The primary objective of this study was to examine the predictive power of occupational stress for teaching approaches. Participants were 246 faculty members from a large university in Guangzhou in the People's Republic of China, who completed the Approaches to Teaching Inventory, four scales from the Occupational Stress Inventory-Revised…

The relationship between IQ scores and elementary cognitive task (ECT) performance is well established, with variance on each largely reflecting the general factor of intelligence, or g. Also ubiquitous are Black-White mean differences on IQ and measures of academic success, like grade point average (GPA). Given C. Spearman's (Spearman, C. (1927).…

Business schools often attain accreditation to demonstrate program efficacy. J. A. Marts, J. D. Baker, and J. M. Garris (1988) hypothesized that candidates from Association to Advance Collegiate Schools of Business International (AACSB)-accredited accounting programs perform better on the CPA exam than do candidates from non-AACSB-accredited…

The authors review criticisms commonly leveled against cognitively loaded tests used for employment and higher education admissions decisions, with a focus on large-scale databases and meta-analytic evidence. They conclude that (a) tests of developed abilities are generally valid for their intended uses in predicting a wide variety of aspects of…

Empirically tests the prediction of the situational specificity hypothesis of personnel selection that states that if the situation is held constant, then validity findings will not vary. Results showed that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. (LLL)

Discusses how new technology is changing career testing and assessment. Describes several career information systems such as CareerScope, Ability Explorer, Work Keys, and Test of Adult Basic Education. (JOW)

Opinions of 79 disabled and 93 nondisabled persons were compared about the fairness and job relatedness of personality inventories, cognitive ability tests, leaderless group discussions, work samples, biographical inventories, and structured or unstructured interviews. Disabled respondents viewed structured interviews as significantly less fair…

Discusses a study on testing procedures used by business and government agencies to screen word processor applicants. (JOW)

The author suggests that much of the current vocational evaluation technology does not fit within the definition of a work sample, and warns that if evaluators do not integrate their measurement tools with the discipline's philosophy, system publishers will gain control over vocational evaluation. (CL)

A specified minimum performance level can be translated into a minimum passing score for the written test by measuring the performance of students whose written test scores are near the desired cutoff score. Stochastic approximation methods accomplish this purpose. The up-and-down method and the Robbins-Monro process are compared. (Author/RL)

Asserts that fragmentation of academic disciplines handicaps efforts to deal rationally with problems arising from group differences in general intelligence. Contends that open discussions like those appearing in this special journal issue are necessary, and illustrates arguments through comments on moral, scientific, and legal concerns addressed…

Explains procedures for handwriting analysis (graphology) and the benefits and limitations of its use in employment screening. Presents implications for teaching penmanship in business education. (SK)

Three studies, all on student populations, looked at the relationship between a recently psychometrised measure of General Knowledge [Irwing, P., Cammock, T., & Lynn, R. (2001). Some evidence for the existence of a general factor of semantic memory and its components. "Personality and Individual Differences," 30, 857-871], both long…

High risk of liability makes assessment centers a viable method for selection of police officers. Despite high costs, centers offer the advantages of observation of actual job-related behavior, support in the legal arena, and validity. Video technology and other options have potential for reducing the expense. (SK)

Describes how job analysis was used to create a job-specific skills assessment, how the skills assessment is used to determine the appropriateness of a candidate's skills and work style, and how the skills assessment informs an applicant about job tasks and expectations. (JOW)