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Twenty-two Siamese and 32 mixed breed cats' personalities were rated by their respective college student owners and compared. Further, the owners' self rated personality traits were correlated with the pets'; significant Siamese and Mixed differences and correlations were obtained. These are the first data to examine breed of cat on a personality dimension. (Contains 2 tables.)

This note shows that the formula suggested by N. D. Bryant and S. Gokhale (1972) for correcting indirectly restricted correlations when no information is available on the third (directly restricted) variable is accurate only in one special instance. A more general correction formula is illustrated. (SLD)

In moderated regression analysis with both a continuous predictor and nominal-level (group membership) variables, there are conditions in which the hypothesis of equal slopes of the regression of Y onto X across groups is equivalent to the hypothesis of equality of X-Y correlations across groups. This research uses those conditions to investigate the impact of heterogeneity of error variance on the power accuracy of the F test for equality of regression slopes. The results show that even when sample sizes are equal, the test is not robust and, under unequal sample sizes, the pattern of excessively high or excessively low rejection rates can be severe.

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 relects 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 conjuntion witht 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. (Reprinted by permission of the publisher.)

Hulin, Henry, and Noon (1990) reviewed evidence from a number of studies which supported, in their view, the position that predictive validities decreased over time. If correct, their results would have significant implications for personnel selection practice and research. However, further analysis of their evidence suggested that their results may have only limited generalizability. More specifically, few of the studies they used to support their claim of decreasing predictive validities were field studies of prediction-criterion pairs. Furthermore, reported data on lagged intercorrelations were of limited relevance to the question of decreasing validities. Finally, a large body of data relevant to the issue of time-lagged validities in a personnel selection context were omitted because the data did not meet Hulin et al.'s restrictive criteria. (Reprinted by permission of the publisher.)

Although catastrophe theory appears to have substantial heuristic value in many areas of psychology, its acceptance has, to some extent, been hampered by the lack of a well-developed analytic framework. Two recent articles by Guastello (1987,1988) suggest that a change-score least-squares regression model provides a method for testing catastrophe theory models. This article reviews these regression analysis procedures. The problems in the approach are detailed, then demonstrated with computer-generated data sets. The results show that such regression approaches cannot adequately distinguish between data that has arisen from a true catastrophe model and data from a true linear model.

The present study examined several psychometric issues relevant to the use of a favored technique (the Angoff method) used to set standards in criterion referenced testing. The research was conducted within a setting which allowed (a) confident identification of expert and non-expert judges, and (b) estimation of 'true' scores for items judged so that accuracy of judgments in addition to reliability could be examined. Results suggested that expertise of judges does make a difference in producing more accurate and reliable data, underscoring the importance of using true subject matter experts (SMEs) in the judgment process. A rater analysis technique (rater-total correlations) was illustrated, which might prove useful in improving the quality of data obtained using the Angoff method, particularly when there is some question regarding the internal consistency of ratings and expertise of some of the raters. Finally, a rater accuracy adjustment/calibration technique was examined and proved to be a potentially useful method to maximize accuracy of a standard derived using the Angoff method in settings where archival normative test data can be obtained. Other methods that could potentially be used to improve Angoff data were discussed. (Reprinted by permission of the publisher.)

In a recent article, Hunter, Schmidt, and Coggin (1988) criticized the use of capital budgeting techniques for evaluating the utility of human resource programs (such as selection programs; Cronshaw & Alexander, 1985). Hunter et al. claimed that such methods are often conceptually and logically inappropriate and that use of these methods may have unintended negative consequences for organizations. Although we agree with Hunter et al.'s argument that no single correct definition of utility exists, three of their arguments have logical and empirical shortcomings. It is demonstrated that capital budgeting theory remains a useful framework from which to represent the utility of human resource programs to organization decision makers. (Reprinted by permission of the publisher.)

The between-ratee contrast effect in behavioral measurement was examined from an information processing perspective. Two potential sources were investigated: (a) transiently shifting standards or short-term changes in standards applied in the rating process and (b) encoding of context-discrepant stimuli or disproportionate use of behavioral information inconsistent with the immediate context. When both of these were examined directly, only the discrepant-behavioral-stimuli phenomenon received support as a source. Behaviors discrepant with a transiently established context had a disproportionate impact on impression and evaluation. Recent theory in social cognition provided a conceptual analysis of the discrepant-stimuli process. Implications of the results for eliminating or avoiding contrast error in behavioral measurement are discussed, as are suggestions for future research. (Reprinted by permission of the publisher.)

MMPI profiles of 185 Pacific Bell employees referred for psychological evaluation were compared to a sample of 200 seen for psychiatric evaluation related to Workers' Compensation litigation. In both samples, an almost identical percentage of MMPI profiles reflected significant psychopathology (85% vs. 83%). In the Pacific Bell sample, there were almost twice as many MMPIs of questionable validity (16%) as in the Worker's Compensation study (7%). The most striking finding is that the same five two-point Code-Types were the most frequently occurring in both samples; they accounted for about half of the profiles in each study. Three of these Code-Types, 12/21, 13/31, and 23/32, which involve the Hypochondriasis, Depression, and Hysteria scales, represented 38% of the Workers' Compensation and 26% of the Pacific Bell samples. These three Code-Types are characteristics of somatization of psychogenic complaints.

A comparison of measures of association for 2x2 data was carried out by computer analysis. For each of 1,539 tables, 14 measures of association were calculated and evaluated. A measure based on the odds-ratio (Chambers, 1982) was most accurate in capturing the rho underlying a majority of the tables. (Author/BW)

Reviewed literature on impact of the quality circle process upon both individual and organizational outcomes. Demonstrated quality circle's effectiveness, reporting two moderating factors' influence. Found no significant positive-findings bias, suggesting bias may be an artifact resulting from the inclusion of "popular-press" articles with research-oriented studies. (Author/KS)

The construct validity of extraversion-introversion was explored, as measured by the Myers Briggs Type Indicator (MBTI) and the Eysenck Personality Inventory. Findings supported the complexity of extraversion-introversion. Two MBTI scales, Extraversion Introversion and Judging Perceiving, were factorially valid measures of impulsivity non-planning. (Author/GDC)

This article presents an improved approximation formula for the problem of correcting correlation coefficients that arise from range-restricted distributions on either or both the independent and dependent variable. (BS)

Responds to Austin, Humphreys, and Hulin's (1989) critique of Barrett, Caldwell, and Alexander, suggesting that the burden of proof still rests on the advocates of the concept of dynamic criteria, and that empirical support is lacking for the existence of dynamic criteria as a simplex. Contrary evidence from educational, organizations, and experimental psychology is reviewed. (TE)

Conducted meta-analyses of validity coefficients from tests of clerical abilities for five criteria (supervisor ratings, supervisor rankings, work samples, production quantity, production quality). Found ratings, rankings, work samples, and production quantity to all result in high test validities. Fifth criterion, production quality, had low predictability and did not generalize across situations. (Author/NB)