Resilience in Organ Transplantation: An Application of the Connor–Davidson Resilience Scale (CD–RISC) With Liver Transplant Candidates

End-stage liver disease (ESLD) is a chronic and debilitating condition associated with substantial psychological stress, morbidity, and mortality. The Connor–Davidson Resilience Scale (CD–RISC; Connor & Davidson, 2003 Connor, K. M., & Davidson, J. R. (2003). Development of a new resilience scale: The Connor– Davidson Resilience Scale (CD–RISC). Depression and Anxiety, 18(2), 76–82. doi:10.1002/da.10113[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) is a commonly used resilience measure. This research examined the validity of the CD–RISC among ESLD patients (N = 120) using exploratory factor analysis. Results supported a single-factor solution after removing poorly loading items. The CD–RISC also was correlated with measures of depression, anxiety, quality of life, social support, age, and cognitive ability, thus providing evidence to support its construct validity. Future research should confirm this factor structure and examine its predictive validity prior to widespread use among ESLD patients. This research represents the first step in this process and proposes an alternative version of the CD–RISC for this population.     

Incremental Validity of Leaderless Group Discussion Ratings Over and Above General Mental Ability and Personality in Predicting Promotion

Leaderless group discussions (LGDs) constitute one of the oldest assessment center exercises. In recent times, their added value has sometimes been questioned in light of trends to streamline assessment centers. The purpose of the present study is to examine the incremental validity of LGD ratings over cognitive ability scores and personality ratings for the prediction of extrinsic career success (i.e., promotion speed and number of promotions). We investigated this issue in the context of the promotion of French naval officers (N = 93) in an academy for high‐level executive positions over a 10‐year period. Results indicated that LGD ratings accounted for incremental variance in the prediction of promotion criterion measures, beyond cognitive ability and personality test scores. These results confirm that LGD ratings provide a unique contribution to the prediction of extrinsic career success in high‐level executive positions.