Measuring optimism bias among military personnel

High numbers of young military personnel die due to road traffic collisions (RTCs). Yet, there is a paucity of research related to the contributing factors (i.e., optimism bias and willingness to take risks) associated with RTCs and the examination of road safety education program tailored at reducing young military fatalities. In order to address this gap in the literature, we examined one specific road safety educational intervention tailored for the UK military personnel and investigated their attitudes towards the program, optimism bias and willingness to take risks. Measures evaluating their optimism bias, willingness to take risks and attitudes towards the program were asked after the participants attended the road safety interventions. The results revealed that young military personnel, aged 18–25, had higher optimism bias and willingness to take risks compared to older military personnel, and that this effect diminishes with age. The results provide importance evidence related to military personnel’s attitudes to risk-taking.     

The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

Several faking theories have identified applicants’ cognitive ability (CA) as a determinant of faking—the intentional distortion of answers by candidates—but the corresponding empirical findings in the area of personality tests are often ambiguous. Following the assumption that CA is important for faking, we expected applicants with high CA to show higher personality scores in selection situations, leading in this case to significant correlations between CA and personality scores, but not in nonselection situations. This meta‐analysis (66 studies, k = 115 individual samples, N = 46,265) showed this pattern of results as well as moderation effects for the study design (laboratory vs. field), the response format of the personality test, and the type of CA test.     

失望情绪在不作为惯性产生中的作用

以往不作为惯性领域的研究发现, 当个体没有获得先前更优机会是源于他人或外界等不可控因素时, 个体仍会倾向于继续放弃当前次优机会, 且后悔情绪未能对此进行解释。本研究认为失望情绪适用于解释此种情况下的不作为惯性, 或可成为后悔情绪解释的有效补充。本研究通过两个实验首次探讨了失望情绪在不作为惯性产生中的作用。结果发现, 各自变量对失望情绪（体验失望和预期失望）和作为可能性均具有一致的影响力, 且预期失望在不作为惯性的产生中具有中介作用。本研究表明, 失望情绪可能也是导致不作为惯性的一个重要因素。     

Inmate Subculture in a Nigerian Prison

This study of a prisoners' subculture in a Nigerian prison dealt with the prisoners' interactions among themselves and their adaptations to the subculture. It did not deal, except in passing, with the official or formal prison organization, which is unusually different from prisons in the United States and Great Britain. The focus was on the principal values and practices of the subculture and the vulnerability to them of different groups of prisoners. Striking similarities were found between the subculture and the world outside the prison. The prisoners' world, however, parodies the outside world rather than being a reflection of it.     

In search of the “Rescue Personality”. A questionnaire study with emergency medical services personnel

The construct of the “Rescue Personality” as claimed by Mitchell (1983) in the course of Critical Incident Stress Debriefing was investigated in a sample of 173 Emergency Medical Services (EMSs) personnel. As hypothesized EMS personnel scored lower on neuroticism and openness but higher on conscientiousness and risk and competition seeking compared with a norm sample. By contrast, EMS personnel showed lower scores for agreeableness and no differences for extraversion. Duration of EMS service was not associated with personality except for extraversion preliminarily supporting a predisposition model. Furthermore, EMS volunteers did not differ from EMS professionals regarding personality, again except for extraversion. These results provide first evidence for most of Mitchell’s assumptions concerning the “Rescue Personality”. Implications for vocational choice, prevention and crisis intervention are discussed.     

Job Analysis of United States Air Force Military Training Instructor Duty: Identification of Screening Criteria for Instructor Candidate Suitability

Initial military training-instructor duty places noncommissioned officers (NCOs) in a critical position of trust to safely, effectively train and transition recruits into military service. In this context, ineffective or inappropriate behavior by instructors has been shown to impact trainee mental health, unit cohesion, and integration ( Foran &; Adler, 2013 Foran, H. M., &; Adler, A. B. (2013). Trainee perceptions of drill sergeant qualities during basic combat training. Military Psychology, 25, 577–587. 10.1037/mil0000023[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). Abuse of power, specifically exploitative and criminally and sexually abusive behavior by even a small number of instructors, as occurred in United States Air Force (USAF) basic military training (BMT) between 2010 and 2012, may result in a broad loss of public trust. Assessment of suitability for these duties is not consistently pursued across military services, with scant empirical work to best target what is necessary for safe, effective service as a BMT instructor. This article describes 3 job-analytic studies conducted to identify criteria for screening NCOs for USAF military training-instructor duty, as well as planned methods for evaluation.     

Military police investigator perspectives of a new self-reflective approach to strengthening resilience: A qualitative study

In this study, we explored participants’ experiences of a unique form of resilience training. The aims of this study were to obtain rich information about the participants’ experience of the resilience intervention based on adaptive self-reflection, their ability to report the private stress experience and coping efforts when faced with a stressor, their perceptions of training applicability to other contexts, and whether the training was able to encourage the reappraisal of stressors as growth opportunities. A qualitative design was employed with a sample of 21 investigator trainees from the Australian Defence Force School of Policing. Following implementation of the program, trainees provided written responses to seven open ended questions and participated in one focus group designed to embellish understanding of the survey answers. The analysis identified both strengths and limitations in the way respondents were able to recall and report on their private stress experience and coping efforts and several domains where the resilience training seemed to have its effects. Moreover, the respondents reported increased confidence in their ability to manage stressors in the future, recognition of stress in others and the potential to assist them, and a changed view of stress as an opportunity for personal development. Based on these findings, potential improvements in the training materials are recommended. Moreover, the findings suggest coping and emotion regulatory self-reflection may encourage the application of useful strategies and reinforce personal resilient capacities and coping self-efficacy.     

用于企业人事管理的《企业管理能力倾向测验》

《企业管理能力倾向测验》（简称ＭＡＴ）的开发满足了企业改革的需要,企业管理职业能力倾向被界定为一种介乎于一般智力和具体的知识,技能之间的心理特点,ＭＡＴ主要考究受测者与做好企业管理工作有关的那些影响较广,比较稳定,潜在的,不易受到环境影响的能力,ＭＡＴ包括言语理解,数量关系,逻辑推理,资料分析和思维策略等５个部分,ＭＡＴ经过两次预测和课目筛选,常模样本包括２６个省市的１４９家企业２８１４名中层以上     

Focusing on Educational Outcomes

National education goals, content standards, and national tests are the hot topics of the day in educational reform. Special services personnel eventually will be faced with these issues, and can either be part of the discussion from the beginning, or wait and have to deal with someone else's decisions. In this article, we highlight some recent national and state educational reform activities and their probable implications for students with disabilities. We explain in brief the impetus behind the thrust toward an outcomesbased approach to education, and summarize the response of the National Center on Educational Outcomes for Students with Disabilities to this push. Possible ways in which special service providers can act to influence the focus on outcomes are described.     

成功心肺复苏的合适急救团队人数的研究

探讨成功心肺复苏中合适的急救团队人数。采用回顾性分析方法,对64例实施心肺复苏成功的心搏骤停患者临床资料进行对比分析。医生3人～4人组完成高质量胸外按压（46．9％）、气管插管（42．2％）的比率高于1人～2人组（P〈0．05）,护士4人～5人组高质量完成相关操作优于2人～3人组（P〈0．05）。医师3人～4人、护士4...