Artificial intelligence for the measurement of vocal stereotypy

Both researchers and practitioners often rely on direct observation to measure and monitor behavior. When these behaviors are too complex or numerous to be measured in vivo, relying on direct observation using human observers increases the amount of resources required to conduct research and to monitor the effects of interventions in practice. To address this issue, we conducted a proof of concept examining whether artificial intelligence could measure vocal stereotypy in individuals with autism. More specifically, we used an artificial neural network with over 1,500 minutes of audio data from 8 different individuals to train and test models to measure vocal stereotypy. Our results showed that the artificial neural network performed adequately (i.e., session-by-session correlation near or above .80 with a human observer) in measuring engagement in vocal stereotypy for 6 of 8 participants. Additional research is needed to further improve the generalizability of the approach.     

Can we disregard the whole model? Omnibus non-inferiority testing for R2 in multi-variable linear regression and in ANOVA

Determining a lack of association between an outcome variable and a number of different explanatory variables is frequently necessary in order to disregard a proposed model (i.e., to confirm the lack of a meaningful association between an outcome and predictors). Despite this, the literature rarely offers information about, or technical recommendations concerning, the appropriate statistical methodology to be used to accomplish this task. This paper introduces non-inferiority tests for ANOVA and linear regression analyses, which correspond to the standard widely used F test for and R², respectively. A simulation study is conducted to examine the Type I error rates and statistical power of the tests, and a comparison is made with an alternative Bayesian testing approach. The results indicate that the proposed non-inferiority test is a potentially useful tool for ‘testing the null’.     

Emotional intelligence,cognitive ability and information search in tactical decision-making

Emotional intelligence (EI) may promote more effective decision-making under stress. In the present study, 167 participants completed a situation judgment test for EI, and performed a decision-making task based on an Antarctic rescue scenario. Participants were assigned to either a negative or neutral feedback group. Negative feedback significantly increased distress and impaired decision-making. EI failed to moderate the impacts of negative feedback, but higher EI was associated with greater information-search activity irrespective of feedback condition. It is concluded that ability EI may have a motivational component that may support more exhaustive analysis of both social and non-social stimuli.     

Measured and self-estimated trait emotional intelligence in a UK sample of managers

Trait emotional intelligence (EI) was measured and self-estimated in a UK sample of 128 managers (52.3% female), recruited at a professional services firm. Participants’ measured scores were compared to standardization sample data and gender differences in measured and estimated scores, as well as in estimation bias and accuracy were examined. As hypothesized, managers’ global trait EI scores were significantly higher than those of the normative sample of the measure used, although the scores of female participants were largely responsible for this difference. Gender-specific hypotheses were confirmed for measured scores (differences only hypothesized at the factor level) and estimation accuracy (males estimating their trait EI more accurately), but not for estimated scores (female participants had higher estimates, but the opposite was hypothesized). Further, female managers showed signs of estimation bias.     

Computer-based Testing and Training with Scenarios from Complex Problem-solving Research: Advantages and Disadvantages

The use of PC-based simulations for selection and training for jobs which require complex problem solving skills is ever-increasing. This paper gives a short review of such simulations along with a list of advantages and disadvantages of their use. Possible future developments are sketched.     

Psychological Interventions and Genetic Testing: Facilitating Informed Decisions About BRCA1/2 Cancer Susceptibility

Genetic testing for inherited cancer susceptibility, based on the recently identified. BRCA1 and BRCA2 genes, will soon be available on a large scale. However, at present, genetic test results do not lead to clearly indicated diagnostic or preventive measures, and the nature of the psychological impact of BRCA1/2 testing is still largely unknown. This uncertainty, combined with preliminary evidence suggesting significant individual differences in reactions to genetic susceptibility feedback, constitutes a unique challenge for any individual contemplating such testing. We outline the nature of this challenge and then propose an intervention strategy designed to help individuals make deeply processed and psychologically well-informed decisions with regard to their genetic susceptibility. The intervention is guided by recent research findings and theory on the cognitive–emotional processing of cancer-risk information. Specifically, the goal is to prepare the individual for genetic testing by (1) cognitively and emotionally activating, or preliving, the individual's potential reactions to testing feedback; (2) facilitating accurate appraisal of the individual's cognitive–emotional reactions; and (3) enabling the individual to process these reactions through the use of well-established clinical techniques.     

重点中学与普通中学学生非智力因素的比较研究

本研究分别对重点中学与普通中学初一、初三年级学生的非智力因素状况进行调查,结果表明初一年级学生的非智力因素水平在两类学校之间不存在差异,而初三年级学生的非智力因素水平在两类学校之间存在着显著性差异（Ｐ＜０．０５）。随着年龄的增长,重点中学与普通中学学生的非智力因素水平都有所发展,但重点中学的学生发展得更好。本研究表明学校的教育环境影响着学生非智力因素的发展。     

Understanding attraction in formal mentoring relationships from an affective perspective

Despite the critical role affect can play in mentoring, a type of close relationships in the workplace, affect has not received much attention in existing mentoring research. Drawing upon Byrne's affect-centered model of attraction, we examined the relationships among mentors' moods during their interaction with protégés, mentors' liking of protégés, and mentoring support received by protégés. Moreover, we also examined the moderating effect of protégés' emotional intelligence (EI) on the relationship between mentors' moods and liking. Based on data collected from 237 ongoing formal mentoring dyads, we found that mentors' positive moods were positively related, and negative moods were negatively related, to mentoring support received through mentors' liking. Furthermore, protégés' EI only moderated the positive relationship between mentors' positive moods and liking such that the positive relationship was stronger for protégés low on EI. Theoretical and practical implications of the findings are discussed.     

Job characteristics and burnout: The moderating roles of emotional intelligence,motivation and pay among bank employees

This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees.