People likely hold different opinions about deceptive communication. Lie acceptability refers to an individual's attitude about deceptive communication. A self-report measure of lie acceptability was updated and refined, and preliminary data (N = 312) consistent with validity were reported. CFA indicated acceptable fit to the a priori unidimensional model. As anticipated, the lie acceptability scale was positively related to narcissism and negatively associated with religiosity. The scale also predicted likelihood of use ratings of equivocal messages, deceptive omissions, and outright lies. An anticipated sex difference, however, was not replicated. The potential utility of the scale in communication research is discussed.

“Homeostatic beliefs” (HBs) denote a sense that one’s life path will remain stable in the long-term despite short-term disruptions. Two studies have been undertaken to explore whether HBs exist independent of other constructs, and to develop a scale with which to measure them. In Study 1, 158 undergraduate students completed a draft HB scale and theoretically related scales. Convergent and divergent validity were assessed with correlational and regression analyses: HBs are most strongly related to, but not redundant with, optimism, trait extraversion, and satisfaction with life. Using exploratory factor analysis, a six-item HB scale was derived. Study 2 is in progress, and will assess the construct validity of the HB scale by attempting to manipulate HBs to possibly influence individuals’ reactions to a mortality salience manipulation. We hypothesize that high HBs may buffer individuals from transient disrupting stimuli such as a mortality salience cue.

“Homeostatic beliefs” (HBs) denote a sense that one’s life path will remain stable in the long-term despite short-term disruptions. Two studies have been undertaken to explore whether HBs exist independent of other constructs, and to develop a scale with which to measure them. In Study 1, 158 undergraduate students completed a draft HB scale and theoretically related scales. Convergent and divergent validity were assessed with correlational and regression analyses: HBs are most strongly related to, but not redundant with, optimism, trait extraversion, and satisfaction with life. Using exploratory factor analysis, a six-item HB scale was derived. Study 2 is in progress, and will assess the construct validity of the HB scale by attempting to manipulate HBs to possibly influence individuals’ reactions to a mortality salience manipulation. We hypothesize that high HBs may buffer individuals from transient disrupting stimuli such as a mortality salience cue.

Job satisfaction has, and continues to be an important construct of interest to researchers and practitioners alike. However, conflicting operational definitions and inconsistent measurement systems have reduced the efficacy of the construct in predicting important job-related outcomes for organizations and their employees. The Facet Satisfaction Scale (FSS) was designed to overcome these deficiencies by creating a facet-based measure that assesses job satisfaction in accordance with recent definitions of the construct. Reliability and validity analyses were conducted on both the complete and shortened version of the scale. The FSS exhibited evidence of reliability (ranging from .52 to .93 for the shortened FSS, and .53 to .96 for the complete FSS). Evidence of scale validity was also obtained through the use of construct, content, and criterion-related validity measures. Implications of the study on future research on job satisfaction are discussed.

No description available.

Research involving attribution theories typically surrounds attributions of responsibility for actions in general. However, people also regularly attribute responsibility to themselves, others, or environmental circumstances for emotions. This research aims to develop a measure of a person's proclivity to attribute responsibility to others for their emotions—the Attributions of Responsibility for Emotions Scale (ARES). The research involves two studies, the first designed to develop items for inclusion in the ARES, and the second designed to validate and determine the reliability of the ARES. Participants in Study 1 included 71 (30 male and 41 female) undergraduate students from Brigham Young University. These participants took part either in focus groups or in responding to a preliminary 24-item version of the ARES online. Participants in Study 2 included 306 undergraduate students from Brigham Young University. These participants responded to several scales, including a 21-item version of the ARES, which all measured constructs similar to responsibility for emotions. Results suggested that a 10-item version of the ARES was the most valid and reliable measure of persons' proclivity for attributing responsibility to others for their emotions.

Os motivos que levavam as pessoas a procurar emprego no setor público, baseavam-se principalmente na busca pela segurança, tanto financeira quanto de carreira, além de outros benefícios. O contexto dos dias atuais está um pouco modificado, uma vez que reformas foram feitas no Estado a fim de promover mudanças na máquina administrativa do governo. Com esse novo modelo de gestão em pauta, o governo iniciou uma reforma do Estado, atuando, entre outras áreas importantes do governo, na área de Recursos Humanos. Assim, o presente estudo é relevante, também, para a literatura que trata do PSM - Public Service Motivation, uma vez que os principais estudos da área se concentram nos EUA, e alguns em desenvolvimento na Bélgica e na Coréia. O objetivo principal deste estudo, portanto, é cumprir as etapas da validação de constructo da escala de medida do PSM - Public Service Motivation para as secretarias pesquisadas no município de Ribeirão Preto. O presente estudo pode ser caracterizado como quantitativo e descritivo, uma vez que utilizará o método survey para a coleta dos dados e identificará e descreverá um fenômeno. A amostra é caracterizada como não-probabilística por acessibilidade e composta por servidores públicos que compõem os quadros funcionais das secretarias municipais pesquisadas. O instrumento de medida será um questionário formado pela escala do PSM - Public Service Motivation, pela escala de comprometimento organizacional de Meyer e Allen, além de dados demográficos. A conclusão foi de que a escala pode ser utilizada, porém necessita de ajustes para melhor adequação de seu uso. / The reasons that used to take people to seek job in the public sector were based, mainly, in the search for stability and financial security, plus the benefits. Nowadays, this context has been modified, once reforms were made in the State in order to promote changes in the government\'s administrative machine. With that new administration model on the agenda, the government began a State reform that took action, among other important areas of the government, in the area of Human Resources. The study is relevant for the PSM (Public Service Motivation) literature since the main studies are concentrated in the USA, with some few that are under development in Belgium and in Korea. The main objective of this study, therefore, it is to do the steps of the construct validation of the scale of measurement of PSM - Public Service Motivation for the municipals agencies researched in Ribeirão Preto. The present study can be characterized as quantitative, descriptive and exploratory, once it will use the survey method for data collection, it will identify and it will describe a phenomenon and will familiarize with this phenomenon, in order to obtain a new perception on the same. The sample is characterized as non-probabilistic for accessibility and it will be composed by public workers from the agencies researched. The measurement instrument will be a questionnaire formed by the Perry\'s scale of PSM - Public Service Motivation, by Meyer and Allen\'s scale of organizational commitment, and some demographic data. The conclusion is that the scale can be used, but it\'s necessary to improve it to use it with more adequacy.

Previous investigations of the Level of Service Inventory Ontario Revision (LSI-OR) have examined individual subgroups of offenders (e.g., women, Aboriginal offenders), which has made comparisons of its predictive validity between specific offender groups suspect. This study was conducted on a complete cohort of 26,450 offenders who were released from Ontario provincial correctional facilities, sentenced to a conditional sentence, or who began a term of probation in 2004. Participants were followed up for at least four years to collect recidivism information on numerous subgroups of offenders including males (81.7%), females (18.3%), Aboriginal (6.4%), Black (7.3%) and Caucasian offenders (59.2%). Analyses revealed that the LSI-OR scores are positively correlated with recidivism (r = .441, p < .001), and similar correlations were found for all offenders regardless of gender or race, (Aboriginal r = .377, p < .001; Black, r = .420, p < .001; Caucasian, r = .417, p < .001; Male, r = .439, p < .001; Female, r = .426, p < .001). LSI-OR scores are also correlated with severity of the recidivism offence, (r = .098, p <.001) indicating that higher LSI-OR scores are related to higher offence severity for all ethnicities, sentence types, and genders. These findings indicate that the LSI-OR is an effective risk assessment tool for use among different ethnicities, sentence types and genders for provincially sentenced offenders in Ontario.

Previous investigations of the Level of Service Inventory Ontario Revision (LSI-OR) have examined individual subgroups of offenders (e.g., women, Aboriginal offenders), which has made comparisons of its predictive validity between specific offender groups suspect. This study was conducted on a complete cohort of 26,450 offenders who were released from Ontario provincial correctional facilities, sentenced to a conditional sentence, or who began a term of probation in 2004. Participants were followed up for at least four years to collect recidivism information on numerous subgroups of offenders including males (81.7%), females (18.3%), Aboriginal (6.4%), Black (7.3%) and Caucasian offenders (59.2%). Analyses revealed that the LSI-OR scores are positively correlated with recidivism (r = .441, p < .001), and similar correlations were found for all offenders regardless of gender or race, (Aboriginal r = .377, p < .001; Black, r = .420, p < .001; Caucasian, r = .417, p < .001; Male, r = .439, p < .001; Female, r = .426, p < .001). LSI-OR scores are also correlated with severity of the recidivism offence, (r = .098, p <.001) indicating that higher LSI-OR scores are related to higher offence severity for all ethnicities, sentence types, and genders. These findings indicate that the LSI-OR is an effective risk assessment tool for use among different ethnicities, sentence types and genders for provincially sentenced offenders in Ontario.

Os motivos que levavam as pessoas a procurar emprego no setor público, baseavam-se principalmente na busca pela segurança, tanto financeira quanto de carreira, além de outros benefícios. O contexto dos dias atuais está um pouco modificado, uma vez que reformas foram feitas no Estado a fim de promover mudanças na máquina administrativa do governo. Com esse novo modelo de gestão em pauta, o governo iniciou uma reforma do Estado, atuando, entre outras áreas importantes do governo, na área de Recursos Humanos. Assim, o presente estudo é relevante, também, para a literatura que trata do PSM - Public Service Motivation, uma vez que os principais estudos da área se concentram nos EUA, e alguns em desenvolvimento na Bélgica e na Coréia. O objetivo principal deste estudo, portanto, é cumprir as etapas da validação de constructo da escala de medida do PSM - Public Service Motivation para as secretarias pesquisadas no município de Ribeirão Preto. O presente estudo pode ser caracterizado como quantitativo e descritivo, uma vez que utilizará o método survey para a coleta dos dados e identificará e descreverá um fenômeno. A amostra é caracterizada como não-probabilística por acessibilidade e composta por servidores públicos que compõem os quadros funcionais das secretarias municipais pesquisadas. O instrumento de medida será um questionário formado pela escala do PSM - Public Service Motivation, pela escala de comprometimento organizacional de Meyer e Allen, além de dados demográficos. A conclusão foi de que a escala pode ser utilizada, porém necessita de ajustes para melhor adequação de seu uso. / The reasons that used to take people to seek job in the public sector were based, mainly, in the search for stability and financial security, plus the benefits. Nowadays, this context has been modified, once reforms were made in the State in order to promote changes in the government\'s administrative machine. With that new administration model on the agenda, the government began a State reform that took action, among other important areas of the government, in the area of Human Resources. The study is relevant for the PSM (Public Service Motivation) literature since the main studies are concentrated in the USA, with some few that are under development in Belgium and in Korea. The main objective of this study, therefore, it is to do the steps of the construct validation of the scale of measurement of PSM - Public Service Motivation for the municipals agencies researched in Ribeirão Preto. The present study can be characterized as quantitative, descriptive and exploratory, once it will use the survey method for data collection, it will identify and it will describe a phenomenon and will familiarize with this phenomenon, in order to obtain a new perception on the same. The sample is characterized as non-probabilistic for accessibility and it will be composed by public workers from the agencies researched. The measurement instrument will be a questionnaire formed by the Perry\'s scale of PSM - Public Service Motivation, by Meyer and Allen\'s scale of organizational commitment, and some demographic data. The conclusion is that the scale can be used, but it\'s necessary to improve it to use it with more adequacy.