Stereotypes and stereotyping: What's the brain got to do with it?

Influential social-psychological models suggest that perceivers frequently use information-processing strategies that result in the stereotype-based construal and treatment of other people. To elucidate in greater detail when, why, and how social encounters elicit stereotyping, researchers have begun to incorporate neuroscientific tools into their repertoire of investigative methods. The current article reviews these studies and considers their significance in light of existing theories of person perception, knowledge representation, and impression formation. Finally, using the concrete example of stereotyping, benefits and pitfalls of adopting a social neuroscience approach are discussed.     

A General Methodology for the Translation of Behavioral Terms into Vernacular Languages

As the field of behavior analysis expands internationally, the need for comprehensive and systematic glossaries of behavioral terms in the vernacular languages of professionals and clients becomes crucial. We created a Spanish-language glossary of behavior-analytic terms by developing and employing a systematic set of decision-making rules for the inclusion of terms. We then submitted the preliminary translation to a multi-national advisory committee to evaluate the transnational acceptability of the glossary. This method led to a translated corpus of over 1200 behavioral terms. The end products of this work included the following: (a) a Spanish-language glossary of behavior analytic terms that are publicly available over the Internet through the Behavior Analyst Certification Board and (b) a set of translation guidelines summarized here that may be useful for the development of glossaries of behavioral terms into other vernacular languages.     

Internet-Based,Unproctored Assessments on Mobile and Non-Mobile Devices: Usage,Measurement Equivalence,and Outcomes

Purpose

The purpose of this study was to determine the usage rates, measurement equivalence, and potential outcome differences between mobile and non-mobile device-based deliveries of an unproctored, non-cognitive assessment.

Design/Methodology/Approach

This study utilized a quasi-experimental design based on archival data obtained from applicants who completed a non-cognitive assessment on a mobile (n = 7,743; e.g., smartphones, tablet computers) or non-mobile (n = 929,341; e.g., desktop computers) device as part of an operational, high-stakes pre-employment selection process.

Findings

One percent of applicants used mobile devices to complete the assessment. Multiple-group confirmatory factor analysis indicated the assessment was equivalent across mobile and non-mobile devices at the configural, metric, scalar, and latent mean levels. A comparison of observed score means using one-way and factorial ANOVAs demonstrated that the use of mobile and non-mobile devices did not produce any practically significant score differences on the assessment across devices or applicant demographic subgroups.

Implications

Industry and technological trends suggest mobile device usage will only increase. Thus, demonstrating that mobile device functionality and hardware characteristics do not change the psychometric functioning or applicant outcomes for a non-cognitive, text-based selection assessment is critical to talent assessment.

Originality/Value

This study provides the first empirical examination of the usage of mobile devices to complete talent assessments and their impact on assessment properties and applicant outcomes, and serves as the foundation for future research and application of this growing technological trend in pre-employment assessment.

     

Critical Theory as an Approach to the Ethics of Information Security

Information security can be of high moral value. It can equally be used for immoral purposes and have undesirable consequences. In this paper we suggest that critical theory can facilitate a better understanding of possible ethical issues and can provide support when finding ways of addressing them. The paper argues that critical theory has intrinsic links to ethics and that it is possible to identify concepts frequently used in critical theory to pinpoint ethical concerns. Using the example of UK electronic medical records the paper demonstrates that a critical lens can highlight issues that traditional ethical theories tend to overlook. These are often linked to collective issues such as social and organisational structures, which philosophical ethics with its typical focus on the individual does not tend to emphasise. The paper suggests that this insight can help in developing ways of researching and innovating responsibly in the area of information security.     

Are all ostracism experiences equal? A comparison of the autobiographical recall,Cyberball, and O-Cam paradigms

In the present study, we aimed to compare the primary-need depletion elicited by three common ostracism paradigms: autobiographical recall (e.g., Zhong & Leonardelli in Psychological Science 19:838–842, 2008), Cyberball (Williams, Cheung, & Choi in Journal of Personality and Social Psychology 79:748–762, 2000), and O-Cam (Goodacre & Zadro in Behavior Research Methods 42:768–774, 2010). A total of 152 participants (52 males) were randomly allocated to one of the three paradigms, and their subsequent primary needs were measured (belonging, control, self-esteem, and meaningful existence). O-Cam was found to induce greater total primary-need depletion than did Cyberball and recall, which did not differ significantly from each other. Moreover, when examining the pattern of individual need depletion elicited by each paradigm, O-Cam was found to induce significantly greater depletion of belonging, control, and meaningful existence than did the recall paradigm, and significantly greater depletion of control and self-esteem than did Cyberball. No other comparisons were found to be significant, including the comparisons between the recall and Cyberball paradigms for each individual primary need. Collectively, the findings will assist ostracism researchers in making informed choices regarding (a)?which paradigm is appropriate to implement with respect to their research aims, and (b)?whether the interchangeable use of paradigms within a program of research is appropriate practice.     

Establishing the Cross-Situational Convergence of the Ability to Identify Criteria: Consistency and Prediction Across Similar and Dissimilar Assessment Center Exercises

In selection contexts, applicants’ ability to identify criteria (ATIC) refers to individual differences in the accuracy of perceptions with regard to what is required to be successful in evaluative situations. Despite promising findings regarding this construct, the cross-situational consistency necessary to infer that ATIC is a stable characteristic has generally been assessed in situations that have similar demands in terms of the competencies required for success. The purpose of this study was to provide a strong test of the theory underlying the construct by examining convergence in ATIC scores across assessment center (AC) exercises with very different demands. Participants (N?=?173) of a developmental AC completed 6 exercises and made ATIC judgments following the completion of each exercise. These judgments were used to create ATIC scores and to examine the consistency of these scores across exercises with similar and dissimilar demands. Results showed that ATIC scores converged across both similar and dissimilar exercises. Furthermore, participants who shifted their perceptions across dissimilar exercises the most were those who scored high in ATIC, whereas across similar exercises those who scored high in ATIC were those who evaluated the situations more similarly. Overall, ATIC demonstrated strong predictive ability, as it correlated with overall AC performance (r = .40) and predicted performance equally well across pairs of similar and dissimilar exercises.     

Effects of Applicant Personality on Resume Evaluations

Purpose

This study examined the extent that personality information in resumes impacts hiring judgments through applicant’s resumes. Study 1 examined lay theories regarding relationships between resume cues and the applicant’s personality and hireability. Study 2 examined how the applicant’s personality impacted hiring judgments through resumes.

Design/Methodology/Approach

Data for both studies were collected in the context of a managerial position. For Study 1, participants assessed resume cues in regards to their relationship with personality and hireability. For Study 2, Human Resource personnel evaluated each resume in regards to personality and hireability.

Findings

Results for Study 1 highlight several connections between applicants’ personality and resumes, with strong links between resume content and perceptions of conscientiousness and agreeableness. Results for Study 2 indicate that personality was largely unrelated to ratings of hireability but perceptions of personality were strongly linked to hireability; actual personality was linked to the variability in cue information related to hireability, and conscientiousness was indirectly related to hireability through judgments of conscientiousness.

Implications

Results from these studies suggest that personality and perceptions of personality play a greater role in resume development and screening than has been previously suggested. The pattern of results reported suggest that there are a number of resumes cues that accurately reflect an applicant’s personality and influence perceptions of hireability.

Originality/Value

By taking an exploratory approach, the current studies were able to explore a large variety of cues linked to personality and ratings of hireability. Results have implications for both applicants and HR personnel evaluating resumes.     

Establishing the Measurement Equivalence of Online Selection Assessments Delivered on Mobile versus Nonmobile Devices

Recent usage data suggest job applicants are completing online selection assessments using mobile devices (e.g., smartphones) in greater numbers. To determine the appropriateness of this new technology, this study examined the measurement equivalence of selection assessments delivered on mobile and nonmobile devices (e.g., personal computers). Measurement invariance tests conducted with multigroup confirmatory factor analysis suggest mobile versions of a cognitive ability‐type assessment, two biodata assessments, a multimedia work simulation, and a text‐based situational judgment test appear to be equivalent to nonmobile versions. However, mobile device user latent means were half a standard deviation lower than their nonmobile counterparts for the situational judgment test. Implications for mobile device usage within selection and assessment are discussed.