This study extends the literature on sex differences in depression to an employment setting, using Minnesota Multiphasic Personality Inventory (MMPI; T and raw scores) and Depression (D) 30 measures. In contrast to previous findings, no gender differences remained on any of the measures after the effects of salary, age, education, and job classification had been taken into account. Findings replicated earlier results showing depressed males to have greater difficulty with concentration and motivation than depressed females. Data suggest that MMPI sex-based T-scores may overcorrect for sex differences in raw scores. Possible explanations for the findings are discussed, including a general improvement in women's well-being associated with changes in social conditions such as employment, or the possibility of a self-selection bias in our sample.

This study extends the literature on sex differences in depression to an employment setting, using Minnesota Multiphasic Personality Inventory (MMPI; T and raw scores) and Depression (D) 30 measures. In contrast to previous findings, no gender differences remained on any of the measures after the effects of salary, age, education, and job classification had been taken into account. Findings replicated earlier results showing depressed males to have greater difficulty with concentration and motivation than depressed females. Data suggest that MMPI sex-based T-scores may overcorrect for sex differences in raw scores. Possible explanations for the findings are discussed, including a general improvement in women's well-being associated with changes in social conditions such as employment, or the possibility of a self-selection bias in our sample.

This study sought KEY WORDS: social validation; conversational skills; skills training. *Portions of this research were completed while the authors were affiliated with the University of Georgia. Special thanks are extended to Michael Breakwell for his assistance in completing behavior ratings. ZRequests for reprints should be sent to Psychology Service (116B),

This study examined various psychometric properties of Forms A and B of the Situation Test, developed by Rehm and Marston (Journal of Consulting and Clinical Psychology, 1968, 37,565-574)

Fitness‐for‐duty evaluations (FFDEs) involve the application of comprehensive psychological assessment skills to address employer questions about a worker's ability to perform essential job duties safely and effectively. Such evaluations should never be undertaken lightly, as they are of importance for both employers and employees. For employers, FFDEs are often intended to help fulfill their obligation to provide a safe working environment. For employees, FFDEs concern issues related to their livelihood, self‐esteem, and privacy. In addition to employers, organizations with service oversight responsibility, such as professional licensing boards or hospitals, may also request FFDEs.