Enhancing Older Adult Eyewitness Memory with the Cognitive Interview

Thirty older (m age=71.73 years) and 20 young adults (m age=21.60 years) viewed a videotape of a simulated crime and were then interviewed with either a Cognitive Interview (CI) or a standard police interview (SI). The older participants were interviewed with either an SI, CI, or CI that was modified for older people (CI–M). No differences were found between the CI and CI–M. The CI elicited more information than the SI, without a reduction in accuracy rate. Moreover, the advantage of the CI over the SI was greater for the older than for the young participants. There were no overall age-related differences. Results are discussed in terms of performance of older witnesses and implications for understanding how the CI functions.     

Experts on age estimation

The aim of this investigation was to study the biases and accuracy in age estimation of persons selling alcohol. Two experiments are reported, both suggesting that the accuracy in age estimation of Swedish alcohol salespersons is higher than that of control persons. This expertise in age estimation is probably the result of the extensive training Swedish alcohol salespersons go through as a natural part of their profession. Nonetheless, their estimates were not free from bias. Salespersons overestimated the age of target persons below 20 years of age and thus too young to buy alcohol. The results also revealed that controls, in contrast to salespersons, assimilated their estimates towards their own age (i.e. an own-anchor effect). Furthermore, female participants were shown to estimate the age of old target persons (56–65 years) more accurately than male participants. These results are discussed in relation to previous findings on training in age estimation and present jurisdiction.     

THE PRACTICE OF COMPETENCY MODELING

The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services: competency modeling. The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2-year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10-dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.