Setting the Conditions for Success: A Case Study Involving the Selection Process for the Canadian Forces Snowbird Demonstration Team

This case study investigated the selection process of a high-performance military team and explored potential implications for sport through an organizational psychology perspective. An instrumental case study was undertaken, comprising an observational visit and semistructured interviews with candidate (n = 3) and veteran (n = 2) pilots. Thematic analysis uncovered a range of strategies utilized for the selection of ideal candidates (e.g., flight briefings, systematic flight progressions, mentorship, traditional events), and these are described in relation to candidate and veteran perceptions and are contextualized with regards to candidate motivation for membership and the broader team environment. A number of identified concepts have relevance to sport and are discussed in relation to both theory and practice.     

“You can Talk in Espagñol!”: An Ethnographic case Study of an African-American Emergent Bilingual and Biliterate Identity

Abstract

This ethnographic case study explores the dynamic and fluid development of one African-American student’s bilingual/biliterate identity through her enrollment in a Spanish-English Dual Language Education program. We integrate the frameworks of identity in interaction and monoglossic and raciolinguistic language ideologies to understand how this student approaches her Spanish language and literacy development from kindergarten to grade 5. The study documents the fluid nature of the focal student, Tamara’s, identity as she journeyed from a Spanish enthusiast in kindergarten who embraced her emerging bilingualism/biliteracy to a student who seemed to question her identity as Spanish literate person. Specifically, we examine her affective response to developing bilingualism and biliteracy. We identify three paradoxical influences, or double-binds, in how she was differently positioned across multiple interactions as a bilingual African-American student.     

Gender Differences in Loneliness Across the Lifespan: A Meta‐Analysis

Different theoretical contentions on gender differences in loneliness exist, often including the emergence of gender differences in particular developmental periods. To explain those ideas, the current meta‐analysis synthesizes the available evidence on gender differences in loneliness across the lifespan. Three‐level meta‐analyses were conducted with 751 effect sizes, covering 399,798 individuals (45.56% males). Results showed a close‐to‐zero overall effect (g = 0.07). Most examined moderators were non‐significant, except for age, the scope of the sampling area, and year of publication. Most importantly, all effects were small, suggesting that across the lifespan mean levels of loneliness are similar for males and females.     

The criterion-related validity of conscientiousness in personnel selection: A meta-analytic reality check

A key finding in personnel selection is the positive correlation between conscientiousness and job performance. Evidence predominantly stems from concurrent validation studies with incumbent samples but is readily generalized to predictive settings with job applicants. This is problematic because the extent to which faking and changes in personality affect the measurement likely vary across samples and study designs. Therefore, we meta-analytically investigated the relation between conscientiousness and job performance, examining the moderating effects of sample type (incumbent vs. applicant) and validation design (concurrent vs. predictive). The overall correlation of conscientiousness and job performance was in line with previous meta-analyses ($\overline{r}=.17,k=102,n=23,305$). In our analyses, the correlation did not differ across validation designs (concurrent: $\overline{r}=.18,k=78,n=19,132$; predictive: $\overline{r}=.15,k=24,n=4173$), sample types (incumbents: $\overline{r}=.18,k=92,n=20,808$; applicants: $\overline{r}=.14,k=10,n=2497$), or their interaction. Critically, however, our review revealed that only a small minority of studies (~12%) were conducted with real applicants in predictive designs. Thus, barely a fraction of research is conducted under realistic conditions. Therefore, it remains an open question if self-report measures of conscientiousness retain their predictive validity in applied settings that entail faked responses. We conclude with a call for more multivariate research on the validity of selection procedures in predictive settings with actual applicants.