Adaptation of the Preventive Intervention Program for Depression for Use with Predominantly Low-Income Latino Families

This paper describes the process for and safety/feasibility of adapting the Beardslee Preventive Intervention Program for Depression for use with predominantly low income, Latino families. Utilizing a Stage I model for protocol development, the adaptation involved literature review, focus groups, pilot testing of the adapted manual, and open trial of the adapted intervention with 9 families experiencing maternal depression. Adaptations included conducting the intervention in either Spanish or English, expanding the intervention to include the contextual experience of Latino families in the United States with special attention to cultural metaphors, and using a strength-based, family-centered approach. The families completed preintervention measures for maternal depression, child behavioral difficulties, global functioning, life stresses, and an interview that included questions about acculturative stressors, resiliency, and family awareness of parental depression. The postintervention interview focused on satisfaction, distress, benefits of the adapted intervention, and therapeutic alliance. The results revealed that the adaptation was nonstressful, perceived as helpful by family members, had effects that seem to be similar to the original intervention, and the preventionists could maintain fidelity to the revised manual. The therapeutic alliance with the preventionists was experienced as quite positive by the mothers. A case example illustrates how the intervention was adapted.     

RECRUITERS' USE OF GPA IN INITIAL SCREENING DECISIONS: HIGHER GPAs DON'T ALWAYS MAKE THE CUT

The relationship between college grade point average (GPA) and recruiters' initial screening decisions was examined using data from 548 job postings in a college recruitment program. Results indicate that in-major grade point average (GPA) is more strongly associated with screening decisions ( p = 0.18, SD_P = 0.200) than is overall GPA ( p = 0.06, SD_P = 0.187), but the magnitudes of the relationships varied across decision sets including a larger number of negative values than would be expected from sampling error alone. Subsequent examination of the bivariate data identified 6 different plot types suggesting that recruiters use a variety of GPA decision rules to initially screen applicants in college recruiting. The most common data plots found in 42% of the decision sets suggests that recruiters do not use GPA in screening decisions. But a surprising 81 of 548 decision sets indicated recruiters selected against applicants with high GPAs. Evidence that organizations recruiting for the same job produced different plot types suggests that the use of GPA data in initial screening decisions may be idiosyncratic to individual recruiters.