Comparison of Griffiths-II and Bayley-II tests for the developmental assessment of high-risk infants

IntroductionTwo important risk factors for abnormal neurodevelopment are preterm birth and neonatal hypoxic ischemic encephalopathy. The new revisions of Griffiths Mental Development Scale (Griffiths-II, [1996]) and the Bayley Scales of Infant Development (BSID-II, [1993]) are two of the most frequently used developmental diagnostics tests. The Griffiths-II is divided into five subscales and a global development quotient (QD), and the BSID-II is divided into two scales, the Mental scale (MDI) and the Psychomotor scale (PDI).The main objective of this research was to establish the extent to which developmental diagnoses obtained using the new revisions of these two tests are comparable for a given child.Material and methodsRetrospective study of 18-months-old high-risk children examined with both tests in the follow-up Unit of the Clinic of Neonatology of our tertiary care university Hospital between 2011 and 2012. To determine the concurrent validity of the two tests paired t-tests and Pearson product-moment correlation coefficients were computed. Using the BSID-II as a gold standard, the performance of the Griffiths-II was analyzed with receiver operating curves.Results61 patients (80.3% preterm, 14.7% neonatal asphyxia) were examined. For the BSID-II the MDI mean was 96.21 (range 67–133) and the PDI mean was 87.72 (range 49–114). For the Griffiths-II, the QD mean was 96.95 (range 60–124), the locomotors subscale mean was 92.57 (range 49–119). The score of the Griffiths locomotors subscale was significantly higher than the PDI (p < 0.001). Between the Griffiths-II QD and the BSID-II MDI no significant difference was found, and the area under the curve was 0.93, showing good validity. All correlations were high and significant with a Pearson product-moment correlation coefficient >0.8.ConclusionsThe meaning of the results for a given child was the same for the two tests. Two scores were interchangeable, the Griffiths-II QD and the BSID-II MDI.     

Mapping morality with a compass: Testing the theory of ‘morality-as-cooperation’ with a new questionnaire

Morality-as-Cooperation (MAC) is the theory that morality is a collection of biological and cultural solutions to the problems of cooperation recurrent in human social life. MAC uses game theory to identify distinct types of cooperation, and predicts that each will be considered morally relevant, and each will give rise to a distinct moral domain. Here we test MAC's predictions by developing a new self-report measure of morality, the Morality-as-Cooperation Questionnaire (MAC-Q), and comparing its psychometric properties to those of the Moral Foundations Questionnaire (MFQ). Over four studies, the results support the MAC-Q's seven-factor model of morality, but not the MFQ's five-factor model. Thus MAC emerges as the best available compass with which to explore the moral landscape.     

Psychometric Properties of the Family Support Scale with Head Start Families

Social support systems can have either a beneficial or adverse effect when a family faces stress. Hence, support perceived by family members is an important construct. We studied the psychometric properties of the Family Support Scale (FSS) with a sample of 244 low-income families of children in a Head Start program, and we conducted an exploratory factor analysis with the scale. We obtained a 5-factor solution for the FSS when assessing the family support of low-income families. The internal consistency and test-retest reliability were moderately high for the 5 proposed subscales. The factor structure obtained may prove more valid for Head Start families than structures from previous studies, although there is still a need for further psychometric study of the FSS.     

Stressful Life Events: A Revision and Update of the Social Readjustment Rating Scale

The widely used and cited Social Readjustment Rating Scale developed by Holmes and Rahe (1967) was comprehensively revised and updated. The new instrument, containing 51 major life events, was administered to a national sample of 5000. Respondents were asked to rate the stressfulness of each life event on a 1–100 scale. Completed surveys were returned by 3122 individuals (62.4%). Responses were analyzed using repeated measures MANOVA and profile analysis. Major results included: (a) statistically and practically significant differences in mean ratings for the 51 life events; (b) five overlapping themes in the top 20 rated life events—death and dying, healthcare, crime and the criminal justice system, financial/economic issues, and family-related issues; and (c) an amazing level of agreement concerning perceived life event stressfulness, regardless of gender, age, or income level.     

Perceived career barriers and vocational outcomes among university undergraduates: Exploring mediation and moderation effects

This study explores the role of perceived internal and external career barriers on undergraduates' vocational outcomes, such as academic major satisfaction and vocational identity commitment. Moreover, it tests career adaptability as a moderator in the barriers-vocational outcomes link. The study was carried out in three public universities in Lithuania. In total, 288 first and second year undergraduate students took part in it. Results demonstrated internal but not external barriers to be negatively associated with undergraduates' vocational outcomes.     

Comparison of women engineers who persist in or depart from engineering

The current research examined differences between women engineers who persisted in an engineering career versus those who left engineering using a combination of two prominent theories of career change: social cognitive career theory (SCCT, Lent, Brown & Hackett, 1994; 2002) and integrated model of career change (Rhodes & Doering, 1983). The two groups of women did not differ in three domains of self-confidence or outcome expectations (engineering tasks, navigating organizational climate, or multiple roles), in vocational interests, or in workplace barriers. Women who continue in engineering do differ from those who leave in their experience of workplace supports and their levels of occupational commitment. Engineering turnover intentions and occupational commitment emerged as the two key variables that explained 33.4% of the variance in persistence in engineering careers. We discuss the implications of the results in terms of theoretical development and practical implications for organizations.     

Integrating personality and career adaptability into vocational interest space

The relations between interests, personality and career adaptability were explored in two separate studies. In the first study, the RIASEC measure Occupational Preference Scale was applied along with personality inventories HEXACO-PI-(R)-100 and IPIP-50 on a sample of 602 university students and young adults. In the second study, PGI-Short, HEXACO-60 and Career Adapt-Abilities Scale were applied on a sample of 981 high-school graduates. Results from both studies were discussed together, and general conclusions about overlapping of interests, personality and career adaptability domains were drawn on the basis of correlational analyses and property vector fitting. Both studies have shown weak to moderate relations between interests and personality. In the HEXACO framework, it was found that Openness to Experience was positively related to creative interests, Emotionality was positively related to social interests and negatively related to technical interests, Extraversion was positively related to social and managing interests, and Honesty–Humility was negatively related to interests for business and finance. In the Big Five framework, Agreeableness was related to Social and Artistic interests, and Intellect to Artistic interests. The HEXACO personality domains showed predictive advantage for explaining interests in comparison to Big Five dimensions. The relation between career adaptability and interests was weak, and almost negligible when personality was included in hierarchical regression analysis. Career adaptability was weakly related to highly prestigious interests. Adaptability facets Concern, Control and Confidence were oriented toward data pole of interest space. The general factor of interests was weakly correlated with Openness Extraversion, Career Adaptability, and adaptability facets Confidence and Curiosity. Observed findings are as expected and in line with previous research.     

The role of traditionality in the relationships among parental support,career decision-making self-efficacy and career adaptability

Integrating career construction (Savickas, 2013) and cognitive evaluation (Ryan & Deci, 2002) theories, we examined the moderating role of traditionality beliefs in the indirect relationships among parental support, career decision-making self-efficacy and career adaptability among Chinese university students. Data were collected from 731 undergraduate students in China at two measurement periods, 18 months apart. Results showed that Time 1 parental support was associated positively with Time 1 career decision-making self-efficacy and Time 2 career adaptability. In addition, the conditional indirect effects of Time 1 parental support in predicting Time 2 career adaptability via Time 1 career decision making self-efficacy were stronger among students with low as opposed to high traditionality beliefs. The implications of the results in terms of theory and practice are discussed.     

Between- and within-person level motivational precursors associated with career exploration

Career exploration is a critical process for child and adolescent development leading people toward suitable work and developing a vocational identity. The present study examined the role of motivational precursors, namely work valences and personal agency beliefs, in explaining in-breadth and in-depth career exploration. Given the dynamic nature of motivation, we teased apart the between-person differences and within-person variabilities in motivational precursors to examine how they are independently associated with career exploration. Two hundred one high school students comprised the sample and were surveyed three consecutive years. Results revealed that work valences and agency beliefs were associated with career exploration at both the between- and within-person level. Further, when individuals exhibited greater level of agency beliefs and positive valences, they were more likely to exhibit more in-depth exploration one year later. Implications for career guidance are discussed.     

Ingratiation as an adapting strategy: Its relationship with career adaptability,career sponsorship,and promotability

Guided by the Career Construction Theory (Savickas, 2013), our research model posits that individuals rely on their adaptability resources and implement adapting responses, in the form of ingratiation, to increase their promotability at work. In addition, the indirect relationship between career adaptability and promotability via ingratiation is further strengthened by high career sponsorship. The research model was tested and the translated Career Adapt-Abilities Scale (CAAS) Thailand form was validated using a cross-sectional survey of 265 subordinate–supervisor dyads. Results demonstrate adequate levels of internal consistency (ɑ = .96) and the factor structure corresponded with prior CAAS international validation. The moderated mediation model was supported and as expected: (a) ingratiation, as an adapting response, mediated the positive relationship between career adaptability and promotability, and (b) the mediated relationship between career adaptability and promotability via ingratiation was stronger for individuals with higher career sponsorship. Taken together, the findings support the cross-national measurement equivalence and utility of CAAS in non-Western and developing countries. More importantly, our study offers the groundwork for understanding adapting responses and the augmenting role of career-specific contextual support.