Field Independence as a Conceptual Framework for Prediction of Variability in Ratings of others

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Abstract
The purpose of this study was to explain variability in evaluative rating in terms of Witkin's differentiation hypothesis. The dependent variables were several indices of variability, such as variance across ratees and covariance among attributes (halo effect). Independent variables were the Rod-and-frame Test, Kohs Blocks, and both individual and group Embedded-figures Tests. For 55 male students it was predicted that variability of ratings would correlate with the differentiation measures for relatively masculine Ss but not for relatively feminine Ss (the moderator variable). For 48 female nurses, it was predicted that RFT would correlate directly with the dependent variables. The results showed that, as predicted, RFT correlated with each of the dependent variables under conditions of high masculinity for the male Ss. The hypothesis for the female group was also clearly supported. The results obtained with the Kohs Blocks and Embedded-figures Tests did not converge, suggesting that EFT-type tests are inadequate substitutes for the RFT. It was concluded that raters who exhibit high variability in their evaluations of others are relatively more field independent; this means that they are relatively more active and more task- and achievement-oriented. The implications of these findings for research methodology and leadership studies were discussed.