A descriptive study of facial expressions during Brazelton Neonatal Behavior Assessments

The facial expressions of 96 term and preterm neonates were recorded during the Brazelton Neonatal Behavior Assessment. The expressions that occurred most frequently during the neurological reflex items were interest, disgust, sadness, and crying. The predominant facial expression during the orienting items was that of interest. Although happy and surprised faces were more common during the orienting than the reflex items, they occurred very infrequently. Some of the reflex items elicited more negative expressions than others and some of the orienting items elicited more frequent expressions than others and some of the orienting items elicited more frequent expressions of interest than others, suggesting that facial expressions might reflect the degree to which the stimuli were experienced as pleasant or unpleasant and more or less interesting. Although the examiner's face and voice were more effective than inanimate stimuli in eliciting positive expressions in term neonates, the reverse was true for preterm neonates. Thus facial expressions may provide additional information on the degree to which neonates experience stimulation as pleasant/unpleasant and on individual differences in responsiveness to physical and social stimulation.     

The SYBAR system: Integrated recording and display of video, EMG, and force plate data

A new system—called SYBAR—is introduced, that employs digital video for registration of the movements of a patient while simultaneously recording electromyogram signals of relevant muscles and ground reaction forces (for the lower extremities in gait studies). All information is stored in a multimedia record, which can be viewed by the clinician with a simple user interface. This setup allows an integrated and more detailed view of the movement of the patient and related information (i.e., muscle physiology). It is used by clinicians to assess the causes of movement disorders in their patients. This paper describes the SYBAR system and focuses on the employed methods of data synchronization for both the time and the spatial domains. It is concluded that, although SYBAR was developed for clinical gait studies, the technology can be applied in all situations in which the relation between physiological signals and human or animal behavior is studied.     

Organising Learning in Work Contexts

On assiste dans le domaine du développement des ressources humaines à un passage de l’optique formation à la perspective apprentissage. La formation est de plus en plus perçue comme seulement l’une des solutions disponibles pour mettre en place les processus d’apprentissage dans les organisations de travail, et pas toujours comme étant la plus efficace. Les autres formes d’apprentissage ont pris beaucoup d’importance dans la dernière décennie, en particulier celles étroitement reliées au travail quotidien, sur le lieu de travail et dans le cadre élargi de la culture organisationnelle qui devient un puissant outil d’apprentissage. Après avoir retracé l’histoire du passage de la formation à l’apprentissage, l’article propose trois orientations pour de futures investigations: le travail comme facteur potential d’apprentissage, l’apprentissage sur le lieu de travail et les environnements formateurs. A l’intérieur de chacun de ces thèmes, on analyse d’éventuelles pistes de recherche et quelques problématiques stimulantes sont présentées. The field of human resource development is in the process of shifting from a training to a learning orientation. Increasingly, training is viewed as just one possible way to organise learning processes in work organisations, and not always the most effective one. Other ways of organising learning processes have gained much interest in the last decade, particularly those closely related to everyday work, in the context of the workplace, and in the broader organisational culture as a powerful learning environment. After explaining the history of the shift from training to learning, the article proposes three domains for further research: (1) the learning potential of work, (2) learning in the workplace, and (3) learning environments. Within each of these themes, possible research avenues are discussed and some challenging research questions are put forward.     

Career guidance in Northern Ireland: retrospect and prospect

The history of careers guidance in Northern Ireland has many similarities but also many differences from experiences in other parts of the UK. The Careers Service has remained within central government for the duration, and this has provided a degree of consistency in service provision over time. In line with the Department for Employment and Learning's Corporate Plan for 2005-2008, the new Careers Service for Northern Ireland will aspire to be an all-age guidance service. The development of careers education provision in the education sector is examined, as is the emergence of adult guidance as a province-wide provision. Issues considered include staffing, training, evaluation, targeting need, the merits and demerits of locating the Careers Service within the Civil Service, and potentially conflicting responsibilities to clients and to the employing department.     

Effects of personality and gender on self–other agreement in ratings of leadership

We explore the role of leader personality (i.e., the Big 5 traits: Conscientiousness, Agreeableness, Openness, Extraversion, and Neuroticism) and gender in self–other (dis)agreement (SOA) in ratings of leadership. We contend that certain aspects of the leader's persona may be more or less related to self‐ or other‐ratings of the leader's behaviour if those aspects are (1) more or less observable by others, (2) more or less related to internal thoughts versus external behaviours, (3) more or less prone to self‐enhancement or self‐denigrating biases, or (4) more or less socially desirable. We utilize statistical methodologies that capture fully the effects of multiple independent variables on the congruence between two dependent variables (Edwards, 1995 , Organizational Behavior and Human Decision Processes, 64, 307), which previously have not been applied to this area of research. Our results support hypotheses predicting less SOA as leader Conscientiousness increases and greater SOA as Agreeableness and Neuroticism increase. Additionally, we found gender to be an important factor in SOA; female leaders exhibited greater SOA than did their male counterparts. We discuss the implications of these findings, limitations, and future research directions.

Practitioner points

• Popular practices such as 360‐degree feedback may reveal discrepancies between a person's self‐ratings and other's ratings.
• Although often attributed to a lack of self‐awareness, these discrepancies also may be explained by factors such as the personality and gender of the focal individual.

     

The Psychometric Properties of an Internet-Administered Version of the Depression Anxiety and Stress Scales (DASS) in a Sample of Dutch Adults

Psychometric work on the widely used Depression Anxiety and Stress Scales (DASS) has mostly used classical psychometrics and ignored common internet-administered versions. Therefore, the present study used not only classical, but also modern psychometrics based on item response theory (IRT) to evaluate an internet-administered version of the DASS (Dutch translation). Internet-administered DASS data were collected as part of a large internet-based study in the Dutch adult population (n = 7972). Initially, external correlates (i.e. demographics other measures) and some classical psychometrics (internal consistency, convergent/divergent validity) of the DASS scales were evaluated. Next, IRT was used to investigate the scales’ dimensionality, discrimination and item-functioning. Finally, the DASS depression scale was further investigated by linking it to the more clinically-oriented Quick Inventory of Depressive Symptomatology (QIDS) using item response theory (IRT). Initial classical psychometric analyses supported the scales’ internal consistency (alpha = 0.94–0.98) and convergent/divergent validity. IRT analyses showed that each of the DASS scales was only suitable to measure variations in a very narrow and rather mild severity range. Linking the DASS depression scale with the QIDS also showed that the DASS depression scale discriminated best in the mild-moderate severity range, but not at higher severity levels that were covered by the QIDS. In conclusion, the scales of the internet-administered DASS show good internal consistency and validity. However, users should be aware that the scales discriminate best at mild-moderate severity ranges in the general population.     

The Ethics of Automated Vehicles: Why Self-driving Cars Should not Swerve in Dilemma Cases

Res Publica - In this paper, I will argue that automated vehicles should not swerve to avoid a person or vehicle in its path, unless they can do so without imposing risks onto others. I will argue...     

Expectations, recall and evaluation of careers guidance interviews by pupils and careers advisers: a preliminary study

The purpose of this study was to examine differences in the perceptions of initial careers guidance interviews as expressed by pupils and careers advisers. A sample of 51 careers guidance interviews were studied, which were carried out by 16 qualified careers advisers operating under normal working conditions. The school pupils were from the lower streams of 16 different secondary level schools, half were male, and the majority were either unsure of leaving or were planning to leave school at the earliest opportunity. The study adopted a quantitative repeated measures design where both interview participants completed pre-interview expectation questionnaires, post-interview recall questionnaires and scales measuring interview evaluations. The results suggested a range of differences between careers advisers' and pupils' expectations, recall and evaluations of careers guidance interviews. However, both participants' overall satisfaction with the careers interview was significantly related to the interpersonal aspects of the process, while the provision of careers advice contributed to overall satisfaction expressed by careers advisers only. The findings are discussed in relation to evaluation of provision and the preparation of clients for participation in careers guidance interviews.