Multitasking as a Predictor of Pilot Performance: Validity Beyond Serial Single-Task Assessments

Although multitasking has been identified as an important competency for many jobs, standardized preemployment tests of multitasking are uncommon, and their validity beyond separate single-task assessments is unclear. To address this gap, this study compared the validity of a preemployment multitasking assessment (with math, memorization, and monitoring tasks presented concurrently) to an assessment in which the same constituent tasks were assessed separately. Among military pilot applicants, concurrent multitasking predicted both flying and academic performance, whereas serial single-task scores and their combination predicted only academic performance. Larger multitasking decrements (i.e., operationalized as the difference between single-task and multiple-task performance of the same constituent tasks) were associated with poorer flying performance. Results suggest the potential utility of multitasking assessments in selection for military jobs requiring competing, concurrent task demands.     

Trauma Recovery in Interprofessional Cross-Cultural Contexts: Application of an Ethical Framework

Research into the complex interactions of personal, professional, and interprofessional ethics is in its infancy. Where interprofessional decision making is made in cross-cultural contexts, ethical dilemmas multiply; inversely, research to guide judgments is sparse. This study sought to explore interprofessional ethical decision making within a project, which delivered Western trauma-recovery training to counselors in Palestine. A cross-cultural interprofessional ethical framework was adapted and later applied to project decision making. A case study is presented based on field note reflections. Researchers perceived the following to be important in addressing ethical decision-making dilemmas: defining interprofessional and cross-cultural language; long-standing relationships of trust; workers liberated from organizational agendas; democratized processes; and flexible structures. Recommendations are provided to help plan and evaluate interprofessional cross-cultural initiatives.     

Assessing cognitive load using oculometrics to identify deceit during interviews

Lying requires a long‐term memory search and is a cognitive load task. Telling a spontaneous lie is associated with a higher cognitive load compared with the truth, although when memories are planned before telling a lie, the cognitive load can be less compared with the truth; therefore, telling a spontaneous lie could be associated with a higher cognitive load compared with a planned lie. In this study, we examined cognitive load, as measured through oculometrics, to identify deceit in interviews. Twenty‐four subjects were questioned, and their answers classified as spontaneous lies, planned lies, and truths. Results show that saccades and fixations were associated with a higher cognitive load when telling spontaneous lies compared with telling truths. Blinks and pupillometry show that subjects require greater cognitive load when telling truths compared with planned lies. Finally, telling spontaneous lies required higher cognitive load compared with planned lies, as assessed by blinks.     

Gender differences in perceptions of leadership

A study was conducted to examine gender differences in perceptions of leadership. Subjects (N=320) were assigned to same-sex groups of four to six members. The groups participated in a leaderless group discussion and then assessed characteristics of their own and their peers' leadership. The subjects also completed a self-esteem inventory. Correlational analyses revealed that when evaluating their peers, both men and women associated being a leader and having leadership skills with an authoritarian leadership style. In self-perceptions, however, women associated having positive leadership skills with an authoritarian style, but men associated their own leadership skills with a democratic style. The self-esteem of both genders was differentially related to their perceptions of leadership style. These results suggest that men and women hold a leadership stereotype which equates the leadership skills of their peers with an authoritarian style of leadership. However, women but not men base their assessments of their own leadership skills on this leadership stereotype.     

Tachistoscopic software for the Macintosh

The emulation of a tachistoscope with a Macintosh microcomputer and Pascal language is presented here. The software described is a complete program for the presentation of textual stimuli on the Macintosh screen and includes the recording of reaction times. The stimulus coordinates on the screen are user defined and variable from trial to trial for specific visual angles. The position of a fixation point on the screen and the distance between the subject and the plane of the screen, as well as the particular screen resolution, are taken into account in computing the visual angle.     

Validation and error in multiplicative utility functions

An approach to the concept of error in utility assessment is proposed. Four kinds of errors are considered and each kind is related to four separate elicitation methods - all in the context of a general multiplicative multiattribute utility model. The methods are a Keeney-Raiffa (1976) procedure; SMART, for Simple Multi-Attribute Rating Technique (Edwards 1977); SJT, for a Social Judgment Theory based regression model (Hammond et al. 1975); and HOPE, for Holistic Orthogonal Parameter Estimation (Barron and Person 1979).The individual judgments elicited are either holistic - in which the entity to be evaluated is considered as a whole - or decomposed - in which attention is directed to one or two aspects at a time.If a general multiplicative model can be assumed to be an appropriate representation of the decision maker's basic preference structure, error can occur in the direct estimation of the scaling constants and univariate utility functions for decomposition methods (Keeney-Raiffa and SMART), or in the holistic assessments for holistic methods (SJT and HOPE). Individual estimates may be merely subject to random noise or may be substantially incorrect. The utility model may be incorrectly specified; finally, all four methods may be subject to systematic error. The four assessment methods are considered in conjunction with errors of each kind.     

Studies of mood and humor appreciation

A total of 189 students in two studies rated jokes on funniness and several other scales after rating their own mood on the Nowlis-Green Mood Adjective Check List. Subjects in Experiment 1 gave a second and third set of mood ratings after their joke-funniness ratings. Three mood factors—surgency, elation, and vigor—reliably predicted joke appreciation in both studies. More tentative evidence linked humor appreciation to concentration, social affection, excitement, freedom, and (lack of) fatigue, but humor appeared independent of aggression, anxiety, tension, and inhibition. Relationships among joke-scale ratings were highly similar for subjects reporting relatively positive moods and those reporting more negative moods. Results were discussed with reference to several humor theories.The authors would like to thank Carol Pierce, Marguerite Ponder, and Ron Fox for their help with this research.     

Selecting K of N alternatives

In some decision contexts (e.g. graduate admissions) the task to select a subset of k distinct alternatives from among the N > k > 1 options available. For moderate values of N and k, the number of possible subsets of size k becomes quite large. Assuming alternatives are evaluated using consistent, though not explicit weights, selecting k, rather than 1, empirically excludes a substantial proportion (more than 80%) of the subsets; unfortunately to the unaided decision maker it is not obvious which subsets should be excluded. The tendency of subjects to select excludable subsets can be called an ‘infeasibility’ bias. The experimental evidence surprisingly shows no ‘infeasibility’ bias, as subjects overwhelmingly chose non-excluded selections.     

The effect of orthographic structure and lexical meaning on “same-different” judgments

Pairs of high frequency English words, orthographically acceptable pseudo-words, and non-word letter strings were presented in a “same”-“different” task. The mean reaction times for “same” judgments were ordered; real words were faster than pseudo-words, and pseudo-words were faster than non-words. The RTs for the “different”, judgments showed no differences among the three types of words, except in the first two days of practice in a blocked presentation condition when the difference between the real words and non-words was marginally significant. These and other results suggest that “same” judgments are based upon a comparison process which efficiently uses higher order semantic and orthographic information in words, whereas “different” judgments are based upon comparison process which performs a self-terminating search of the graphemic information in words. The results were also discussed with reference to hierarchical models of word perception and reading.