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Ua35/11 Student Honors Research Bulletin, Wku Honors Program

WKU Archives Records

The WKU Student Honors Research Bulletin is dedicated to scholarly involvement and student research. These papers are representative of work done by students from throughout the university.

• Baum, Carole. A Glance at Phenomenology and Its Approach to Literary Criticism, 1987
• Coble, Terrell. Personality Determinants: Research Results and Implications for Intervention, 1987
• Crase, Kim. Recent Developments in Products Liability, 1987
• Flora, Joan. Simms's Frontier Characters, 1987
• Ford, Doug, David Gray and Nick Nauman. Right-to-Work Laws, 1987
• Gray, Michael. Through Pontormo's Eyes, 1987
• Jackson, Jewel. Is Creativity Teachable? 1987
• Logsdon, Doug. James I as King Lear, 1987
• Schneringer, Joseph. Weather Stations in …

Weighted Application Blanks: An Empirical Approach For The Selection Of Delivery Personnel Psychology, Barton Lee Dahmer

Masters Theses & Specialist Projects

The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.

Ua35/11 Student Honors Research Bulletin, Wku Honors Program

WKU Archives Records

The WKU Student Honors Research Bulletin is dedicated to scholarly involvement and student research. These papers are representative of work done by students from throughout the university.

• Whicker, Garth. Agriculture and the Development of Malaysia
• McGaha. Rape, Passion, Lechery, Usury, Incest, Murder and other Matters in The Ravenger's Tragedy
• Harrison, Robert. It was a Day of Very General Awakening . . : Reformation and Revival in Russellville, Kentucky
• King, Betty. An Affirmative Decision for James's Isabel Archer
• Sutton, Joyce. Sex Bias in Performance of Women
• Logsdon, Doug. Poe's Women
• Yoder, Nate. Emily Dickinson and Her Puritan Heritage
• Davis, Aleen. Jay …

Ua35/11 Student Honors Research Bulletin, Wku Honors Program

WKU Archives Records

The WKU Student Honors Research Bulletin is dedicated to scholarly involvement and student research. These papers are representative of work done by students from throughout the university.

• Albin, Bettye. John Dryden's Criticism: The Neglected Link
• Allen, Christopher. Martial Reflections: Ancient Cultures and Their War-Gods
• Case, Laura. Climatic Preference
• Deller, Kathy. Regression Analysis: The Effects of Advertising, Price, Income and Import Sales on American-Made Auto Sales
• Downing, Elizabeth. Dorothy Leigh Sayers: Detective of Literary Theory in The Mind of the Maker
• Elder, Janice. A Retrospective Study on Discharge Planning and Primiparas at Breckinridge Memorial
• Flora, Joan. Narcissism and the Need for …

A Validity Study Of An Operational Pre-Hire Assessment Process For Professional, Managerial, Technical Personnel, John Galbraith

Masters Theses & Specialist Projects

Research concerning the validity of various procedures for assessing managerial potential is reviewed. It is found that several assessment techniques are valid for identifying and/or predicting potential and that a combination of techniques usually accounts for a significantly greater amount of criterion variance than does a single assessment procedure used alone. The lack of research concerning the use of multiplecomponent assessment techniques for the selection of individual job applicants for lower-level managerial positions is pointed out. The present study concerns itself with an operational individual assessment program designed to identify and select from among experienced job applicants those individuals exhibiting …

The Traditional Sex-Stereotype Of A Job As A Moderator Variable For The Directionality Of Sex Biases In Performance Evaluation, Bernard Bena

Masters Theses & Specialist Projects

Accurate and objective performance appraisals are absolutely necessary due to their utility in important personnel decisions such as promotion, demotion and training. This study examines the contaminating effects of sex bias on performance evaluations and it's relationship to the sex-stereotype of the job and levels of performance. Unlike previous studies, this study not only examines these effects at the extremes of performance, but at average levels as well. Also, unlike previous studies, the subjects empirically determined the sex-typed nature of the jobs and the levels of performance within those jobs rather than the experimenter having made a priori decisions. Hypothetical …

The Operational Effectiveness Of The Behavioral Expectations Scale & The Mixed Standard Scale: A Comparative Evaluation, Deborah Boniske

Masters Theses & Specialist Projects

Performance evaluations were obtained on firefighters in a large Midwestern City. The evaluations were conducted through utilization of two different scale types (The Behavioral Expectation Scale and The Mixed Standard Scale). These evaluations were obtained in order to test the hypotheses that the MSS was psychometrically superior to the BES in the reduction of halo and leniency error and that the MSS was also the better scale type in terms of producing higher interrater reliability. Leniency error (in both the absolute and comparative sense) was examined by conducting a series of T-tests. Halo error was investigated by a comparison of …

Stereotype Bias In Selection: A Process Approach, Donald V. Currie

Masters Theses & Specialist Projects

This investigation was to determine if an applicant’s sex and the job’s sex orientation stereotypes affected the evaluation of applicant information and subsequent selection decision outcomes. Interviewers (N=48) were asked to rate the employment suitability of 49 hypothetical applicants. The results indicated that an interaction of the applicant’s sex and job’s sex orientation had marginal affect on the importance weightings in two of the four applicant attribute factors, motivation/ability and personality/appearance. Applicants with equivalent qualifications did not receive comparable employment suitability ratings, Unfair job discrimination was demonstrated by these data. It was concluded that the applicant’s sex and the job’s …