Self-ordered pointing as a test of working memory in typically developing children

The self-ordered pointing test (SOPT; Petrides & Milner, 1982 Petrides, M. and Milner, B. 1982. Deficits on subject-ordered tasks after frontal- and temporal-lobe lesions in man. Neuropsychologia, 20(3): 249–262. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) is a test of non-spatial executive working memory requiring the ability to generate and monitor a sequence of responses. Although used with developmental clinical populations there are few normative data against which to compare atypical performance. Typically developing children (5–11 years) and young adults performed two versions of the SOPT, one using pictures of familiar objects and the other hard-to-verbalise abstract designs. Performance improved with age but the children did not reach adult levels of performance. Participants of all ages found the object condition easier than the abstract condition, suggesting that verbal processes are utilised by the SOPT. However, performance on the task was largely independent from verbal and nonverbal cognitive ability. Overall the results suggest that the SOPT is a sensitive measure of executive working memory.     

Sources and Types of Confidence Identified by World Class Sport Performers

This study identified the sources and types of confidence salient to 14 (7 male, 7 female) successful World Class athletes. Nine sources of confidence were identified: Preparation, performance accomplishments, coaching, innate factors, social support, experience, competitive advantage, self-awareness, and trust. A testament to the multi-dimensional nature of sport confidence, six types of sport confidence were also identified: skill execution, achievement, physical factors, psychological factors, superiority to opposition, and tactical awareness. Gender was related to both the sources of confidence and the subsequent types of confidence experienced by the athletes. For example, females placed more importance on good personal performances than males who derived confidence from winning. Results were discussed in the context of previous sport confidence literature and implications for sport psychology and coaching practices were drawn.     

Further Observations on Group Judgments of Lifted Weights

With use of a sample of five kibbutzim and subjects from three cities in Israel, the hypothesis investigated was that the adults in the kibbutz would obtain higher scores than the other subjects in their perceptions of the past and present on the Self-Anchoring Striving Scale. These responses were compared to those of two groups from the United States, Jewish and non-Jewish. The total sample consisted of 160 Ss with 40 Ss in each of the four groups. It was also hypothesized that there would be less discrepancy in the perceptions of the future as compared to the past and present between Israeli and United States Ss. The hypotheses presented were supported by the data.

The kibbutz sample in expressing hopes and aspirations had a significantly higher number of Ss that desired world peace than the other three samples. The Israeli city sample in responding to aspirations had a significantly greater number of responses than the kibbutz for the following categories: having a good job, owning a house, and possessing wealth.

The Israeli city sample compared to the kibbutz had a significantly higher number of responses to a fear of a deterioration in the standard of living. The rank order correlation of the verbal responses indicated that the responses of the American Jewish group were more similar to both Israeli groups than the United States non-Jewish group.     

Aurelius Augustine on Imagination

The evaluation of a person seeking or volunteering information in cooperatively or competitively oriented problem solving groups was investigated in 63 white and black, male and female, high school and college students. It was hypothesized that under cooperative conditions the seeking of information would be evaluated more positively than would the volunteering of information, while under competitive conditions the volunteering of information would be evaluated more positively than would the seeking of information. A highly trained confederate (C) engaged in either the seeking of information or the volunteering of information in four-person problem solving groups in which Ss were either cooperatively or competitively oriented. Ss rated Cs on eight bipolar scales. The results confirmed the hypothesis.     

The biasing effect of personality on self-estimates of cognitive abilities in males and females

In addition to exploring the relationship between psychometric and self-estimated measures of Crystallized Knowledge (Gc) and Visual Processing (Gv), this study investigated whether personality significantly moderated these relationships, thereby influencing the accuracy of the self-estimates. Adult participants (N = 165) completed the Big Five Inventory and self-estimated their levels of Gc and Gv. They were subsequently administered the Multidimensional Aptitude Battery II, a group test of cognitive ability. Significant and positive relationships between psychometric Gc and Gv and their respective self-estimates were found. Additionally, investigation of the moderating effects of personality for each gender separately using standard multiple regressions found that females high in Extraversion and males low in Conscientiousness were more prone to overestimating their Gv ability, while males high in Openness provided more accurate estimates of their Gv than those low in Openness. Elucidating the personality traits that distort self-perceptions of intellectual functioning has significant implications for the identification of individuals at risk of harboring inaccurate expectations, leading to the potential for interventions aimed at ameliorating associated deleterious consequences.     

Legal Risk in Selection: An Analysis of Processes and Tools

Purpose

This paper reviews a decade of employment litigation to illuminate the most legally dangerous selection devices and employment practices.

Design/Methodology/Approach

A sample (n = 312) of court cases drawn from 10 years of Bloomberg BNA case briefs was analyzed to determine which selection tools (e.g., biographical information blank, interview, cognitive ability test, and psychomotor test) and which selection processes (e.g., violations of the four-fifths rule, administrative inconsistencies, lack of documentation, failure to provide accommodations) are most at risk for litigation for unfair employment practices.

Findings

Results demonstrate that while some selection tools do attract legal scrutiny, dangerous hiring practices such as favoritism against protected classes and improper human resource documentation put employers at far greater risk of suit. When considering cases settled outside of court and those that continued to trial, the data reveal that employers lose employment discrimination cases at a rate nearing 90 % and suffer an average payout of over $1.5 million per case.

Implications

Just as legal challenges once drove the search for selection tools free of adverse impact, the current legal landscape demonstrates the necessity of fair and consistent selection processes. This paper provides evidence of common mistakes in implementing selection systems—mistakes that lead to costly legal battles.

Originality/Value

This paper reduces cumbersome legal records into useful evidence of trends in recent employment law cases. Selection system designers and organizations who implement them will benefit from avoiding the risky hiring practices presented in this paper.     

Personality Traits Predict Irrational Beliefs

Irrational beliefs are the focus of many psychological theories, since research has shown that holding irrational beliefs often leads to unhealthy emotions, dysfunctional behaviors, and psychological disturbances. The aim of such therapies as rational emotive behavioral therapy and cognitive behavioral therapy is to dispute irrational beliefs to promote more rational ways of thinking; however they do not take into account individual personality differences. The aim of this study was to determine whether personality traits predict rational and irrational beliefs in a mixed student and clinical sample. It was hypothesized that the domains of the five factor model of personality would predict rational beliefs as well as a range of irrational beliefs. Our findings supported the hypothesis, showing distinct associations between personality traits and each specific irrational belief. Neuroticism predicted rational beliefs as well as six out of the seven types of irrational beliefs measured. Additionally, extraversion predicted rationality and self-downing, openness predicted need for comfort and total irrationality, and conscientiousness predicted need for achievement and demand for fairness. Agreeableness did not predict any type of rational or irrational beliefs. Knowledge of these distinct relationships may increase a clinician’s ability to conceptualize a therapy case and determine the best approach to treatment.     

How Much Distress Is Too Much on Deployed Operations? Validation of the Kessler Psychological Distress Scale (K10) for Application in Military Operational Settings

The aim of this study was threefold: (a) to assess the factor structure of the Kessler Psychological Distress Scale (K10) to determine whether interpreting the scale as a single dimensional measure of psychological distress is justified in military operational setting; (b) to validate the K10 for mental health surveillance in operational settings against self-reported occupational impairment; (c) to evaluate whether the K10 has better discriminatory power than de facto standards for mental health surveillance on deployment, namely the Patient Health Questionnaire and the Posttraumatic Stress Disorder Checklist, Civilian version. A convenience sample of Canadian Armed Forces personnel serving in Afghanistan (N = 1,264) completed self-report measures of psychological distress and occupational impairment. On examination of 6 competing models, the authors determined that interpreting the K10 as a measure of unspecified psychological distress is justified. Using receiver operating characteristic (ROC) curve analysis, they identified new cutoff values for dichotomous and polychotomous scoring methods. After comparing the area beneath the ROC curves for each of the 3 mental health surveillance questionnaires, the authors determined that all measures perform well as predictors of self-rated occupational impairment, with values ranging from .86 to .90. These results highlight the importance of cross-setting validation and demonstrate that validating psychological screening questionnaires against self-report measures of occupational impairment can be a useful strategy for understanding the manifestation of psychological distress on deployed military operations.     

The Mini-IPIP6: Tiny yet highly stable markers of Big Six personality

We assessed the stability of a short-form six-factor personality measure over a one-year period in a large national probability sample (N = 4289). Personality was assessed using the Mini-IPIP6—a short-form measure assessing Extraversion, Agreeableness, Conscientiousness, Neuroticism, Openness to Experience, and Honesty-Humility. Standardized estimates calculated using Bayesian Structural Equation Modelling (BSEM) indicated that all six personality dimensions were extremely stable. An alternative model using Maximum Likelihood estimation, in which residual item variances were associated over repeated assessments, yielded similar findings. These results highlight the stability of personality in the general population, even when assessed using short-form scales. The use of Bayesian models to examine the stability of personality and their application for study of change in specific developmental periods is discussed.