Employability of Genetic Counselors with a PhD in Genetic Counseling

The development of a PhD in genetic counseling has been discussed for more than 20 years, yet the perspectives of employers have not been assessed. The goal of this qualitative study was to gain an understanding of the employability of genetic counselors with a PhD in genetic counseling by conducting interviews with United States employers of genetic counselors. Study participants were categorized according to one of the following practice areas: academic, clinical, government, industry, laboratory, or research. All participants were responsible for hiring genetic counselors in their institutions. Of the 30 employers interviewed, 23 envisioned opportunities for individuals with a PhD degree in genetic counseling, particularly in academic and research settings. Performing research and having the ability to be a principal investigator on a grant was the primary role envisioned for these individuals by 22/30 participants. Employers expect individuals with a PhD in genetic counseling to perform different roles than MS genetic counselors with a master's degree. This study suggests there is an employment niche for individuals who have a PhD in genetic counseling that complements, and does not compete with, master's prepared genetic counselors.     

Factors affecting subjective estimates of magnitude: when is 9 > 221?

112 undergraduates separately judged the size of the numbers 9 then 221 or 221 then 9 on a 10-point scale or on a continuous line that were both anchored only at the extremes by "very, very small" and "very, very large." Replicating the 1999 Birnbaum study, 9 was given a higher rating than 221 when the numbers were judged first by different people on the numerical scale. However, 9 was given a similar or smaller rating than 221 in the other conditions. The results are discussed in terms of context effects.     

Harnessing Cognitive Dissonance to Promote Positive Attitudes Toward Older Workers in Australia

Negative stereotyping of older workers has been identified as a major factor in employment discrimination against them. A study of Australian employers' attitudes toward older workers found systematic negative stereotyping and low likelihood of hiring older workers. The current study employed a national random sample of 267 employers, and tested 3 interventions aimed at promoting positive attitudes toward older workers and increasing the likelihood of their hiring. The first intervention was in the form of a fact sheet; the second aimed at inducing cognitive dissonance; and the third was a combination of the two. The combination intervention produced promising results. Employers in this condition showed more favorable attitudes toward older workers overall, and greater preference toward hiring older workers.     

Not worth the extra cost? Diluting the differentiation ability of highly rated products by altering the meaning of rating scale levels

Over the last decade, the use of rating scales has grown in popularity in various fields, including customer online reviews and energy labels. Rating scales convey important information on attributes of products or services that consumers evaluate in their purchase decisions. By applying multidimensional scaling, this paper reveals that the meaning of the levels of a rating scale can be altered by manipulating the labeling of the rating scale levels. The study reveals that consumers perceive product attributes as being more similar if the labels share similar or identical linguistic or visual characteristics. In addition, two choice‐based conjoint studies examine whether the way consumers make their choices among products can be influenced by changing the labeling of rating scale levels. The results show that a manipulation of the meaning of rating scale levels diminishes both the importance of the rating scale information and consumers' willingness to pay a premium for a rating upgrade. Copyright © 2013 John Wiley & Sons, Ltd.     

面试考官的权重策略对评分和录用的影响

从个体水平研究面试考官的有效性是面试研究的一个热点问题．本研究对面试考官权重策略的类型及类型的比较进行了实证研究。研究运用线性规划策略捕捉方法,分析了公务员考试中28名考官在结构化面试和无领导小组讨论中的权重策略,研究了权重策略对评分和录用的影响,结果发现：（1）在结构化面试中存在三种策略,在无领导小组讨论中存在两种策略,这些策略大部分是规范的（符合评分规则的要求）,它们会随面试情景发生变化;（2）权重策略影响了考官的评分区分度和最终考生的录用结果,规范性策略具有较高的区分度和录用预测效度。研究最后对结果的理论和实践意义进行了讨论。     

Competing Conceptions of Justice: Faculty Moral Reasoning About Affirmative Action

College faculty (N = 115) were recruited to investigate the influence of moral reasoning on hiring decisions about affirmative action dilemmas. Participants completed the Defining Issues Test (DIT), a standard test of moral reasoning, a measure that presented two hypothetical moral dilemmas about affirmative action that manipulated candidates' race and moral issues, and a scale evaluating the use of external norms versus self-chosen principles. Results indicated that moral issue but not race of a minority candidate affected hiring decisions. Faculty used greater percentages of principled reasoning when solving the more salient affirmative action dilemmas than when solving the hypothetical dilemmas of the DIT. Higher scores on the DIT were related to the use of principles rather than norms when making hiring decisions. Findings suggest that faculty decisions about hiring a hypothetical affirmative action candidate are more influenced by moral reasoning level and competing conceptions of justice than racial bias or ambivalence.     

Hiring family therapists for a research project via videotaped interviews: A brief report

The authors describe an interview procedure devised for use in hiring therapists for a research and demonstration project in which the employers viewed videotaped interviews of applicants responding to a standard set of questions posed by an on-site researcher/interviewer. The approach is considered potentially useful for agencies to use in hiring therapists with a systemic orientation.     

Are Adewale and Ngochi more employable than Jamal and Lakeisha? The influence of nationality and ethnicity cues on employment-related evaluations of Blacks in the United States

ABSTRACT

Previous research has consistently shown that racial bias can influence employers’ perceptions and evaluations of Black individuals in hiring and promotion decisions. However, within-race differences (e.g., skin tone, Afrocentric features) can lead to variation in these decisions. In addition to phenotypical variation, ethnicity cues (e.g., perceived country of origin, name) may be important within-race factors influencing the perception and evaluations of Black job applicants. Using a resume evaluation paradigm, participants evaluated one of three resumes in which the target applicant’s name provided cues about ethnicity (either Black American, Black African, or White American). Results suggest that Black Americans may experience more discrimination in hiring and are generally perceived less positively across several employment-related domains than both White and Black African applicants. Specifically, we find that Black Americans are less likely to be selected for an interview or offered a job and are evaluated more negatively overall relative to Black Africans.     

FORCED ATTENTION TO SPECIFIC APPLICANT QUALIFICATIONS: IMPACT ON PHYSICAL ATTRACTIVENESS AND SEX OF APPLICANT BIASES

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.     

Validation of personality and cognitive measures for insurance claims examiners

Claims Examiners are critical for the profitability of large insurance companies. Mistakes in hiring these people can result in improperly processed claims and/or turnover, and this yields negative financial consequences for the company. This paper describes research evaluating the validity of selection procedures for the position of claims examiner at Blue Cross and Blue Shield of Oklahoma. A job analysis indicated that both cognitive skills and personal abilities are necessary for successful performance as a claims examiner. The job analysis also indicated that both subjective and objective criterion measures reflect important aspects of job performance. The criterion data included nine supervisory ratings, employee nominations, average percent of performance, absences, disciplinary actions, and sick leave. In a concurrent validation strategy, we tested a sample of experienced incumbents (N=50) using four cognitive ability tests (Basic Skills Tests: BST) and two measures of personality (Hogan Personality Inventory and PROFILE). Scales from two personality inventories were combined to form the Claims Examiner Inventory (CEI). Scores from the CEI and three of the four cognitive tests correlated significantly with the average percent of performance and six of the supervisory ratings, including the average supervisory rating. In addition to the cognitive measures, the personality measure contributed significantly to the prediction of percent of performance achieved with R=.64. These results are consistent with other research findings that support the use of both personality and cognitive measures as predictors of job performance.     

Employment Qualifications,Person–Job Fit,Underemployment Attributions,and Hiring Recommendations: A three‐study investigation

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., underqualified, adequately qualified, or overqualified) on hiring recommendations, and how the relationship was influenced by person–job (P‐J) fit and underemployment attributions. In Study 1, we tested and found support for the strength and effectiveness of the employment qualification level manipulation. In Study 2, the results demonstrated that overqualified applicants received higher ratings on objective P‐J fit, subjective P‐J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P‐J fit than adequately qualified applicants. However, the results indicated no significant differences between adequately qualified and overqualified applicants on hiring recommendations. Finally, P‐J fit was found to fully mediate the employment qualification level–hiring recommendation relationship, but only subjective P‐J fit (i.e., and not objective P‐J fit) was a significant mediator. In Study 3, we assessed the potential effects of underemployment attribution (i.e., internal‐controllable vs. external‐uncontrollable) on interviewer hiring recommendation. Results demonstrated that applicants who made an external‐uncontrollable attribution for their overqualification were perceived negatively and received lower ratings on hiring recommendations than applicants who made an internal‐controllable attribution for their underemployment. Furthermore, the underemployment attribution‐hiring recommendation relationship was found to be fully mediated by subjective (but not objective) P‐J fit. Contributions of these results to theory, research, and practice, strengths and limitations, and directions for future research are discussed.     

The efficiency of behavior rating scales to assess inattentive-overactive and oppositional-defiant behaviors: applying generalizability theory to streamline assessment

Although the efficiency with which a wide range of behavioral data can be obtained makes behavior rating scales particularly attractive tools for the purposes of screening and evaluation, feasibility concerns arise in the context of formative assessment. Specifically, informant load, or the amount of time informants are asked to contribute to the assessment process, likely has a negative impact on the quality of data over time and the informant's willingness to participate. Two important determinants of informant load in progress monitoring are the length of the rating scale (i.e., the number of items) and how frequently informants are asked to provide ratings (i.e., the number of occasions). The purpose of the current study was to investigate the dependability of the IOWA Conners Teacher Rating Scale (Loney & Milich, 1982), which is used to differentiate inattentive-overactive from oppositional-defiant behaviors. Specifically, the facets of items and occasions were examined to identify combinations of these sources of error necessary to reach an acceptable level of dependability for both absolute and relative decisions. Results from D studies elucidated a variety of possible item-occasion combinations reaching the criteria for adequate dependability. Recommendations for research and practice are discussed.     

The Stigma Associated with Various Criminal Offenses in Hiring Decisions

The purpose of this study was to investigate the attitudes of prospective employers toward hiring ex-offenders based on the nature of the crime committed. Thirty-nine male and 30 female students in a personnel management class at a major Midwestern university were surveyed regarding their attitudes toward hiring persons convicted for the following crimes: kidnapping, armed robbery, homicide, assault and battery (nonsexual), automobile theft, rape, burglary, sale of hard narcotics, forgery, and child molesting. Statistical analyses revealed a significant difference in the total group's rankings of the 10 crimes but no significant differences between males and females.     

Development and validation of an altruism scale for adults

A new self-report scale, the Altruism Scale for Adults, of 28 items was developed. 14 items were from the Altruism subscale of Wrightsman's Philosophies of Human Nature Scale, and the other 14 items were newly constructed. The scale, anchored by 1: true or 2: false, was administered to 592 Korean men and women in eight subgroups. Cronbach alpha internal consistency was .89, and test-retest reliabilities (n = 52) over 1 and 5 wk. were .90 and .80, respectively. Campbell and Fiske's 1959 multitrait-multimethod analysis showed satisfactory convergent and discriminant validities. Overall results were promising for use of the scale in research and for practical purposes.     

PERFORMANCE TESTING: A ROSE AMONG THORNS?

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. The heterogeneity in applicants was matched by a similar heterogeneity in raters. Thorough training of raters, clear performance standards, and content valid tests resulted in average inter-rater reliabilities of .93 (promotional), .87 (entry level), .91 (motor) and .89 (verbal) for the different types and levels of tests. There was no evidence of adverse impact, and turnover decreased from 40 percent to less than 3 percent in the 9-26 months following the introduction of performance testing. In comparison to paper and pencil tests, performance tests were more cost effective, more face valid, and more acceptable to applicants in this situation. Considering the growing problems in public sector management, performance testing may be viewed as a rose among thorns.     

The Writing on the (Facebook) Wall: The Use of Social Networking Sites in Hiring Decisions

The popular media has reported an increase in the use of social networking sites (SNSs) such as Facebook by hiring managers and human resource professionals attempting to find more detailed information about job applicants. Within the peer-reviewed literature, cursory empirical evidence exists indicating that others’ judgments of characteristics or attributes of an individual based on information obtained from SNSs may be accurate. Although this predictor method provides a potentially promising source of applicant information on predictor constructs of interest, it is also fraught with potential limitations and legal challenges. The level of publicly available data obtainable by employers is highly unstandardized across applicants, as some applicants will choose not to use SNSs at all while those choosing to use SNSs customize the degree to which information they share is made public to those outside of their network. It is also unclear how decision makers are currently utilizing the available information. Potential discrimination may result through employer’s access to publicly available pictures, videos, biographical information, or other shared information that often allows easy identification of applicant membership to a protected class. For the practice to progress in a positive direction, evidence for the validity and job-relevance of information obtained from SNSs needs to be established. Organizational researchers and practitioners also need to promote awareness and attempt to create safeguards against the potential negative outcomes related to misuse of SNSs by employers.     

哪个测验Q矩阵更合理:基于DINA模型测验Q矩阵合理性侦查指标及其比较与应用

本研究对多个测验Q矩阵的相对合理性的比较与选用开展研究,采用Monte Carlo模拟与实证研究相结合的范式,探讨R_square、HCI、-2LL、AIC、BIC、residual、ABS_residual及本研究新开发的BIC2等八项指标在测验Q矩阵合理性侦查效果及其比较。研究发现:八项指标中,除BIC和BIC2两项指标的对测验Q矩阵相对合理性的平均正确识别率在95%以上,其余指标的平均正确识别率不足90%,整体而言,考虑样本容量及参数个数双重加权的BIC和BIC2两项指标的表现总体上优于其它几项指标;各项指标在不同Q矩阵错误类型下其正确识别率也不尽相同。     

影响学生体育学习情境兴趣的主因素研究

本研究以上海市中学生为研究对象,修订了中文版体育情境兴趣量表的信效度资料,构建了体育情境兴趣的模型结构,通过对被试学习过程中情境兴趣的测试与分析,揭示了影响学生体育学习情境兴趣的主因素及其相关关系。研究结果表明： 中文版体育情境兴趣量表具有良好的信度和效度,能较好地解释总体变量;相关与回归分析表明：即时愉悦感是激发体育学习情境兴趣的主要因素,而体育学习内容本身过高的新颖性和挑战性不利于情境兴趣的激发。     

Effect of VDT keyboard height and inclination on musculoskeletal discomfort for wheelchair users

This study investigated the effect of keyboard height and inclination on musculoskeletal discomfort for wheelchair users. Eight Taiwanese male wheelchair users (28.75 +/- 8.75 years) were recruited as participants to perform nine experimental combinations of data entry tasks. Three keyboard heights and three inclinations were evaluated. Musculoskeletal discomfort was estimated by Rating of Perceived Exertion and Subjective Preference Ranking. Each subject performed a data entry task for all nine experimental combinations in a random order. The seated posture of all participants during the data entry operation was the upright posture. The height of the screen's center was adjusted according to the eye level of each subject. Analysis showed the keyboard height and keyboard inclination significantly affected rating of musculoskeletal discomfort. It is suggested that the optimum keyboard height choice is elbow-level height or 5 cm below elbow level with the keyboard inclination horizontal to the seat of the wheelchair.