lack of a clear conceptual model, failure to consider available job alternatives, insufficient multivariate research, and infrequent longitudinal studies are identified as factors precluding a better understanding of the psychology of the employee turnover process. A conceptual model is presented that suggests a need to distinguish between satisfaction (present oriented) and attraction/expected utility (future oriented) for both the present role and alternative roles, a need to consider nonwork values and nonwork consequences of turnover behavior as well as contractual constraints, and a potential mechanism for integrating aggregate-level research findings into an individual-le vel model of the turnover process. Employee withdrawal, in the form of turnover, has sustained the interest of personnel researchers, behavioral scientists, and management practitioners. At the macro level, economists and personnel researchers have demonstrated the relationship between turnover rates and the aggregate level of economic activity, employment levels, and vacancy levels (see, e.g., Armknecht & Early, 1972; Forrest, Cummings, & Johnson, 1977; Price, 1977; Woodward, 1975-1976). At the micro level, behavioral research has established a consistent, although generally weak, correlation between job dissatisfaction and turnover (Brayfield & Crockett, 19SS; Locke, 1976; Porter & Steers, 1973; Vroom, 1964; Herzberg, Mausner, Peterson, & Capwell,

Stability of aggressive reaction patterns in males: a review.

Abstract: Considered in the review are 16 studies on the stability of aggressive behavior and reaction patterns. There is great variation among the studies in sample composition, in definition of variables, in method of data collection, and in the ages and intervals studied. Generally, the size of a (disattenuated) stability coefficient tends to decrease linearly as the interval between the two times of measurement (T2— 7\) increases. Furthermore, the degree of stability can be broadly described as a positive linear function of the interval covered and the subject's age at the time of first measurement, expressed in the age ratio T-^/T^,. The degree of stability that exists in the area of aggression was found to be quite substantial; it was, in fact, not much lower than the stability typically found in the domain of intelligence testing. Marked individual differences in habitual aggression level manifest themselves early in life, certainly by the age of 3. It was generally concluded that (a) the degree of longitudinal consistency in aggressive behavior patterns is much greater than has been maintained by proponents of a behavioral specificity position, and (b) important determinants of the observed longitudinal consistency are to be found in relatively stable, individual-differentiating reaction tendencies or motive systems (personality variables) within individuals.

Group reaction time distributions and an analysis of distribution statistics.

Abstract: A method of obtaining an average reaction time distribution for a group of subjects is described. The method is particularly useful for cases in which data from many subjects are available but there are only 10-20 reaction time observations per subject cell. Essentially, reaction times for each subject are organized in ascending order, and quantiles are calculated. The quantiles are then averaged over subjects to give group quantiles (cf. Vincent learning curves). From the group quantiles, a group reaction time distribution can be constructed. It is shown that this method of averaging is exact for certain distributions (i.e., the resulting distribution belongs to the same family as the individual distributions). Furthermore, Monte Carlo studies and application of the method to the combined data from three large experiments provide evidence that properties derived from the group reaction time distribution are much the same as average properties derived from the data of individual subjects. This article also examines how to quantitatively describe the shape of reaction time distributions. The use of moments and cumulants as sources of information about distribution shape is evaluated and rejected because of extreme dependence on long, outlier reaction times. As an alternative, the use of explicit distribution functions as approximations to reaction time distributions is considered.

Interobserver agreement, reliability, and generalizability of data collected in observational studies.

Abstract: Research in developmental and educational psychology has come to rely less on conventional psychometric tests and more on records of behavior made by human observers in natural and quasi-natural settings. Three coefficients that purport to reflect the quality of data collected in these observational studies are discussed: the interobserver agreement percentage, the reliability coefficient, and the generalizability coefficient. It is concluded that although high interobserver agreement is desirable in observational studies, high agreement alone is not sufficient to insure the quality of the data that are collected. Evidence of the reliability or generalizability of the data should also be reported. Further advantages of generalizability designs are discussed.

The concepts of alienation and involvement revisited.

Abstract: To clarify and operationalize the concepts of alienation and involvement, several current sociological and psychological approaches to the concepts are examined. Several common sources of confusion surrounding the treatment of the concepts are identified. A motivational formulation of the concepts i

Large sample variance of kappa in the case of different sets of raters.

Abstract: Published formulas for the large sample variance of the kappa statistic that are appropriate for the case of different sets of raters for different Ss, when each set of raters is selected at random from a larger pool of available raters, are determined to be incorrect. New formulas are derived and c

Superior–subordinate communication: The state of the art.

Abstract: Based on a review of the literature, empirical research in the area of superiorsubordinate communication is classified into nine topical categories and critically examined. Inspection of this literature suggests that researchers have focused the majority of their attention on studying (a) the effects of power and status on superior-subo rdinate communication, (b) trust as a moderator of superior-subo rdinate communication, and (c) semantic-information distance as a source of misunderstand ing in superior-subo rdinate communication. It is concluded that future research should increasingly be developmental and longitudinal in nature and should take into greater consideration the effects situational variables have on communication in the superior-subordinate dyad. Status hierarchy is inherent in the nature of purposeful organizations. As Redding (1972) observes, within organizations "there are 'superiors' and 'subordinates'—even though these terms may not be expressly used, and even though there may exist fluid arrangements whereby superior and subordinates roles may be reversible" (p. 18). How superiors and subordinates interact and communicate to achieve both personal and organizational goals has been an object of investigation by social scientists for most of the 20th century. Empirical research examining superior-subordinate communication is diverse, is strewn across a multitude of disciplines, lacks coherent organization and classification, and in general, has not received sufficient review and interpretation as a body of literature. The present article attempts to alleviate this confusion by reviewing, classifying, interpreting, and providing directions for future research in the area of organizational communication that is loosely termed superior-subordinate communication. This article focuses on empirical research solely in the domain of organizationa l communication. To avoid generalizations from communication research outside of the orga

Unfair discrimination in the employment interview: Legal and psychological aspects

Abstract: The psychological and legal literature concerning evidence of bias or unfairness in the employment interview with regard to blacks, females, handicapped persons, and the elderly is reviewed. This review indicates that (a) the interview is highly vulnerable to legal attack and one can expect more future litigation in this area; (b) the mechanisms and processes that contribute to bias in the interview are not well specified by researchers; (c) findings based predominantly on resume research show that females tend to receive lower evaluations than males, but this varies as a function of job and other situational characteristics; (d) little evidence exists to confirm the notion that blacks are evaluated unfairly in interview contexts; (e) a relative dearth of research exists investigating interview bias against the elderly and handicapped individuals; and (f) evidence concerning the differential validity of the interview for these minority and nonminority groups is virtually nonexistent. A number of research needs and directions are specified. Despite research that indicates that the employment interview has limited reliability and validity (Mayfield, 1964; Ulrich & Trumbo, 1965; Wright, 1969), organizational use of the interview in helping to make selection and promotion decisions persists. The statement of Dunnette and Bass (1963) that the personnel interview is the most widely used method of selecting employees still holds true today, In fact, there is some speculation that the employment interview may be gaining in popularity because of increased court and legal pressures brought to bear on employers' pencil-and-paper testing practices. In view of the increased likelihood of their employment tests' being subjected to legal scrutiny, employers are dropping the use of tests and placing even more

Associative and nonassociative theories of the UCS preexposure phenomenon: implications for Pavlovian conditioning.

Abstract: Excitatory Pavlovian conditioning of a discrete conditioned stimulus is attenuated by prior exposure to the unconditioned stimulus. The unconditioned stimulus preexposure phenomenon is observed in a variety of Pavlovian conditioning procedures as diverse as eyelid conditioning, the conditioned emotional response, and conditioned taste aversion learning. This article discusses the variables that affect the unconditioned stimulus preexposure phenomenon and uses this information in evaluating both associative and nonassociative accounts of the phenomenon. At least one associative account, based on context blocking, and at least one nonassociative account, based on central habituation of the emotional response to the unconditioned stimulus, remain viable. The primary goals of research in Pavlovian conditioning are to determine the variables that influence the formation of conditioned responses and then to specify their mechanisms of action. A number of investigators are currently examining how one such variable, the organism's experience with the unconditioned stimulus, affects the course of conditioning. It has been shown in a variety of Pavlovian conditioning paradigms that exposure to the unconditioned stimulus (UCS) prior to the initiation of pairings of the conditioned stimulus (CS) and the UCS attenuates the formation of the excitatory conditioned response (CR). The UCS preexposure effect interests many investigators because of their conviction that a thorough analysis of this phenomenon will further our understanding of the necessary conditions for Pavlovian conditioning.

Male and female spoken language differences: Stereotypes and evidence.

Abstract: Male speech and female speech have been observed to differ in their form, topic, content, and use. Early writers were largely introspective in their analyses; more recent work has begun to provide empirical evidence. Men may be more loquacious and directive; they use more nonstandard forms, talk more about sports, money, and business, and more frequently refer to time, space, quantity, destructive action, perceptual attributes, physical movements, and objects. Women are often more supportive, polite, and expressive, talk more about home and family, and use more words implying feeling, evaluation, interpretation, and psychological state. A comprehensive theory of "genderlect" must include information about linguistic features under a multiplicity of conditions.