Drive for thinness, affect regulation and physical activity in eating disorders: a daily life study

Using Ecological Momentary Assessment, the within patient associations between drive for thinness, emotional states, momentary urge to be physically active and physical activity were studied in 32 inpatients with an eating disorder. Participants received an electronic device and had to indicate at nine random times a day during 1 week their momentary drive for thinness, positive and negative emotional states and their urge to be physically active and physical activity. Multilevel analyses indicated that patients with higher mean levels for urge to be physically active were characterized by lower body mass index (BMI) and chronically negative affect whereas patients with higher mean levels for physical activity were characterized by lower BMI and higher dispositions for drive for thinness. In addition, within patient relations between drive for thinness and urge to be physically active were moderated by BMI and chronically negative affect whereas within patient relations between drive for thinness and physical activity were moderated by BMI. Finally, also positive emotional states were significantly associated with physical activity within patients. By using a daily process design, characteristics of physical activity were revealed that have not been identified with assessment methods that have a lower time resolution.     

THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.