Relationships among team ability composition, team mental models, and team performance

This study examined the relationship between the similarity and accuracy of team mental models and compared the extent to which each predicted team performance. The relationship between team ability composition and team mental models was also investigated. Eighty-three dyadic teams worked on a complex skill task in a 2-week training protocol. Results indicated that although similarity and accuracy of team mental models were significantly related, accuracy was a stronger predictor of team performance. In addition, team ability was more strongly related to the accuracy than to the similarity of team mental models and accuracy partially mediated the relationship between team ability and team performance, but similarity did not.     

The Magnitude and Extent of Cheating and Response Distortion Effects on Unproctored Internet‐Based Tests of Cognitive Ability and Personality

The use of unproctored internet‐based testing (UIT) for employee selection is quite widespread. Although this mode of testing has advantages over onsite testing, researchers and practitioners continue to be concerned about potential malfeasance (e.g., cheating and response distortion) under high‐stakes conditions. Therefore, the primary objective of the present study was to investigate the magnitude and extent of high‐ and low‐stakes retest effects on the scores of a UIT speeded cognitive ability test and two UIT personality measures. These data permitted inferences about the magnitude and extent of malfeasant responding. The study objectives were accomplished by implementing two within‐subjects design studies ( Study 1 N=296; Study 2 N=318) in which test takers first completed the tests as job applicants (high‐stakes) or incumbents (low‐stakes) then as research participants (low‐stakes). For the speeded cognitive ability measure, the pattern of test score differences was more consonant with a psychometric practice effect than a malfeasance explanation. This result is likely due to the speeded nature of the test. And for the UIT personality measures, the pattern of higher high‐stakes scores compared with lower low‐stakes scores is similar to those reported for proctored tests in the extant literature. Thus, our results indicate that the use of a UIT administration does not uniquely threaten personality measures in terms of elevated scores under high‐stakes testing that are higher than those observed for proctored tests in the extant literature.     

The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice

The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theoretical and practical implications of the distinction between predictor constructs and predictor methods are discussed, with three important streams of personnel psychology research being used to frame this discussion. Researchers, editors, reviewers, educators, and consumers of research are urged to carefully consider the extent to which the construct-method distinction is made and maintained in their own research and that of others, especially when predictors are being compared. It is hoped that this discussion will reorient researchers and practitioners toward a more construct-oriented approach that is aligned with a scientific emphasis in personnel selection research and practice.     

Central nervous system complications of sickle cell disease in children: an overview.

Complications involving the central nervous system are among the most devastating manifestations of sickle cell disease. Although overt stroke occurs in 1 in 10 children with Hemoglobin SS, "silent cerebral infarcts" are even more frequent. Both are associated with significant neuropsychological deficits. The end result of these effects on the CNS often is diminished school performance. The use of transcranial Doppler ultrasonography screening allows the identification of patients at high risk for clinical stroke as well as stroke prevention by chronic transfusion. However, definitive prophylaxis and treatment for most CNS complications of sickle cell disease have yet to be determined.     

Effectiveness of training in organizations: a meta-analysis of design and evaluation features

The authors used meta-analytic procedures to examine the relationship between specified training design and evaluation features and the effectiveness of training in organizations. Results of the meta-analysis revealed training effectiveness sample-weighted mean ds of 0.60 (k = 15, N = 936) for reaction criteria, 0.63 (k = 234, N = 15,014) for learning criteria, 0.62 (k = 122, N = 15,627) for behavioral criteria, and 0.62 (k = 26, N = 1,748) for results criteria. These results suggest a medium to large effect size for organizational training. In addition, the training method used, the skill or task characteristic trained, and the choice of evaluation criteria were related to the effectiveness of training programs. Limitations of the study along with suggestions for future research are discussed.     

Clash of the climates: Examining the paradoxical effects of climates for promotion and prevention

Organizations often communicate seemingly paradoxical strategic imperatives to their employees that reflect a focus on promotion (take risks) and prevention (be prudent), as outlined by regulatory focus theory. When consistently emphasized and reinforced in an organization, these strategic inclinations can emerge as divergent climates for promotion and prevention that cloud the organization's perceived identity and reduce collective organizational commitment among employees. With a coherent organizational identity acting as both a sensemaking tool and a means of potential self-enhancement for employees, we use social identity theory to hypothesize that similarly emphasized promotion and prevention climates are negatively related to employees’ collective organizational commitment and indirectly, negatively related to organizational productivity. We test our hypotheses in a sample of 107 manufacturing organizations, using polynomial regression with response surface analysis to examine how similarly emphasized promotion and prevention climates relate to collective commitment and organizational productivity. Our analyses reveal that as organization-level promotion and prevention climate scores became more similar, collective organizational commitment decreases. Furthermore, we find that similarly emphasized promotion and prevention climates are negatively related to organizational productivity via collective commitment. We reconcile these findings with the organizational paradox and ambidexterity literatures and implicate promising avenues for future research.     

An examination of factors contributing to a reduction in subgroup differences on a constructed-response paper-and-pencil test of scholastic achievement

The authors investigated subgroup differences on a multiple-choice and constructed-response test of scholastic achievement in a sample of 197 African American and 258 White test takers. Although both groups had lower mean scores on the constructed-response test, the results showed a 39% reduction in subgroup differences compared with the multiple-choice test. The results demonstrate that the lower subgroup differences were explained by more favorable test perceptions for African Americans on the constructed-response test. In addition, the two test formats displayed comparable levels of criterion-related validity. The results suggest that the constructed-response test format may be a viable alternative to the traditional multiple-choice test format in efforts to simultaneously use valid predictors of performance and minimize subgroup differences in high-stakes testing.