Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change

Purpose

This study investigated how frequently and under what circumstances Title VII lawsuit settlements resulted in mandates for substantive organizational change in HR policies and practices that, according to social science research, are likely to move beyond mere pro forma compliance to foster greater inclusion and equality.

Design/Methodology/Approach

502 consent decrees settling Title VII sex and race discrimination lawsuits in 200–2008 were collected, coded, and analyzed. Multinomial logistic regression was used. Sociological theories of organizational change and of the relationship between law and organizations informed the study.

Findings

48 % of the consent decrees examined specified no meaningful substantive changes; 31 % required formalization of personnel decision-making remedies; 21 % required more innovative measures. Certified class actions, other non-individual lawsuits, lawsuits filed in more liberal Federal District Courts, and public sector employer predicted more substantive remedies for organizational change in organizations’ EEO policies and practices, all else being equal. Single plaintiffs and a conservative District Court legal environment predicted a greater likelihood of pro forma only remedies.

Implications

Discrimination lawsuit settlements are a potential impetus for improved diversity management policies.

Originality/Value

Consent decrees are an unusually direct and potentially powerful mechanism under Title VII for employment discrimination lawsuits to mandate substantive organizational change. Whereas a few studies have discussed a very small number of high-profile settlements, this is the first systematic examination of the programmatic mandates in consent decrees and how they vary.     

The Impact of Applicant Faking on Selection Measures,Hiring Decisions,and Employee Performance

Purpose

The purpose of this study was to examine the prevalence of applicant faking and its impact on the psychometric properties of the selection measure, the quality of hiring decisions, and employee performance.

Design/Methodology/Approach

This study utilized a within-subjects design where responses on a self-report measure were obtained for 162 individuals both when they applied for a pharmaceutical sales position, and after they were hired. Training performance data was collected at the completion of sales training and sales data was collected 5 months later.

Findings

Applicant faking was a common occurrence, with approximately half of the individuals being classified as a faker on at least one of the dimensions contained in the self-report measure. In addition, faking was found to negatively impact the psychometric properties of the selection measure, as well as the quality of potential hiring decisions made by the organization. Further, fakers exhibited lower levels of performance than non-fakers.

Implications

These findings indicate that past conclusions that applicant faking is either uncommon or does not negatively impact the selection system and/or organizational performance may be unwarranted.

Originality/Value

Remarkably few studies have examined applicant faking using a within-subjects design using actual job applicants, which has limited our understanding of applicant faking. Even fewer studies have attempted to link faking to criterion data to evaluate the impact of faking on employee performance. By utilizing this design and setting, the present study provides a unique glimpse into both the prevalence of faking and the significant impact faking can have on organizations.     

Work–Life Balance in the Police: The Development of a Self-Management Competency Framework

Purpose

Addressing a gap in the current work–life balance (WLB) literature regarding individual-focused approaches to inform interventions, we elicited behaviors used to self-manage WLB to draw up a competency-based WLB framework for relevant learnable knowledge, skills, and abilities (KSAs; Hoffmann, Eur J Ind Train 23:275–285, 1999) and mapping this against extant WLB frameworks.

Design/Methodology/Approach

Our participants were from a major UK police force, which faces particular challenges to the work–life interface through job demands and organizational cutbacks, covering a range of operational job roles, including uniformed officers and civilian staff. We took a mixed methods approach starting with semi-structured interviews to elicit 134 distinct behaviors (n = 20) and used a subsequent card sort task (n = 10) to group these into categories into 12 behavioral themes; and finally undertook an online survey (n = 356) for an initial validation.

Findings

Item and content analysis reduced the behaviors to 58, which we analyzed further. A framework of eight competencies fits the data best; covering a range of strategies, including Boundary Management, Managing Flexibility, and Managing Expectations.

Implications

The WLB self-management KSAs elicited consist of a range of solution-focused behaviors and strategies, which could inform future WLB-focused interventions, showing how individuals may negotiate borders effectively in a specific environment.

Originality/Value

A competence-based approach to WLB self-management is new, and may extend existing frameworks such as Border Theory, highlighting a proactive and solution-focused element of effective behaviors.     

A Visual Illustration of Induction in Multilevel Methods: The Problem of Leaders Awarding Countervailing Merit Components

Purpose

The purpose of this study is to illustrate the use of a multilevel technique, Within and Between Analysis (WABA), for inductively investigating the impact of how supervisory groups influence the process of awarding merit raises (permanent) and performance bonuses (temporary). From a levels of analysis perspective, is this relationship best modeled at the individual subordinate, the whole supervisory-group, or the within-group level?

Design

Archival merit pay data for 2 years were obtained for 71 managers and professionals nested within 21 supervisory groups who encompassed the entire management hierarchy of a 500+ person-manufacturing plant.

Findings

What appeared to be a countervailing relationship at the individual level (r _total = ?.64***), in which raises and bonuses were negatively correlated, was found to be a countervailing relationship at the whole supervisory-group level (r _between = ?.79*** vs. r _within = ?.36*). Given the statistically significant differences between supervisory groups, an induction toward a whole-group effect was made. These countervailing findings were replicated at the group level in the subsequent year’s data.

Implications

The whole-group effect indicates that managers were attempting to create some type of within-group equity by (1) minimizing variability within their groups, and (2), at the same time, trading off raises for bonuses at the whole-group level.

Originality

The application of WABA focuses on testing entities as well as variables, and it can provide a generalizable method for investigating levels of analysis issues in merit pay programs without necessarily advocating that only one level of analysis is universally potent. WABA also allows for the inductive investigation of additional levels of analysis as well as a variety of boundary conditions.     

Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study

Purpose

In a social network study, this research investigates proactive personality dissimilarity as a basis for friendship ties over time. It also examines the moderating role of proactive personality on the relationship between network centrality and satisfaction/stress.

Design/Methodology/Approach

Longitudinal network data (two periods) were collected from business students (T1, n = 197; T2, n = 212). We captured the early stages of network formation and observed the changes in network structure over time.

Findings

Findings demonstrate proactive individuals develop ties with less proactive individuals over time, providing evidence of personality heterophily. In addition, proactive personality positively moderates the relationship between network centrality and satisfaction/stress. Interestingly, people’s perceptions of their network position (out-degree ties) were more strongly associated with their personal outcomes than their number of ties as nominated by others.

Originality/Value

This research is among the first to provide evidence of personality heterophily over time (relationships form because of differences in personality). Moreover, proactive personality is important to both the benefits and costs associated with network participation, pointing to paradoxical effects of proactive personality.     

Observer Effects without Demand Characteristics: An Inductive Investigation of Video Monitoring and Performance

Purpose

The purpose of these two studies was to explore the relationship between video monitoring and quantity of performance in the absence of demand characteristics.

Design/methodology/approach

Data were gathered via two experiments involving business students working on a motor task. Participants were randomly assigned to the monitored and unmonitored conditions. Experiment 1 (n = 75) was inductive while Experiment 2 (n = 139) was partially inductive.

Findings

Experiment 1 showed that monitored participants’ performance was lower than that of unmonitored participants. Further, monitoring reduced outliers, increased interquartile variance, and normalized the distribution. Experiment 2 replicated the effect of monitoring on performance controlling for cognitive ability and emotions, demonstrated that negative emotions interacted with monitoring condition, and suggested that differences in performance were not due to cheating or variation in task-related strategies. We offer a grounded theory of video monitoring proposing that different implicit decision rules are activated when people are monitored as compared to when they are not monitored.

Implications

Future research needs to determine the extent to which our results extend to similar settings in the workplace and to other forms of observation. At this time, we believe organizations should carefully consider the consequences of electronic monitoring. Controlling expectations in the lab or workplace does not necessarily eliminate the independent effect of monitoring. Therefore, researchers must beware misinterpretation of effect sizes and overlooking the role of observation in their data.

Originality/value

These studies demonstrate that video monitoring can create observer effects in the absence of demand characteristics. Our inductive approach revealed the nature of the effects beyond mean differences and served as the basis for developing a testable theory of monitoring that goes beyond what was previously known.     

The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions

Purpose

Drawing mainly upon Applicant Attribution-Reaction Theory (AART), we clarify and underscore the role of attribution dimensions (personal control, external control, and stability) in forming applicant fairness perceptions, attitudes, and behavioral reactions.

Design/Methodology/Approach

Students seeking (or about to seek) jobs (N = 264) participated in an experimental study in which procedural justice rules and outcome favorability (selected or rejected) were manipulated. Participants reported their attributions, fairness perceptions, and behavioral intentions. Hypotheses were tested through SEM and bootstrapping.

Findings

Applicant attributions were predicted by outcome favorability and the extent to which the interview process satisfied/violated procedural justice rules. In line with AART, process fairness perceptions mediated relationships between applicant attribution dimensions and both organizational perceptions and behavioral intentions.

Implications

Organizations should satisfy justice rules in employee selection processes because such rules affect applicant attributions, which in turn predict perceptions and behavioral intentions. In addition to identifying antecedents and consequences of fairness perceptions, antecedents and consequences of applicant attributions should be investigated, as both relate to important organizational outcomes.

Originality/Value

This study is one of a very few to test propositions from AART. Through an experimental design of high internal validity, we show that outcome favorability and the satisfaction/violation of justice rules predict job applicant attributions (personal control, external control, and stability). We further show that applicants’ attributions explain unique variance in their perceptions of the employing organization and in their behavioral intentions (e.g., recommend organization to others; litigate) beyond that explained by selection outcome and fairness perceptions.     

The Role of Range Restriction and Criterion Contamination in Assessing Differential Validity by Race/Ethnicity

Purpose

Berry et al.’s (J Appl Psychol 96:881–906, 2011) meta-analysis of cognitive ability test validity data across employment, college admissions, and military domains demonstrated that validity is lower for Black and Hispanic subgroups than for Asian and White subgroups. However, Berry et al. relied on observed test-criterion correlations and it is therefore not clear whether validity differences generalize beyond observed validities. The present study investigates the roles that range restriction and criterion contamination play in differential validity.

Design/Methodology/Approach

A large dataset (N > 140,000) containing SAT scores and college grades of Asian, Black, Hispanic, and White test takers was used. Within-race corrections for multivariate range restriction were applied. Differential validity analyses were carried out using freshman GPA versus individual course grades as criteria to control for the contaminating influence of individual differences between students in course choice.

Findings

Observed validities underestimated the magnitude of validity differences between subgroups relative to when range restriction and criterion contamination were controlled. Analyses also demonstrate that validity differences would translate to larger regression slope differences (i.e., differential prediction).

Implications

Subgroup differences in range restriction and/or individual differences in course choice cannot account for lower validity of the SAT for Black and Hispanic subgroups. Controlling for these factors increased subgroup validity differences. Future research must look to other explanations for subgroup validity differences.

Originality

The present study is the first differential validity study to simultaneously control for range restriction and individual differences in course choice, and answers a call to investigate potential causes of differential validity.     

Differences in Emotional Labor Across Cultures: A Comparison of Chinese and U.S. Service Workers

Purpose

In the global economy, the need for understanding cross-cultural differences and the customer service-related processes involved in emotional labor is evident. The current study attempts to examine this issue by developing and testing hypotheses pertaining to cross-cultural differences between U.S. and Chinese service workers on the levels of display rule perceptions, emotion regulation, and burnout (i.e., emotional exhaustion, personal accomplishment, and depersonalization) as well as the relationships among these variables.

Design/Methodology/Approach

Data was collected from service workers in the U.S. (n = 280) and China (n = 231). We tested for measurement differences, mean differences, and differences in the relationships among emotional labor variables between the two samples using a variety of analyses.

Findings

It was found that the relatively robust sequence of display rules to surface acting to burnout was observed in a U.S. sample but was not observed in a Chinese sample, with some relationships being significantly weaker in the Chinese sample (e.g., surface acting to burnout dimensions) and others exhibiting relationships with the opposite sign (e.g., display rules were negatively related to surface acting in the Chinese sample).

Implications

The results of this study suggest that many of the relationships among emotional labor variables vary as a function of the cultural context under consideration.

Originality/Value

This is the first study to directly compare emotional labor across samples from Eastern and Western cultures. Additionally, this study begins to answer questions concerning why models of emotional labor generated in a Western culture may not apply in other cultures.     

Religious Discrimination in the Workplace: A Review and Examination of Current and Future Trends

Purpose

Over the last decade, religious discrimination claims have risen more rapidly compared to most other protected categories under the Civil Rights Act (CRA). The goal of this review paper is to summarize the psychological and HR practitioner-focused research on religious discrimination as it relates to the CRA to understand these religious discrimination claims. In doing so, this review also highlights what future research is needed, and what the challenges and practical implications of religious discrimination are for managers.

Design/methodology/approach

We conduct a systematic literature review of the psychology and business research on religious discrimination.

Findings

Building from the literature review and case law, we highlight four trends that contribute to religious discrimination in the workplace: (1) legal ambiguities, (2) increased religious diversity in the American workforce, (3) increasing expression of religious beliefs, and (4) the unique nature of religion.

Implications

The trends identified in our review paper highlight the need for employers to understand and address religious discrimination issues in the workplace and the lack of empirical research in this area points to a critical gap in our understanding of workplace religious discrimination that warrants future research.

Originality/value

In addition to highlighting trends that contribute to religious discrimination in the workplace, this literature review addresses where there are gaps in the existing research that call for further research and offers practical implications for employers and organizations.     

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.     

Effects of Personalized Versus Generic Implementation of an Intra-Organizational Online Survey on Psychological Anonymity and Response Behavior: A Field Experiment

Purpose

In the present study, we sought to investigate the effects of online survey implementation strategies on perceived anonymity and employee response behavior in organizational surveys.

Design/Methodology/Approach

A field experiment was conducted to compare two commonly used online survey implementation strategies (N = 815). One group of employees received a personalized invitation to the survey and a log-in password, while the other group received a general invitation and did not have to provide a password.

Findings

The results showed that the applied implementation strategies had no substantial effects on perceived anonymity. Moreover, there were no significant effects on nonresponse or the responses of survey participants to closed-ended and open-ended survey questions.

Implications

The present study supposes that online surveys are not a uniform phenomenon and that differences in the implementation of online surveys need to be considered. However, the findings indicate that the use of specified-personalized implementation strategies does not necessarily lead to a substantial decrease in perceived anonymity or automatically result in reduced data quality. Thus, in many cases, the investigated online survey implementation strategies are unlikely to cause serious reductions in perceptions of anonymity and quality of responses to organizational online surveys.

Originality/Value

In spite of the frequent use of online surveys in organizations, little is known about the consequences of online implementation strategies for perceptions of anonymity and response behavior. This study is one of the few empirical examinations of the psychological consequences of different online implementation strategies frequently used in organizational surveying.     

Disaggregating Job Satisfaction: Effects of Perceived Demands,Control, and Support

Purpose

Our purpose was to inductively examine how employees’ perceptions of stressor and resource work characteristics relate to nine distinct facets of job satisfaction, in accordance with the demand–control (–support) [JDC(S)] theory. Job satisfaction is a multidimensional construct composed of various facets that differ greatly from one other. However, most stress studies have examined job satisfaction at the global level. This may be problematic for managers looking to redesign the workplace to increase employee job satisfaction based on established recommendations from previous research.

Design/Methodology/Approach

Data were obtained from employees of a public sector human services organization that provides services to protect children from neglect and other forms of abuse (n = 343). A series of t tests for dependent correlations determined facet-level differences in satisfaction with demand and resource work characteristics.

Findings

We found different patterns of correlations across facets for all seven demand, control, and support workplace characteristics.

Implications

Those re-balancing types of demands, control, and support for workplace redesign should not presume consistent effects on all aspects of satisfaction with work. By doing so, expected positive outcomes may fail to materialize, perhaps to the detriment of workplace redesign as a whole in the minds of management. A more detailed approach to workplace redesign is recommended.

Originality/Value

This is the first study which adopts the JDC(S) framework to examine job satisfaction at the facet level. Our findings shed new light on how workplace characteristics relate to different aspects of satisfaction.     

Lästererfahrungen, Körperbild und Körpergewicht bei jungen Erwachsenen

Background

Negative comments (teasing) on weight and body image in adolescence might predict body dissatisfaction, overweight and eating disorders in adulthood. This study investigated 134 nursing students for a relationship between a history of teasing, body image and weight.

Materials and methods

Subjects with a body mass index (BMI)>?25 kg/m² reported more teasing compared with normal subjects whereas those with a BMI<?20 kg/m² showed lower values compared with normal or overweight subjects. Teasing questionnaire values correlated with aspects of negative body image. The BMI was predicted by factors age (p?=?0.001), sex (p?=?0.016) and teasing subscale weight (p?=?0.001).

Conclusions

It is remarkable that low teasing experience was associated with low weight, which might point to underweight as protective factor against teasing; however, the cross-sectional design of this study precludes direct causal inferences.     

Effects of Applicant Personality on Resume Evaluations

Purpose

This study examined the extent that personality information in resumes impacts hiring judgments through applicant’s resumes. Study 1 examined lay theories regarding relationships between resume cues and the applicant’s personality and hireability. Study 2 examined how the applicant’s personality impacted hiring judgments through resumes.

Design/Methodology/Approach

Data for both studies were collected in the context of a managerial position. For Study 1, participants assessed resume cues in regards to their relationship with personality and hireability. For Study 2, Human Resource personnel evaluated each resume in regards to personality and hireability.

Findings

Results for Study 1 highlight several connections between applicants’ personality and resumes, with strong links between resume content and perceptions of conscientiousness and agreeableness. Results for Study 2 indicate that personality was largely unrelated to ratings of hireability but perceptions of personality were strongly linked to hireability; actual personality was linked to the variability in cue information related to hireability, and conscientiousness was indirectly related to hireability through judgments of conscientiousness.

Implications

Results from these studies suggest that personality and perceptions of personality play a greater role in resume development and screening than has been previously suggested. The pattern of results reported suggest that there are a number of resumes cues that accurately reflect an applicant’s personality and influence perceptions of hireability.

Originality/Value

By taking an exploratory approach, the current studies were able to explore a large variety of cues linked to personality and ratings of hireability. Results have implications for both applicants and HR personnel evaluating resumes.     

Perceptions of Nepotism Beneficiaries: The Hidden Price of Using a Family Connection to Obtain a Job

Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.

     

Faking Fast and Slow: Within-Person Response Time Latencies for Measuring Faking in Personnel Testing

Purpose

Item response time (RT) latencies offer a potentially promising approach for measuring faking in personnel testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations.

Design/Methodology/Approach

Two hundred six participants were randomly selected to simulated faking or honest testing conditions, and were administered two types of integrity test items (overt and personality), whereby group classification (faking/honest) served as the main dependent variable.

Findings

Faking condition RTs were longer than honest condition RTs for both item types (overt: d = .43; personality: d = .47), and overt item RTs were slightly shorter than personality item RTs in both testing conditions (honest: d = .34; faking: d = .41). Finally, using a sample cut score, the DSI correctly classified an average of 26 % more cases of faking, and 53 % less false positives, compared to the traditional normative method.

Implications

The results suggest that the DSI can be an advantageous method for identifying faking in personnel testing scenarios.

Originality/Value

This is the one of the first studies to propose a practical method for identifying individual-level faking RTs within single test administrations.

     

The world is either digital or analogue

We address an argument by Floridi (Synthese 168(1):151–178, 2009; 2011a), to the effect that digital and analogue are not features of reality, only of modes of presentation of reality. One can therefore have an informational ontology, like Floridi’s Informational Structural Realism, without commitment to a supposedly digital or analogue world. After introducing the topic in Sect. 1, in Sect. 2 we explain what the proposition expressed by the title of our paper means. In Sect. 3, we describe Floridi’s argument. In the following three sections, we raise three difficulties for it, (i) an objection from intuitions: Floridi’s view is not supported by the intuitions embedded in the scientific views he exploits (Sect. 4); (ii) an objection from mereology: the view is incompatible with the world’s having parts (Sect. 5); (iii) an objection from counting: the view entails that the question of how many things there are doesn’t make sense (Sect. 6). In Sect. 7, we outline two possible ways out for Floridi’s position. Such ways out involve tampering with the logical properties of identity, and this may be bothersome enough. Thus, Floridi’s modus ponens will be our (and most ontologists’) modus tollens.     

Psychopathy as Predictor and Moderator of Multisystemic Therapy Outcomes among Adolescents Treated for Antisocial Behavior

Objective

The aim of the present study was to determine whether psychopathic traits act as a predictor and/or moderator of the effectiveness of Multisystemic Therapy (MST).

Method

The sample included N?=?256 adolescents (188 boys and 68 girls) referred for conduct problems, randomized to MST or Treatment As Usual (TAU). The mean age was 16 years (SD?=?1.31). Assessments were carried out before and immediately after treatment (6 months later). Three psychopathic traits (callous/unemotional traits, narcissism, and impulsiveness) were assessed with parent reports. Adolescents and parents were informants on externalizing problems.

Results

MST was more effective than TAU in decreasing externalizing problems for the “lower callous/unemotional” and “lower narcissism” group, but not for the “high callous/unemotional” and “high narcissism” group (moderators). Impulsiveness was found to predict more post-treatment externalizing problems rated by adolescents (predictor), but not more post-treatment externalizing problems rated by parents.

Conclusions

These findings point out the clinical relevance of adequately assessing psychopathic traits in adolescents referred for treatment of antisocial behaviour, and identifying those adolescents who show high levels of these traits. It is important to tailor MST specifically to meet the needs of juveniles with high levels of callous/unemotional traits and high levels of narcissism to obtain the same level of effectiveness as with juveniles scoring lower on these traits.