This paper reports on the development of the organizational charlatan scale (OCS). The OCS measures one’s emphasis on behaviors associated with perceived performance levels at the expense of those associated with actual performance levels. Data from one company suggests that organizational charlatans receive lower objective technical evaluations but higher subjective management evaluations. The OCS can assist in human resource decisions by providing managers at all levels of the organization with an overall assessment of one’s proclivity for employing such behaviors.
Investigated the performance on the WISC-R of 98 learning disabled children and youth (69 males/29 females), who ranged in age from 6-3 to 13-6 to determine whether there were any significant subtest scale score differences between sexes. A 2 X 10 analysis of variance was used to analyze these data.Differences between the individual subtest means were analyzed b using Newman Keuls test for simple effects. Results indicated that males ottained higher (but not significant) scores on the six verbal subtests. Females scored significantly higher on coding than did their counterparts. In addition, the Verbal vs. Performance I& dichotomy did not ap ear as useful evidence in the diagnosis of learning disabilities. Evidence Prom the investigation did not indicate that B significant interaction effect existed between sexw and WISC-R subtest scores.
Comparisons of the WISC-R and PPVT-R were made with 37 students (25 boys, 12 girls). Pearson product moments (r) and two-tail f-tests were employed in the data analysis. The sample ranged in age from 6-2 to 14-6, with a mean age of 10-1, and SD=2.6. There were no significant differences between the WISC-R IQs and PPVT-R standard scores. The PPVT-R did not correlate significantly with the WISC-R IQ scales.
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