bluuebunny/crossref_metadata_2025 huggingface dataset:
A Blind Trial Evaluation of a Crime Scene Methodology for Deducing Impact Velocity and Droplet Size from Circular Bloodstains*
Authors: Hulse‐Smith Lee , Illes Mike
Published: December 2006

ABSTRACT: In a previous study, mechanical engineering models were utilized to deduce impact velocity and droplet volume of circular bloodstains by measuring stain diameter and counting spines radiating from their outer edge. A blind trial study was subsequently undertaken to evaluate the accuracy of this technique, using an applied, crime scene methodology. Calculations from bloodstains produced on paper, drywall, and wood were used to derive surface‐specific equations to predict 39 unknown mock crime scene bloodstains created over a range of impact velocities (2.2–5.7 m/sec) and droplet volumes (12–45 μL). Strong correlations were found between expected and observed results, with correlation coefficients ranging between 0.83 and 0.99. The 95% confidence limit associated with predictions of impact velocity and droplet volume was calculated for paper (0.28 m/sec, 1.7 μL), drywall (0.37 m/sec, 1.7 μL), and wood (0.65 m/sec, 5.2 μL).
Value of DNA Tests: A Decision Perspective
Authors: Taroni Franco , Bozza Silvia , Bernard Magali , Champod Christophe
Published: December 2006

ABSTRACT: Before a Court of Law testifying in DNA‐evidence cases, scientists are often challenged with the idea that the more markers (loci) the better, i.e., why does the scientist not use 16 or more markers? This paper introduces a new perspective, decision analysis, to deal with the problem of the number of markers to type in a criminal context. The decision‐making process, which plays a key role in the routine work of a forensic scientist, consists of the rational choice, given personal objectives, between two or more possible outcomes when the consequences of the choice are uncertain. Simulated results support the hypothesis that analytical added value does not increase with the number of markers.
Real‐Time Polymerase Chain Reaction Quantification of Canine DNA*
Authors: Evans Jeffrey J. , Wictum Elizabeth J. , Penedo M. Cecilia T. , Kanthaswamy Sreetharan
Published: December 2006

ABSTRACT: The accurate quantification of target DNA is an important step in the short tandem repeat analysis of forensic biological samples. By utilizing quantification data to control the amount of template DNA in the polymerase chain reaction (PCR), forensic scientists can optimize testing and minimize the consumption of limited samples. The ability to identify and quantify target DNA in mixed‐species samples is crucial when it may be overwhelmed by nontarget DNA, as in cases of dog attack. We evaluated two quantitative real‐time PCR assays for dynamic range, species specificity, and inhibition by humic acid. While both assays proved to be highly sensitive and discriminating, the Melanocortin‐1 Receptor (MC1R) gene Taqman® assay had the advantages of a shorter run time, greater efficiency, and safer reagents. In its application to forensic casework, the MC1R assay has been advantageous for quantifying dog DNA in a variety of mixed‐species samples and facilitating the successful profiling of individual dogs.
Quantification of the Amphetamine Content in Seized Street Samples by Raman Spectroscopy
Authors: Katainen Erja , Elomaa Matti , Laakkonen Ulla‐Maija , Sippola Erkki , Niemelä Pentti , Suhonen Janne , Järvinen Kristiina
Published: December 2006

ABSTRACT: A Raman spectroscopy method for determining the drug content of street samples of amphetamine was developed by dissolving samples in an acidic solution containing an internal standard (sodium dihydrogen phosphate). The Raman spectra of the samples were measured with a CDD‐Raman spectrometer. Two Raman quantification methods were used: (1) relative peak heights of characteristic signals of the amphetamine and the internal standard; and (2) multivariate calibration by partial least squares (PLS) based on second derivative of the spectra. For the determination of the peak height ratio, the spectra were baseline corrected and the peak height ratio (hamphetamine at 994 cm−1/hinternal standard at 880 cm−1) was calculated. For the PLS analysis, the wave number interval of 1300–630 cm−1 (348 data points) was chosen. No manual baseline correction was performed, but the spectra were differentiated twice to obtain their second derivatives, which were further analyzed. The Raman results were well in line with validated reference LC results when the Raman samples were analyzed within 2 h after dissolution. The present results clearly show that Raman spectroscopy is a good tool for rapid (acquisition time 1 min) and accurate quantitative analysis of street samples that contain illicit drugs and unknown adulterants and impurities.
A Novel Method for the Analysis of Discharged Smokeless Powder Residues
Authors: Muller Dan , Levy Aharon , Vinokurov Asya , Ravreby Mark , Shelef Ran , Wolf Ehud , Eldar Baruch , Glattstein Baruch
Published: December 2006

ABSTRACT:A novel method for the estimation of intermediate‐long firing distance range is proposed. The method is based on the characterization and chemical analysis of the smokeless powder particles on the target. An adhesive lifter is applied to collect the suspected gunshot residues (GSRs) from the surface of an object, and a Modified Griess Test (MGT) is carried out after alkaline hydrolysis on the adhesive lifter. Visualized particles are removed from the adhesive lifter under a microscope. Two systems are used for the analysis of organic discharge residues from the smokeless powder: (1) gas chromatography/thermal energy analysis (GC/TEA) for the analysis of nitroglycerine (NG) and 2,4‐dinitrotoluene (2,4‐DNT), (2) gas chromatography/mass spectrometry (GC/MS) for the identification of organic components such as DNT, NG, and some stabilizers. By using this procedure and confirming that the suspected particles are indeed GSR, one can estimate the intermediate‐long firing distance ofc. 0.75–3 m in the presence of very few particles and provide information for the classification of ammunition type in casework.
Suicidal Decapitation Using a Tractor Loader: A Case Report and Review of the Literature
Authors: Racette Stéphanie , Vo Truong Tho , Sauvageau Anny
Published: December 2006

ABSTRACT: In forensic practice, decapitated bodies are predominantly associated with decapitation by wheels of trains or with postmortem dismemberment following homicide. In the suicidal context, decapitation accounts for less than 1% of total suicide. Apart from decapitation by trains, other encountered methods involve suicidal hanging and vehicle‐assisted ligature suicide. Reported here is a unique case of suicidal decapitation in a 45‐year‐old man using a tractor loader at the foot of a silo, on his farm. The head was recovered in the loader and there were several impact spots from the loader as well as blood on the silo wall. The autopsy revealed a complete decapitation wound with the severance plane located between the third and fourth cervical vertebra. A 1.5 cm wide abrasion on the anterior part of the neck and abrasions under the chin were noted. This very unique case of intentional suicidal decapitation is the first reported case of a planned system intended to create decapitation outside the unique case of homemade guillotine and the more common decapitation by train.
Diagnostic Dilemma of Sudden Deaths Due to Acute Hemorrhagic Pancreatitis
Authors: Tümer Ali Rıza , Dener Cenap
Published: December 2006

ABSTRACT: Sudden death due to acute pancreatitis has been rarely determined. A review of 3305 autopsies performed between 1991 and 2001 at the Council of Forensic Medicine found 12 cases (0.36%) with sudden death due to acute hemorrhagic pancreatitis without symptoms. A history of chronic alcohol ingestion was obtained from family in four cases (33%), and no stones were found in the bile ducts or in the gall bladders. During the autopsies, hemorrhage and edema were localized on the head of the pancreas in three cases and the whole pancreas in nine cases. The most common extrapancreatic pathology was found in the lung including pulmonary edema, alveolar hemorrhage, pleural effusion, and pulmonary congestion. There was no correlation between pulmonary and pancreatic damage. It is suggested that the forensic pathologists who are dealing with sudden unexpected death must not ignore the examination of pancreatic and extrapancreatic regions to avoid missing acute pancreatitis.
Effectiveness of Comparison Overlays Generated with DentalPrint© Software in Bite Mark Analysis*
Authors: Martin‐de las Heras Stella , Valenzuela Aurora , Javier Valverde A. , Torres Juan Carlos , Luna‐del‐Castillo Juan D.
Published: December 2006

ABSTRACT: Validation studies of the new DentalPrint© software were carried out with experimental bite marks in pigskin. The bite marks were digitally photographed according to the ABFO guidelines for evidence collection. Dental casts used in the experiment were scanned in 3D and 2D, and comparison overlays were generated using DentalPrint© and Adobe® Photoshop® software, respectively. Digitized photographs of the experimental bite marks and the biting edges obtained in the overlays were compared by two different examiners to analyze the impact of training and experience with the two methods. Receiver operating characteristic (ROC) analysis, sensitivity, specificity, and 95% confidence intervals for each cutoff point were calculated. The expert examiner using DentalPrint© obtained the best results, with an area under the ROC curve of 0.76 (SE=0.057; CI at 95%=0.652–0.876). Fairly high specificity values were found for DentalPrint©, and the best results were obtained for the cutoff value that discriminated between the examiner's response “biter” and the rest of the possible (specificity 97.9%, CI at 95%=93.2%–99.6%). Therefore, the results presented here indicate that DentalPrint© is a useful, accurate tool for forensic purposes, although further research on the comparison process is needed to enhance the validity of bite mark analysis.
Mitochondrial DNA Amplification Success Rate as a Function of Hair Morphology
Authors: Roberts Katherine A. , Calloway Cassandra
Published: December 2006

ABSTRACT: This study examines the amplification success rate of mitochondrial DNA from human head hair with respect to their potential for forensic application. Mitochondrial DNA was isolated using a Chelex‐based extraction method and amplified using the LINEAR ARRAY™ duplex PCR system. The particular focus of this study was to characterize the morphological features of human head hair in order to further the understanding of the factors that influence amplification success rate in hair tissue using the LINEAR ARRAY™ duplex PCR system. 2554 head hairs from 132 individuals representing four population groups were amplified. The hair samples were characterized as follows: 1251 were identified microscopically as telogen hairs and 1303 were classified as hairs without roots (removed before extraction). Amplification success was assessed as a function of several independent variables: morphological characteristics; telogen root versus no root; donor age; scalp origin; use of cosmetic hair treatments; and race of the donor. The results show that a positive correlation exists between amplification success and the presence of a telogen root. Combining the amplification success with either the original or optimized protocol, telogen hairs result in an overall success rate of 77.5% compared with 65% for hairs with no roots. Controlling for telogen hairs, the findings indicate that the overall success rate is independent of cosmetic hair treatments; medulla structure; shaft length, diameter, and volume; and scalp origin. Conversely, the age of the donor, the race of the donor, and hair pigmentation all contribute to a variation in amplification success rate.
Recent Hardy Criticism
Authors: Pite Ralph
Published: December 2006

This article offers a survey of recent Hardy criticism (focussing on books by Jo Devereux, David Musselwhite, Edward Neill, Andrew Radford and T. R. Wright and a collection of essays edited by Tim Dolin and Peter Widdowson). It sets these in the context of how Hardy studies have developed over the last twenty years or so and suggests a number of directions that future research might take.
The Twentieth Part: Virginia Woolf in the British Museum Reading Room
Authors: Harvey Benjamin
Published: December 2006

This paper forms part of a Literature Compass cluster of articles which examines the current state of Virgina Woolf Studies and aims to provide a snapshot of the field. Urmila Seshagiri (University of Tennessee) and Rishona Zimring (Lewis and Clark College) first provide an introduction for this paper along with Sara Gerend's article, “‘Street Haunting’: Phantasmagorias of the Modern Imperial Metropolis.” The full text of Benjamin Harvey's piece then follows.

These papers grew out of the 15th Annual International Virginia Woolf Conference (College of Lewis and Clark, Portland, OR, June 9–12, 2005).

The full cluster is made up of the following articles:

“Introduction: Virginia Woolf and The Art of Exploration,” Urmila Seshagiri and Rishona Zimring, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00393.x

“Virginia Woolf's Sense of Adventure,” Maria DiBattista, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00394.x

“The Twentieth Part: Virginia Woolf in the British Museum Reading Room,” Benjamin Harvey, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00395.x

“‘Street Haunting’: Phantasmagorias of the Modern Imperial Metropolis,” Sara Gerend, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00396.x

“Hyde Park Gate News,” Gill Lowe, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00397.x

“The Art of ‘Scene‐Making’ in the Charleston Bulletin Supplements,” Claudia Olk, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00398.x

“A Camera of Her Own: Woolf and the Legacy of the Indomitable Mrs. Cameron,” Emily Setina, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00399.x

“Woolfian Resonances,” Anne Fernald, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00400.x

“Early Twentieth‐Century British Women Travellers to Greece: Contextualizing the Example of Virginia Woolf,” Martha Klironomos, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00401.x

“‘Others Wanted to Travel’: Woolf and ‘America Herself’,” Thaine Stearns, Literature Compass 3 (2006), 10.1111/j.1741‐4113.2006.00402.x
The Natural Environment, Innovation, and Firm Performance: A Comparative Study
Authors: Craig Justin , Dibrell Clay
Published: December 2006

In this article, we investigate the effect of firm-level natural-environment-related policies on innovation and financial performance in family and nonfamily firms. Our findings demonstrate that family firms are better able to facilitate environmentally friendly firm policies associated with improved firm innovation and greater financial performance more effectively than their nonfamily competitors.
THE POTENTIAL OF THE FAMILY LAW EDUCATION REFORM PROJECT FOR FAMILY LAWYERS1
Authors: Mosten Forrest S.
Published: December 2006

Family lawyers are major beneficiaries of the reforms set out in the Family Law Education Reform Project (FLER) Report. This commentary from a veteran family law practitioner explores the needs of the family law bar for the training of law students in practical, interdisciplinary, client‐centered lawyering that goes beyond the traditional case method. I trace many of the current innovations evolving in family law practice and how FLER reforms will not only benefit law schools but also have a major impact in the courts and private practice sector.
INTRODUCING PERSPECTIVES IN FAMILY LAW AND SOCIAL SCIENCE RESEARCH
Authors: Johnston Janet R.
Published: December 2006

This article provides an editorial introduction to the following three related articles on the growing use and influence of social science research in family law. It first considers why this has become problematic and identifies some common strategies used by advocates, sometimes under the guise of scholarship, to destroy the standing of research findings contrary to their ideological or political position. Then it discusses briefly the remedies proposed to mitigate these kinds of problems within the following three articles.
ON BEING A CHILD CUSTODY EVALUATOR: PROFESSIONAL AND PERSONAL CHALLENGES, RISKS, AND REWARDS
Authors: Pickar Daniel B.
Published: December 2006

Conducting child custody evaluations is one of the most complex, challenging, and sometimes risky professional endeavors that a mental health professional can perform. This article examines the professional and personal challenges which may be encountered by the evaluator. In addition to discussing the role requirements and need to maintain awareness of bias and countertransference, challenges such as coping with state board or ethics complaints and possible risks to personal safety are also addressed. Suggestions for risk management and coping with the demands of these assessments are offered, as well as the benefits and rewards of engaging in this important work.
MAKING A MOUNTAIN OUT OF A MOLEHILL: A LAW AND ECONOMICS DEFENSE OF SAME‐SEX FOSTER CARE ADOPTIONS
Authors: Bradley Richard R.
Published: December 2006

This article explores the methods by which homosexual partners can adopt children from foster care, primarily via the stepparent adoption method because most jurisdictions do not recognize same‐sex marriage or civil unions. In establishing that the children in foster care constitute a market not in equilibrium, I explore the significant barriers to entry that homosexual partners must overcome in order to adopt a child, including the biased rules of intestate succession, the inability of homosexuals to secure health insurance or other governmental subsidies for their nonbiological, adopted children, and the apparent misconception that homosexual parenting negatively affects the well‐being of the child. By deconstructing the barriers to entry in the foster care market for children, children will be afforded the opportunity to maximize their utility through permanency, and homosexual parents and the general public can maximize their utility through the reallocation of assets away from the foster care market, given that more children are likely to be adopted once homosexuals are granted unfettered adoption rights. The reallocation of assets away from the foster care market increases social efficiency, which is desired by all.
What Coordination Is Necessary?
Authors: Wherry Robert J.
Published: December 2006

Summary

The logic and the techniques of personnel research have been developed and applied primarily in the field of test construction. They are, however, as applicable to the evaluation of a personnel program as to the appraisal of an individual. In such application the interdependence of the various parts of the total personnel program are shown as they actually function, rather than as they are “dreamed up” on an organization chart. Moreover, the importance of such intangibles as quality of staffing and degree of coordination can be compared to determine how much each contributes to the total effectiveness of the over‐all personnel program.

Coordination in personnel work, as in any other activity, is generally recognized as being highly desirable. Alert administrators attempt by conferences, by issuances and by personal contacts to achieve coordination within and between

This article establishes on a factual basis, rather than by mere assertion, the value of coordination among the parts of a personnel program in achieving an effective total product. Moreover, it points out in a set of particular situations how coordination among the various branches of a personnel department can best be undertaken.

Some of the activities of a single Branch of a personnel office have an impact in every corner of the department; others among a Branch's activities are literally nobody's business but its own. This study differentiates among these, and gives direction to coordination by specifying which interbranch contacts are shown to be most important to over‐all effectiveness; it specifies also how the activities carried out in one Branch, e.g., Placement, have implications for the success of another Branch such as Salary and Wage Administration. It provides factual answers to the questions: “To what extent and in what respects must the job analyst, the placement interviewer, the training instructor, the employee counselor and other personnel workers each know what the other is doing? How is the work of one affected by how good a job the other does?” From the specific answers to these questions come answers to the broader ones: “How can each do his job most effectively?” and “HOW can duplication of effort, neglected needs, or contradictory policies and practices be reduced to a minimum?”
Cutting Training Waste
Authors: McGehee William
Published: December 2006

Summary

Many positions in industry require extensive periods of training. In one such job in which new employees reached acceptable production rates after periods of training ranging from six to fifteen months, study of fast and slow learners showed that these two groups could be differentiated as early as the end of the second week of training. Separations or transfers at this early stage could be made with 20% better than chance accuracy. By the end of the sixth week of training, this advantage over chance had risen to sixty‐three per cent. No further increase in accuracy is possible if the results from one group are to be used as standard for action on another.
A Factor Analysis of Officer Qualification Variables1
Authors: WHERRY ROBERT J. , CAMPBELL JOEL T. , PERLOFF ROBERT
Published: December 2006

The purpose of this paper is to investigate the factors involved in ratings of Army officer efficiency. Check list, forced choice, and graphic ratings by superiors and graphic ratings by associates were factor analyzed. Eight factors which account for the relationships among those variables were extracted.
Factors Influencing Organizational Effectiveness VII. A Survey of Aircraft Supervisors
Authors: Comrey Andrew L. , High Wallace S. , Wilson Robert C.
Published: December 2006

A previous study in this series (4) reported the results obtained from questionnaire validation with a sample of hourly workers at the Lockheed Aircraft Corporation, Burbank, California.2 In that and other studies in the series (1, 2, 3, 4, 6, 7), questionnaires composed of objective and relatively homogeneous items, or dimensions, were given to employees to obtain quantitative measures of their attitudes toward various aspects of their work, the organization, and its supervision. These dimension scores have been validated against a variety of criteria, including ratings, quality control measures, and production data.
Studies in Synthetic Validity. I. An exploratory investigation of clerical jobs
Authors: LAWSHE C. H. , STEINBERG MARTIN D.
Published: December 2006

This research has undertaken the task of attempting to establish test standards when accepted validation procedures are inapplicable. An elemental approach to job analysis has been used, test requirements for the elements have been established, and a procedure for their use is proposed.
Supervisory Training and Attitude Change*
Authors: McGEHEE WILLIAM , GARDNER JAMES E.
Published: December 2006

An experimental group of 10 foremen were given intensive training in time study procedures; and changes in knowledge concerning time study, handling of time study problems in their departments and attitudes toward time study were compared with a control group of 11 foremen who did not receive the training. Significant improvements in knowledge, handling time study problems, and possibly attitudes toward time study occurred in the experimental group but not in the control group. The control group, subsequently given similar training, showed the same type of improvement as the experimental group. It is concluded that an intensive workshop course in time study can modify the behavior of foremen in their work with time study problems in their departments in the textile industry.
Why Executives Fail1
Authors: GAUDET FREDERICK J. , CARLI A. RALPH
Published: December 2006

When an expensive piece of factory machinery fails to do its job efficiently, no time is lost sending a crew of mechanics to repair it as quickly as possible. When a machine breaks down repeatedly, it is usually discarded, with a resultant loss to the plant of perhaps tens of thousands of dollars in investment, spoilage of raw material and time lost. When a man in a responsible position fails to do his job efficiently, no crew of mechanics can rush to the scene, repair kits in hand, to restore his efficiency. When his failures continue over a period of time, the man, too, like the machine, must be discarded with a resultant loss to the plant of perhaps tens of thousands of dollars invested in his training for the responsibility of an executive position. No wonder industry today is gravely concerned over the failure of men who have been placed in management positions and whose failure, after a period of time, has cost the company heavily.

At the beginning of this study, questionnaires were sent to 300 major executives in American industry asking each executive to consider one man whom he had appointed to a management position and who had failed in that position.

The items in the questionnaire were roughly grouped into two categories. Results of analysis of the responses indicated that “personality factors” were more important as causes of executive failures, in comparison to “knowledge lacks,” in ratios of two to one in terms of frequency of checked items as well as in terms of weighted ranks; and in ratio of eleven to one when the respondents were asked directly which was more important.

In general, the findings are similar to earlier studies of the causes of failure of lower level employees—clerical, and semi‐skilled workers.
A Study of Accidents in 147 Factories1
Authors: SLIVNICK PAUL , KERR WILLARD , KOSINAR WILLIAM
Published: December 2006

Accident severity and frequency were correlated with each of 75 other variables in 147 factories in the automotive and machine shop industry, as listed in the membership rolls of the Automotive and Machine Shop Section of the National Safety Council.

1. Accident frequency is associated with seasonal layoffs rate, poor attitude of co‐workers toward high producers, small plants, easy access to prostitutes, other plants about, frequent handling of heavy materials, blighted living conditions, and garnisheed wages.

2. Accident severity is associated with non‐equalitarian eating, national union strength, no stated penalty for tardiness, no employee profit‐sharing plan, extreme workplace peratures, and “dirty‐sweaty” work.

3. Many of these significant correlates seem to show in common the operation of persistent threat to, or undermining of, the status or comfort of the individual as an individual (seasonal layoffs, rivalry‐hostility among ability‐unmatched workers, extreme social distance in eating practices, dominance of the national organization in collective bargaining, no incentive of sharing in profits, heavy and dirty work). The loss of, or threat to, individuality may produce preoccupation which in turn is unsafe behavior.

4. Another group of correlates of unsafe behavior relate to morality and urban sociology (prostitution, congestion, and, frequently, ugliness of other plants about, ugliness and bad living conditions of blighted neighborhoods, garnisheed wages). The mechanics of these associations are unclear but may in‐ volve excessive loading of guilt feelings, excessive instability of human, especially family, relationships, and related preoccupying frustrations.

Some of these relations probably bear a causal significance for accidents whereas for others the apparent relationship merely artifactual of some more underlying cause. Many these relationships are here investigated for the first time, it is hoped that confirmatory studies by other researchers be forthcoming.
A Second Look at Personality Test Validation
Authors: HEDBERG RAYMOND , BAXTER BRENT
Published: December 2006

A study of the Guilford‐Zimmerman Temperament Survey with life insurance salesmen failed to reveal any statistically significant differences between criterion groups in terms of an item analysis or differences in mean scores on the sub‐scales of the test. An examination, however, of the criterion groups' raw score distributions revealed a useful difference that held up in a cross‐check sample.
Supervisory Problems in Decision Making
Authors: DANIELSON LEE E. , MAIER NORMAN R. F.
Published: December 2006

This study reports the results of the interaction of 154 pairs of first and second line supervisors who were used as subjects in a Multiple Role Playing episode that involved the foreman's handling of a possible violation of a safety regulation by a repairman. The decision making process and the problems encountered by the foremen in the situation were investigated. The reactions of the repairmen to the decisions and to the way he was dealt with by the foremen were related to the foreman's actions.

When confronted with a situation involving a possible viola‐ tion of a safety regulation, the majority of the foremen (75%,) used the “judicial” approach of discussing the possible viola‐ tion. The objective of these foremen seemed to be the establish‐ ment of guilt or innocence, without regard for the possible consequences of such action. On the surface it appears, the initial decision to discuss or not to discuss the possible violation was not the determining factor for success in gaining the more basic objective (i.e. a safer worker). Either decision resulted in approximately 70 per cent success, but further analysis of the consequences of discussing the possible violation indicated that the foremen pursuing the judicial path created additional problems for himself and the repairman. In someinstances, he motivated the repairman to lie, deny the Violation, and in other situations where the repairmen did admit the violation the foremen were put in a position of having to lay off the worker, which they did very infrequently, or to let the person off and expose themselves to being accused of discriminating.

In a majority of cases (69.5 per cent), the repairmen ex‐ pressed the opinion that they would be safer workers and that their respect for their foremen had increased as a result of the interaction and decision during the role playing. Respect and safety were significantly related but respect and dominance of conversation by foreman or repairman were not. The experi‐ mental findings form an outline of aids to supervision in dealing with the possible violation situations.
Validity of Job Descriptions for Physical Requirements and Work Condition Information*
Authors: NEWMAN JACK , FINE SIDNEY A.
Published: December 2006

Physical Capacities and Working Conditions are two of eight components used in recent United States Employment Service occupational research designed to develop a new occupational classification structure (2, 9). This research has been carried out with 4,000 jobs, an 18% sample of Dictionary of Occupational Titles. The ratings made for the two components described in this article as well as for Training Time, Aptitudes, Interests, and Temperaments have recently been published as an informational tool supplementing the D.O.T. (12). Although satisfactory consistency among ratings was obtained among a group of raters working from job descriptions, the question was, how good was this information when compared with similar ratings made for the same jobs by actual observation of the jobs in plants? Some indication of consistency with on‐the‐spot‐observations was particularly necessary prior to publication. A previous study (10) had indicated satisfactory reliability of Aptitude ratings made similarly from direct and indirect observations. Would the same hold true for Physical Capacities and Working Conditions?
The Role of the Foreman in Modern Industry 1 I. The Development of a Measure of Management Identification
Authors: BALMA M. J. , MALONEY J. C. , LAWSHE C. H.
Published: December 2006

Drastic changes in the role of the foreman during the last few decades are traced to scientific management trends and the growth of industrial unions. Many companies have taken steps to further modify that role, but have necessarily done so with minimum empirical evidence. The research reported here is the first phase of a study designed to throw some light on the effect of a foreman's identification with management on two aspects of his supervisory effectiveness–work group productivity and employee attitude toward the foreman.

A measure of management identification was developed for use in studying these effects of the foreman's role in management. Because of the ego‐involved nature of management identification, the measure was based on an indirect method, the Error‐Choice or Direction of Perception technique of attitude measurement. Questions were written on a rational basis to measure management identification and an a priori scoring key was derived. A sample of 212 first line foremen from seven manufacturing plants in Illinois and Michigan completed the experimental questionnaire. The management identification questions were item analyzed for internal consistency and 30 items were selected; none of the Error‐Choice questions had its a priori scoring direction reversed by the item analysis. The reliability estimate of these items was .65 for this group.

A sample of 45 corporation executives also completed the questionnaire. This group scored significantly higher on the 30 items than did the 212 foremen, thus providing evidence for the validity of the measuring instrument.

The second article in this series will report the relationships found between this measure of foreman identification with management, work group productivity, and employee attitude toward the foreman. The third and final article will present and discuss some secondary correlates of foreman identification with management.
A Supervisory Practices Test *
Authors: BRUCE MARTIN M. , LEARNER DAVID B.
Published: December 2006

The SUPERVISORY PRACTICES TEST has been created to aid in the selection and evaluation of managerial and supervisory personnel.

An experimental form of the test containing 100 questions was reduced to 64 items following early experimental work. Further validation studies reduced the content to the present 50 items. Concurrent validity data are offered.

Test‐retest reliability is .86. Split‐half biserial reliability is .82.

The SUPERVISORY PRACTICES TEST correlated .27 with the total score of the Primary Mental Abilities Test. The correlation of .56 with the total score of How Supervise? Form M suggests more than a fair amount of measurement similar to that instrument.

The SUPERVISORY PRACTICES TEST appears to be an instrument that can be utilized in selection and evaluation situations.
Effective Supervision: An Adaptive and Relative Process 1
Authors: LIKERT RENSIS
Published: December 2006

Summary and Conclusions

1. Attempts to discover specific supervisory behaviors related to effectiveness of supervision have had limited success. The results are frequently conflicting and inconclusive. Specific supervisory acts may be effective in some situations but not in others, effective with some subordinates but not with others.

2. The response of a subordinate to a supervisory act depends upon the meaning of the act to the subordinate, not only upon the nature of the act itself. This meaning always depends upon the relationship of the supervisory act, as perceived, to the expectations, values, and interpersonal skills of the subordinate.

3. All of the perceptions, expectations, values, and interpersonal skills of the subordinate influence his response to each act of his superior. Supervision is, therefore, an adaptive and relative process in the sense that a supervisor, to be effective, must always adapt his behavior to fit the expectations, values, and interpersonal skills of his subordinates.

4. The converse is equally true. For effective interaction, the subordinate must relate his behavior to the expectations, values, and interpersonal skills of his superior (or peers).

5. This does not deny the importance of universal principles in supervisory‐subordinate relationships; it indicates only that a broadly applicable principle must allow variation in interpretation in such a way that meanings, not necessarily acts, are consistent with the principle. This broadens rather than restricts the range of applicability of basic principles. Current managerial theory and practice with regard to supervision and supervisory training must be re‐appraised in the perspective of being an adaptive and relative process.
Rating Scale Content: I. Scale Information and Supervisory Ratings 1
Authors: BARRETT RICHARD S. , TAYLOR ERWIN K. , PARKER JAMES W. , MARTENS LEON
Published: December 2006

Summary and Conclusions

Four rating scale formats were used by the first and second line supervisors of four groups of clerical workers. The formats varied from unstructured to highly structured. The format incorporating trait titles and behavioral descriptions of scale steps demonstrated marked superiority over both more‐ and less‐structured formats. This format demonstrated higher inter‐rater reliability, less halo and less leniency than did the other formats. Variability was approximately equal for all formats.
Relationships Between an Impromptu Speech and Criteria of Military Success 1
Authors: TUPES ERNEST C. , BORG WALTER R. , CARP A.
Published: December 2006

This report is one in a series describing the evaluation of members of two Air Force Officer Candidate School (OCS) classes by means of assessment techniques administered during a three and one‐half day period at the beginning of each class. This paper is concerned with relationships between individual performance on a five‐minute Impromptu Speech problem, criteria of OCS success, and other measures of military aptitude employed in the assessment.

The results of the study indicate that the Impromptu Speech test can be administered and scored by inexperienced personnel with a minimum of training, and it requires only about ten minutes of time per subject. Scores yielded by the Impromptu Speech test are satisfactorily reliable and sufficiently valid against later criteria of performance to permit fairly efficient screening if used as a selection device. Relationships between the Speech scores and other assessment measures provide estimates of its construct validity and indicate that persons who do well on the Speech test are those with relatively high Verbal Fluency, Effective Intelligence, and Social Maturity.
The Prediction of Turnover of Clerical Employees
Authors: MINOR FRANK J.
Published: December 2006

In
the selection of employees for routine clerical positions, a growing concern has been expressed in the problem of tenure. It was the purpose of this study to construct a meaningful selection instrument which would enable prediction of probable tenure for female clerical applicants at a large midwestern insurance company.

The independent variables consisted of self‐reported biographical data from the standard employee application blank and the results of tests administered by the personnel department. A sample of 440 female clerical employees was utilized, the selection instrument being developed on one‐half of the sample and validated on the remaining half.

In the final analysis, it was concluded that the resulting instrument, which yielded a composite correlation coefficient of .51, was amenable to practical application.
Foremen Selection in Light of a Theory of Supervision
Authors: HUTTNER LUDWIG , STENE D. MIRIAM
Published: December 2006

1) This article describes how a production‐supervisor selection program was developed for Pillsbury Mills, based on a theory of “people”vs.“thing” orientation.

2) The supervisor selection battery is shown to be valid against a rank‐rate criterion of first line production supervisors at Pillsbury Mills.

3) The study also shows that our hypothesis concerning the theory of effective supervision is sound when validated against management's definition of effective supervision.

4) The selection battery is short, easily administered and scored, and it provides operating management with an effective tool for the selection of new first line supervisors, especially when used in conjunction with a thorough review of an individual's background, education, and previous job performance.
The Validity of the Employment Recommendation Questionnaire in Personnel Selection: I. Skilled Traders1
Authors: MOSEL JAMES N. , GOHEEN HOWARD W.
Published: December 2006

Summary and Conclusions

Evidence is presented on the validity of a widely used but little studied personnel selection instrument–the employment recommendation questionnaire (ERQ). This device obtains judgments and information by mail from persons familiar with the applicant. The ERQ's studied were objectively scored, and the score for each applicant was the average of his scores from all respondents reporting on him. Validity was studied for 12 skilled jobs against the criterion of performance ratings, and for three professional jobs against the results from intensive field investigations.

Results show that ERQ's for the trades positions had practically no value in predicting later supervisory ratings. Evaluations by references on the applicant's character manifested slightly higher validity than did those on occupational ability, although the correlations varied considerably from job to job. For certain jobs both of these ratings showed sufficient promise to warrant their inclusion as items in a group of other predictors.

Item discrimination in general was very poor, with the possible exception of judgments on the applicant's special qualifications for the particular branch of the trade for which he was applying. This latter item, however, showed no validity.

It should be noted that these results have been obtained for the conventional type of ERQ item, scored objectively according to “face value,” and combined on an average‐respondent basis. No provision was made for possible inter‐respondent differences in validity. (This will be the subject of a later paper,) Consequently, these findings do not reject the possibility of developing empirically a more effective ERQ built around other types of items.
Rating Scale Content: II. Effect of Rating on Individual Scales1
Authors: TAYLOR ERWIN K. , BARRETT RICHARD S. , PARKER JAMES W. , MARTENS LEON
Published: December 2006

Summary and Conclusions

This report, the second in a series on the relationship of scale formats to graphic ratings, is concerned with the relationship among the seven scales employed in the study. These were divided into one group that dealt with personal attributes of the individual and another that was work‐oriented.

It was found that job traits showed greater agreement between first‐ and second‐level supervisors than did personal traits. The difference is greater in the less structured of the two formats considered.

Intercorrelations among job traits were substantially higher on both formats than they were for personal traits. With the exception of “leadership” ratings, raters seemed to be more lenient when rating personal characteristics than job characteristics.

An over‐all scale correlated from .89 to .94 with the optimum sum of the seven individual ratings. The maximum zero‐order correlations for the four populations ranged from .75 to .88. The comparison of standard score regression weights indicated that the purely personal scales contributed practically nothing to the variance of the over‐all scales.

The value of multi‐trait scales is questioned as is the impact of human relations training of supervisors.
The Role of the Foreman in Modern Industry: III. Some Correlates of Foreman Identification with Management1
Authors: BALMA M. J. , MALONEY J. C. , LAWSHE C. H.
Published: December 2006

Having reported in previous issues of Personnel Psychology (1, 2) on the nature of the changing role of the foreman, the development of an indirect measure of foreman identification with management (FIM), and the relationship between this measure and two aspects of supervisory effectiveness–work group productivity and employee attitude toward the foreman, the present article reports a series of secondary analyses which may assist in a better understanding of foreman identification with management.

In the relationship study it was found that the FIM scores varied significantly between plants, as did the relationship between FIM and work group productivity, suggesting that certain plant variables may be more important than individual variables; however, the research design did not lend itself to the study of plant differences. It was possible to obtain some correlates of foreman identification with management, however, which should be taken into consideration in further research :1) superiority of the indirect approach to measuring foremen identification with management; 2) a lack of relationship between FIM scores and the foreman's feelings of importance received from his job; 3) a consistent trend upward, but no significant relationship between FIM scores and tenure as a foreman; 4) no significant relationships between FIM scores and foreman age or shift; 5) increasing sizes of work groups supervised showed significant increases in FIM scores; 6) foreladies scored significantly lower than foremen; and 7) better educated foremen scored significantly higher than less well educated foremen. Implications are discussed.
The Development of Group Scores in the Prediction of Group Performance12
Authors: KRUG ROBERT E.
Published: December 2006

A rationale is presented for combining individual scores to form group scores in order to predict the performance of task‐oriented groups. The rationale, based on job analysis data, is applied to the activities required of antiaircraft artillery gun crews. From this application, specific hypotheses are advanced concerning the kind of scores that will be predictive. These hypotheses are tested in two samples, each consisting of sixteen gun crews. Inconsistencies in results for the two samples are discussed, and the implications for crew‐assembly procedures indicated. It is concluded that the rationale offers a reasonable starting point for a group psychometric.
Validity of the Employment Recommendation Questionnaire: II. Comparison with Field Investigations1
Authors: GOHEEN HOWARD W. , MOSÉL JAMES N.
Published: December 2006

The present study attempts to examine the agreement between average total scores from the Employment Recommendation Questionnaire (ERQ) and rankings based on intensive field investigations made by personal interview.

Objective scores from the ERQ were found to produce a ranking of applicants for the three professional positions which differed appreciably from judgments based on intensive field investigation interviews with persons who knew the applicant. Furthermore, when qualitatively considered, the ERQ was notably unable to detect some of the extremely disqualifying features revealed by the investigation report. It is clear that, if used alone, the ERQ is not an adequate substitute for the field investigation.