The child verbal competence effect in court: a comparative study of field investigative interviews of children in child sexual abuse cases

The purpose of this study is to compare field investigative interviews of children (FIIC) with three different legal outcomes in child sexual abuse cases: (i) insufficient evidence to proceed (IEP); (ii) convictions; or (iii) acquittals by the court. One hundred FIIC were divided into one of the three outcome possibilities. Amongst the female interviewees older than 10 years, there were no cases of acquittals and the convicted cases were over-represented. The children's response to open questions was found to be the main difference between the three FIIC outcomes. The responses to these open questions were 1.9 and 2.3 times longer in the convicted cases compared to acquittals and IEP. Possible explanations for the result are discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process

Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N₁ = 170, N₂ = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered.     

Hiring on vocational interests to simultaneously improve validity and organizational diversity

We discuss how using vocational interests in the selection process can help address the diversity-validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive validity of vocational interests arises from their ability to capture the congruence between individuals and occupations, which is a cross-level phenomenon. Thus, when gathering validity evidence for vocational interests, multi-occupation samples should be incorporated into validation efforts.     

Intentional response distortion during the COVID-19 pandemic

COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality instruments, resumes, interview responses). Drawing from the Valence-Instrumentality-Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.     

Plots, Personnel, and Relationships: More on the Introduction of Narrative Ideas in Human Service Organizations and Other Systems

In a follow-up to Juba (1997), the author suggests how a direct service practitioner can use Gustafson's (1992, 1995) concept of plot to help introduce narrative ideas within human service organizations and other systems. A general procedure is described and the concept is used to help practitioners develop specific strategies which may facilitate steps toward such introduction.     

Police evaluation research: an experimental and cost-benefit analysis of a helicopter patrol in a high crime area

The significance of a helicopter patrol procedure directed toward prevention of home burglaries was evaluated from experimental and cost-benefit perspectives. The helicopter patrolled one city zone from 9 a.m. to 5 p.m. for two 12-day periods. Each 12-day period was separated by a baseline period in which only normal patrol-car levels were maintained. Significantly reduced burglary levels during the intervention periods, compared to baseline periods, documented the experimental significance of the helicopter procedure. The cash costs of implementing the patrol procedure were compared to two estimates of the resulting cash benefits. This latter cost-benefit analysis was supplemented by a discussion of the intangible costs and benefits of the helicopter procedure. Taken together, these analyses documented that the marginal costs of the helicopter intervention were exceeded by all estimates of benefits.     

Feedback interventions and driving speed: A parametric and comparative analysis

Five experiments were conducted to assess the effects of several variables on the efficacy of feedback in reducing driving speed. Experiment 1 systematically varied the criterion used to define speeding, and results showed that the use of a lenient criterion (20 km/hr over the speed limit), which allowed for the posting of high percentages of drivers not speeding, was more effective in reducing speeding than the use of a stringent criterion (10 km/hr over the speed limit). In Experiment 2 an analysis revealed that posting feedback reduced speeding on a limited access highway and the effects persisted to some degree up to 6 km. Experiments 3 and 4 compared the effectiveness of an unmanned parked police vehicle (Experiment 3) and a police air patrol speeding program (Experiment 4) with the feedback sign and determined whether the presence of either of these enforcement variables could potentiate the efficacy of the sign. The results of both experiments demonstrated that although the two enforcement programs initially produced larger effects than the feedback sign, the magnitude of their effect attenuated over time. Experiment 5 compared the effectiveness of a traditional enforcement program with a warning program which included handing out a flier providing feedback on the number and types of accidents occuring on the road during the past year. This experiment demonstrated that the warning program produced a marked reduction in speeding and the traditional enforcement program did not. Furthermore, the warning program and a feedback sign together produced an even greater reduction in speeding than either alone.     

ENFORCEMENT OR INCENTIVES? PROMOTING SAFETY BELT USE AMONG MILITARY PERSONNEL IN THE NETHERLANDS

During a nationwide campaign to promote safety belt use among military personnel, a field study was conducted at 12 different military bases in the Netherlands. Amount of enforcement, type of publicity, and incentive strategies were varied among military bases. Observations of safety belt use among servicemen in their personal vehicles were conducted before the campaign, immediately following the campaign, and 3 months later. Safety belt use increased from 65% during baseline to 73% directly after the campaign and to 76% 3 months later. An overall 28.6% increase in safety belt use (from 63% to 81%) was observed at seven bases, whereas no changes were found at five bases (68% on all occasions). To a large degree the effects were due to a 37.7% increase among young drivers. These results confirmed that enforcement, as well as incentives, can be effective in promoting safety belt use. However, treatment effects were not systematic, thereby complicating the interpretation of the results. Implications of these varied outcomes are discussed.     

Discrepancy in internalized values of workers in extreme situations: Consequences for soldiers and risk for the organization

IntroductionIn the present paper, we address the double-edged role of values among Army personnel and how they can be used in information warfare. We suggest that value discrepancy may impact the agent's trust and consequently, affect behaviour and ultimately destabilize the organization.ObjectivesBased on cognitive dissonance theory and the meaning maintenance model, we hypothesized that exposing trained soldiers to information which confronts their core values and involves both their peers and their institution could promote an overwhelming reaction that could finally alter their trust in the organization.MethodTo examine the proposed model, interviews were conducted with 38 active-duty soldiers that permits to stress the importance of values for their personal life. To complete the interviews, a staged observation was led with the second set of participants (n = 21). Its goal was to evaluate the soldiers’ reaction to a message aiming at their values.ResultsQualitative and quantitative analysis of the Interviews confirmed both the importance of the said values and stressed the ambivalence toward their institution. The results of the staged observation suggested that a low credibility source of information aiming at their central values could lead to a direct emotional reaction, that could potentially lead to a decrease in institutional trust, and therefore ultimately in the organisation performance.ConclusionThe discussion focuses on the consequences of this mechanism, the fundamental necessity for the organization of taking this process into account. Finally, we suggest ways to cope with this risk which can alter strategy deployment and goal achievement.