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As part of the International Sexuality Description Project, a total of 17,804 participants from 62 cultural regions completed the Relationship Questionnaire (RQ), a self-report measure of adult romantic attachment. Correlational analyses within each culture suggested that the Model of Self and the Model of Other scales of the RQ were psychometrically valid within most cultures. Contrary to expectations, the Model of Self and Model of Other dimensions of the RQ did not underlie the four-category model of attachment in the same way across all cultures. Analyses of specific attachment styles revealed that secure romantic attachment was normative in 79% of cultures and that preoccupied romantic attachment was particularly prevalent in East Asian cultures. Finally, the romantic attachment profiles of individual nations were correlated with sociocultural indicators in ways that supported evolutionary theories of romantic attachment and basic human mating strategies. Keywords: romantic attachment; culture; internal working models; human mating strategies

The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black--White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger, standardized ethnic group differences (ds) than subjective measures across a variety of indicators. This trend was consistent across quality, quantity, and absenteeism measures. Further, work samples and job knowledge tests are associated with larger ds than performance ratings or measures of absenteeism. Analysis of Hispanic--White standardized differences shows that they are generally lower than Black--White differences in several categories.

Previous studies of standardized ethnic group differences in the employment interview have shown differences to be relatively small. Unfortunately, many researchers conducting interview studies have not considered the issue of range restriction in research design. This omission is likely to lead to underestimates of standardized ethnic group differences (d) when the interview is considered as an initial screening device or used in combination with other initial screening devices. The authors found that 2 forms of a behavioral interview were associated with standardized ethnic group differences of .36 and .56 when corrected for range restriction. These differences are substantially larger than previously thought and demonstrate the importance of considering a variety of study design characteristics in obtaining the appropriate parameter estimates.

The purpose of this investigation was to assess the effect of race on employment interview evaluations. A meta-analysis of 31 studies found that both Black and Hispanic applicants received interview ratings that on average were only about one quarter of a standard deviation lower than those for White applicants. Thus, interviews as a whole do not appear to affect minorities nearly as much as mental ability tests. Results also suggested that (a) high-structure interviews have lower group differences on average than low-structure interviews, (b) group differences tend to decrease as the complexity of the job increases, and (c) group differences tend to be higher when there is a greater proportion of a minority in the applicant pool. Implications and directions for future research are discussed.

This article describes the development of a new technique for identifying outlier coefficients in a meta-analytic data sets. Denoted as the sample-adjusted meta-analytic deviancy statistic or SAMD, this technique takes into account the sample size on which each study is based when determining outlier status. An empirical test of the SAMD statistic with an actual meta-analytic data set resulted in a substantial reduction in residual variabilities and a corresponding increase in the percentage of variance accounted for by statistical artifacts after removal of outlier study coefficients. Moreover, removal of these coefficients helped to clarify what was a confusing and difficult-to-explain finding in this meta-analysis. It is suggested that analysis for outliers become a routine part of meta-analysis methodology. Limitations and directions for future research are discussed. (Reprinted by permission of the publisher.)

The measurement of individual work performance has been one of the most prolifically researched areas in the personnel psychology literature. One generally accepted aspect of this literature is that due [...]

The present investigation provides a reanalysis of the employment interview for entry-level jobs that overcomes several limitations of J. E. Hunter and R. F. Hunter's (1984) article. Using a relatively sophisticated multidimensional framework for classifying level of structure, the authors obtained results from a meta-analysis of 114 entry-level interview validity coefficients suggesting that (a) structure is a major moderator of interview validity; (b) interviews, particularly when structured, can reach levels of validity that are comparable to those of mental ability tests; and (c) although validity does increase through much of the range of structure, there is a point at which additional structure yields essentially no incremental validity. Thus, results suggested a ceiling effect for structure. Limitations and directions for future research are discussed. (Reprinted by permission of the publisher.)