Extending the Nomological Network of Assessment Center Construct Validity: Prediction of Cross-Situationally Consistent and Specific Aspects of Assessment Center Performance

The purpose of this study was to expand the nomological validity of assessment centers (ACs) by investigating predictors of cross-situationally consistent versus specific aspects of AC performance. Consistent with hypotheses, (a) Big Five personality factors predicted AC performance as it related to a cross-situationally consistent general performance factor but not as it related to exercise (i.e., situationally specific) factors, and (b) job knowledge predicted performance as it related to both the general performance factor and exercise-specific factors. Results are interpreted as they relate to the growing literature on AC construct validity.     

Group-Based Emotions: The Impact of Social Identity on Appraisals,Emotions, and Behaviors

Because group-based emotions are rooted in the social identity of the perceiver, we propose that group-based emotions should be sensitive to changes in this social identity. In three experiments, young women reported feeling more anger, fear, and disgust toward Muslims when their identity as women had been made salient, in comparison with various control conditions where their identity as young adults, as social sciences students, their personal identity, or no identity had been made salient. These effects were mediated by appraisals of intergroup threats. In Experiment 3, the salience of the woman social identity also increased intentions to avoid Muslims.     

The Relation of Cognitive Ability and Personality Traits to Assessment Center Performance

The aim of the current study was to examine cognitive ability and personality correlates of assessment center exercise ratings. The sample included 429 individuals who participated in a 2-day management development assessment center during a 5-year period. The assessment center yielded scores on 8 exercises. Assessees also completed a measure of cognitive ability (Watson-Glaser Critical Thinking Appraisal) and the California Psychological Inventory (CPI). The CPI scales were incorporated into 4 of the Big Five personality factors for easier interpretation. Our hypotheses were partially supported since ratings of exercises that were largely interpersonal in nature tended to correlate with interpersonal personality constructs (emotional stability, extraversion, and openness to experience), and ratings of cognitive problem-solving exercises correlated with cognitive ability and conscientiousness.     

Training Mental Health Professionals to Assess and Manage Suicidal Behavior: Can Provider Confidence and Practice Behaviors be Altered?

Remarkably little systematic research has studied the effects of clinical suicidology training on changing practitioner attitudes and behaviors. In the current study we investigated whether training in an empirically‐based assessment and treatment approach to suicidal patients administered through a continuing education workshop could meaningfully impact professional practices, clinic policy, clinician confidence, and beliefs posttraining and 6 months later. At the 6 month follow‐up we found that 44% of practitioners reported increased confidence in assessing suicide risk, 54% reported increased confidence in managing suicidal patients, 83% reported changing suicide care practices, and 66% reported changing clinic policy. These results suggest that a brief and carefully developed workshop training experience can potentially change provider perceptions and behaviors with a possible impact on clinical care therein.     

Implications of Virtual Management for Subordinate Performance Appraisals: A Pair of Simulation Studies

This article shifts the focus of prior research examining virtual work to investigate how supervisors who work virtually use subordinate performance information. Drawing insights from several research streams, in Study 1, we propose that supervisors who work virtually bias performance ratings in the direction of information that is observed directly in the office, rather than that which is received when working virtually. In Study 2, we replicate and extend these results to show that this bias is independent of the level of performance information received. Results also indicate that, for high-performing workers, performance information received virtually is evaluated more extremely than information observed directly. We did not find evidence for this extremity effect when low-performing workers were evaluated.     

The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

The present research examined the influence of constructs representing social effectiveness on assessment center (AC) ratings in two samples. We expected different effects of self‐monitoring (SM) on different dimension ratings, a positive effect of the ability to identify criteria (ATIC) on the overall AC rating and a moderating effect of the ATIC on the relationship between SM and the dimension rating. Forty‐six (Study 1) and 115 (Study 2) applicants participated in ACs in field settings. Across both studies, SM had a negative effect on the integrity rating. No relationship was identified between SM and social sensitivity or problem solving ratings. In Study 1, the ATIC had a positive effect on the overall AC rating. No support was identified for a moderating effect of the ATIC on the relationship between SM and the social sensitivity rating.     

Two Careers, One Employer: Couples Working for the Same Corporation

Advances in career development research require scholars to move from analysis of the career paths of individuals to a life course approach to the interlocking career paths of couples. Increasingly, not only are U.S. workers married to other workers, but significant numbers of couples work for the same employer. Drawing on a subsample of employees in dual-earner households in five corporations in upstate New York (and their spouses), this study examines both the direct and indirect effects of being a coworker on career development, work circumstances, and spillover. Being part of a coworking couple positively predicts men's job prestige, tenure, and commitment to work (in terms of working long hours, heavy workload, etc.). These effects, as well as spillover, are most pronounced for younger men without children. For wives, coworking corresponds with increased income and increased spillover between work and family, especially for younger coworking women without children.     

Training for Task Performance Under Stress: The Effectiveness of Phased Training Methods

Studies on the training of individuals for task performance in stressful situations have typically considered two approaches. One approach requires that, while training on the task, trainees be exposed to stressors of a kind and intensity characteristic of the situations for which they are being trained ("high fidelity" training). Such an approach might suffer from the interference of stressors with task acquisition. Another approach allows the trainee to train on the task in a stress-free environment or under low-intensity stressors ("low fidelity" training). This approach leaves the trainee insufficiently prepared for task performance under stress. The present study compared these two basic approaches to three forms of "phased" training, which consisted of different combinations of three separate and distinct training phases: a phase which allows the trainee to acquire the task under stress- free conditions; a phase which allows him or her to passively experience the stressor; and a phase in which newly acquired skills are practiced under stress. The results showed that a phased training process which combines the first and third phases just described, is more effective than either "high fidelity" training or "low fidelity" training.     

Training in clinical ethics: launching the clinical ethics immersion course at the Center for Ethics at the Washington Hospital Center

In May 2011, the clinical ethics group of the Center for Ethics at Washington Hospital Center launched a 40-hour, three and one-half day Clinical Ethics Immersion Course. Created to address gaps in training in the practice of clinical ethics, the course is for those who now practice clinical ethics and for those who teach bioethics but who do not, or who rarely, have the opportunity to be in a clinical setting. "Immersion" refers to a high-intensity clinical ethics experience in a busy, urban, acute care hospital. During the Immersion Course, participants join clinical ethicists on working rounds in intensive care units and trauma service. Participants engage in a videotaped role-play conversation with an actor. Each simulated session reflects a practical, realistic clinical ethics case consultation scenario. Participants also review patients' charts, and have small group discussions on selected clinical ethics topics. As ethics consultation requests come into the center, Immersion Course participants accompany clinical ethicists on consultations. Specific to this pilot, because participants' evaluations and course faculty impressions were positive, the Center for Ethics will conduct the course twice each year. We look forward to improving the pilot and establishing the Immersion Course as one step towards addressing the gap in training opportunities in clinical ethics.     

Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in German Companies

Companies frequently use preselection methods in order to identify eligible candidates before conducting assessment centers (ACs). The present study was the first to investigate current practices of preselection in German companies that use ACs for internal selection. Results of a survey among 109 German companies show that companies typically apply general qualification criteria (e.g., work experience), appraisals, or unstructured interviews for preselection, but rely less on trait‐oriented methods (e.g., intelligence tests) and structured interviews. In their subjective evaluations, however, companies rate structured interviews and trait‐oriented methods as particularly valid methods. The results also show that the number of preselection methods used is positively correlated with company size, diagnostic skills of the responsible persons in the preselection, and DIN (Deutsches Institut für Normierung [German Institute for Standardization]) 33430 certification status. The implications of these findings for practice and research are discussed.     

Relevance of Hardiness Assessment and Training to the Military Context

Hardiness is a pattern of attitudes and skills that provides the courage and strategies to turn stressful circumstances from potential disasters into growth opportunities instead. As such, hardiness is particularly relevant to inherently stressful settings, such as military service. First, theory and research on hardiness assessment and training is summarized in a manner than highlights relevance to stressful situations. Discussed then are likely applications of hardiness assessment and training in particular military contexts, such as selection and preparation for Special Forces or other extreme assignments, and treatment of combat-related physical and mental disabilities.     

Enhancing the Effects of Sexual Orientation Diversity Training: The Effects of Setting Goals and Training Mentors on Attitudes and Behaviors

Purpose

The purpose of this study was to examine the effectiveness of goal-setting theory (Locke, Organizational Behavior and Human Performance, 3, 157–189, 1968; Locke and Latham, 1990, A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall; Locke and Latham, American Psychologist, 57, 705–717, 2002) within a diversity training context to enhance training outcomes. In particular, the training focused on an understudied group—gay men and lesbians—and examined both the short- and long-term outcomes associated with diversity training.

Design/Methodology/Approach

Using experimental methods in a field setting, participants (college students) were randomly assigned to a 2(goal-setting condition: self-set goals and no goals) × 2(mentor goal condition: mentor goals and no mentor goals) factorial design, where behavioral and attitudinal data were collected at two points in time: 3 months and 8 months subsequent to training.

Findings

Participants who developed sexual orientation supportive goals reported more supportive behaviors and attitudes toward gay and lesbian individuals than those who did not. Sexual orientation supportive behaviors mediated the relationship between goal-setting and sexual orientation attitudes.

Implications

The pattern of results suggests that time was the key for participants to meet the goals that were set during the diversity training. Both behaviors and attitudes were influenced by the goal setting at 8 months, but not after 3 months. This study demonstrates the importance of measuring both behaviors and attitudes in assessing diversity training.

Originality/Value

This is one of the first studies to integrate goal-setting theory (Locke and Latham, 1990, A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall; Locke and Latham, American Psychologist, 57, 705–717, 2002) into the area of diversity training in an experimental field setting. We used a longitudinal design, addressing limitations of past research that usually examine short-term reactions to diversity training.     

School Psychology: Training Individuals for One of the Best Kept Secrets in Professional Psychology

Abstract

School psychology training at the doctoral level is discussed. Given the increasing diversity in the schools as well as the varied education and mental health needs of the population, school psychology training is necessarily broad, involving traditional skills such as assessment, intervention, consultation, and counseling, all of which are taught within a context of a changing school population with changing needs. Because there is compulsory education, school psychologists’ interface with a broad cross-section of individual children, their parents, and their teachers. Moreover, school psychological practice is not limited to schools, as doctoral school psychologists are health service providers; many of these individuals work in other settings for which they are trained to provide services. The complexities and challenges of training school psychologists within this broad agenda effectively across domains are discussed.     

Male Partners' Appraisals of Undesired Pregnancy and Abortion: Implications for Women's Adjustment to Abortion

The impact of men's attributions for pregnancy and expectations for coping with abortion on their partner's post-abortion adjustment was examined. Men's and women's attributions and coping expectations were assessed in a sample of 73 couples prior to obtaining a first-trimester abortion of an undesired pregnancy. Women's depression was assessed 30 minutes post-abortion. Partners did not differ in their coping expectations or attributions of the pregnancy to chance, situation, another person, or their own behavior, but men blamed the pregnancy more on their own character than did their partners. Male partner's coping expectancies affected women's adjustment only if the women themselves had low coping expectancies. Among women with low coping expectancies, those accompanied by partners who also had low coping expectancies were the most depressed. Men's attributions were unrelated to their partner's adjustment.     

It Only Takes One Psychologist to Demonstrate the Impact of Psychological Assessment

Evidence is needed in the field of psychological assessment of psychiatric patients to verify if test findings actually influence the clinical processes of diagnosis, treatment, case disposition, and outcome. Those who perform many assessments can conduct limited experiments to measure these effects. One such study is presented. It is a quasi-experiment in which the value of the psychologist's diagnostic recommendations to treating psychiatrists was measured. Diagnoses at admission, at subsequent psychological evaluation, and at discharge were compared among 70 patients referred to a clinical diplomate from the American Board of Professional Psychology (ABPP) for assessment. The psychiatrists who had referred the patient agreed with the psychologist's diagnosis in 94% of the cases. Agreement was high even when the psychologist had disagreed with the admitting psychiatrists' diagnoses. Despite imperfections in research design, the study demonstrates that solo practitioners can evaluate the impact of assessment. Other possibilities for study are presented, as are reasons for the significant findings of this study.     

Peer Assessment of Aviation Performance: Inconsistent for Good Reasons

Research into expertise is relatively common in cognitive science concerning expertise existing across many domains. However, much less research has examined how experts within the same domain assess the performance of their peer experts. We report the results of a modified think‐aloud study conducted with 18 pilots (6 first officers, 6 captains, and 6 flight examiners). Pairs of same‐ranked pilots were asked to rate the performance of a captain flying in a critical pre‐recorded simulator scenario. Findings reveal (a) considerable variance within performance categories, (b) differences in the process used as evidence in support of a performance rating, (c) different numbers and types of facts (cues) identified, and (d) differences in how specific performance events affect choice of performance category and gravity of performance assessment. Such variance is consistent with low inter‐rater reliability. Because raters exhibited good, albeit imprecise, reasons and facts, a fuzzy mathematical model of performance rating was developed. The model provides good agreement with observed variations.     

The Impact of Breast Cancer Genetic Risk Assessment on Intentions to Perform Cancer Surveillance Behaviors

One hundred and fifty-four women undergoing breast/ovarian cancer genetic risk assessment completed questionnaires at entry into the Cancer Genetic Service for Wales (CGSW) assessment program and following risk provision, mapping the strength of intentions to engage in a number of preventive/surveillance behaviors, including seeing specialists, breast self-examination, and involvement in screening programs, including mammography. A number of potential predictors of intentions were also assessed, including participants' mood and emotional response to receiving risk information, the perceived benefits (in terms of reassurance and early disease detection) of engaging in each preventive behavior, and the perceived desires of their family and General Practitioner. Intentions to self-examine did not change following risk provision, although strength of intentions to engage in some other preventive behaviors did lessen. Family and General Practitioners appeared to be strong social influences on behavioral intentions, as were the perceived benefits of gaining reassurance and/or early detection of disease.