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Work on the Act on the Profession of Physiotherapist had been conducted since the 1990s. However, it was not until October 2015 that the legal regulations were eventually introduced, following which physiotherapists gained professional independence and became a profession of public trust. The aim of the study was to assess the factors influencing the knowledge of these legal regulations among physiotherapists.The study involved 399 physiotherapists and physiotherapy students (28.8±5.9 years old) who completed an anonymous questionnaire, in the form of a knowledge test, consisting of 24 questions on the general aspects of the reference Act.Overall, 30.3% of the respondents proved to have a significant knowledge about the rights and obligations resulting from the Act. The physiotherapists who were entered into the National Register of Physiotherapists (2.6 times) and residents of large cities (1.8 times) had a greater knowledge of the Act. There was a correlation between seniority and gender, and the knowledge of legal regulations.The main factors influencing the state of knowledge about the Act are the entry to the National Register of Physiotherapists, the place of residence and seniority. This proves better access to up-to-date information in cities and a greater interest in the Act among those people who have obtained the right to practice their profession. Med Pr. 2021;72(4):407-14.Prace nad ustawą o zawodzie fizjoterapeuty trwały od lat 90. XX w. Uregulowanie prawne tego zawodu nastąpiło jednak dopiero 27 października 2015 r. Fizjoterapeuci uzyskali wtedy samodzielność zawodową i stali się zawodem zaufania publicznego. Celem niniejszej pracy jest ocena czynników wpływających na znajomość regulacji prawnych dotyczących wykonywanego zawodu w środowisku fizjoterapeutów.W badaniu wzięło udział 399 fizjoterapeutów i studentów fizjoterapii (wiek: 28,8±5,9 roku), którzy wypełnili kwestionariusz anonimowej ankiety w formie testu wiedzy składającego się z 24 pytań dotyczących ogólnych aspektów ustawy.Wśród badanych 30,3% wykazało się znaczącą wiedzą na temat praw i obowiązków wynikających z ustawy. Fizjoterapeuci, którzy uzyskali wpis do Krajowego Rejestru Fizjoterapeutów (KRF) (średnio o 2,6 razy), oraz mieszkańcy dużych miast (średnio o 1,8 razy) mieli większą wiedzę na temat ustawy o zawodzie fizjoterapeuty. Zauważono korelacje między stażem pracy i płcią a znajomością regulacji prawnych.Wiedza na temat przepisów ustawy o zawodzie fizjoterapeuty wydaje się niska, a głównymi czynnikami wpływającymi na stan wiedzy o ustawie okazały się wpis do KRF, miejsce zamieszkania i staż pracy. Świadczy to o lepszej dostępności do aktualnych informacji w miastach oraz większym zainteresowaniu ustawą osób, które same zadeklarowały wcześniejszą chęć podporządkowania się jej wytycznym. Med. Pr. 2021;72(4):407–414.

The analysis of weightlifters best results for 2016-2019 according to the weight categories is revealed in the article. The results are compared to both qualification table and the world records. Literature review shows that correct training program for the professional athlete preparation is one of the important ways of their training process improvement. There is a lack of optimal training program for the preparation of professional weightlifters for today. Aim of the survey is to find out the correlation of classification standards realization in classic double-event, to analyze the best weightlifter results on the master and international master levels of Ukraine in classic double-event for 2016-2019 in different weight categories and compare them in between, to investigate the world records in different weight categories and compare them to the best results of Ukrainian athletes. Survey methods are as follows: theoretical analysis and generalization of scientific and methodological literature, documentary method (the study of protocols and reports of competitions). Results. The survey was conducted in the years of 2016-2019. Weightlifter athletes (18-40 years old males) from regional teams of Ukraine in different weight categories (up to 63 kg, 68 kg, 73 kg, 78 kg, 85 kg, 95 kg, and over 95 kg) took part in the survey. The official protocols of national kettlebell lifting competitions were analyzed to investigate the realization of master and international master level of Ukraine standards in classic double-event and to find out the best results in different weight categories. The world records for different weight categories were compared to the best results of Ukrainian athletes. Conclusions. The best weightlifter results on the master and international master levels of Ukraine classification standards realization in classic kettlebell biathlon for the period of 2016-2019 in different weight categories were analyzed. The analysis gives us the opportunity to say that results for all the weight categories prevail the international master level of Ukraine classification standards except of up to 63 kg one. So, the best of them are increasing from 63 kg weight category to 85 one (225 pushes), and decreasing then towards over 95 kg weight category. The world records for all weight categories are higher than the best results of Ukrainian athletes. The largest differences between the world and Ukrainian results are noticed for the weight categories over 95 and up to 63 kg. The analysis of scientific and methodological literature revealed the lack of research interest to the problem of elaboration of new more effective approaches and methods of professional weightlifters preparation nowadays.

Background: Oral health has received increased attention over the past few years coupled with rising awareness on the impact of limited dental care coverage for oral health and general health and well-being. The purpose of the study was to compare the statutory coverage and access to dental care for adult services in 11 European countries using a vignette approach.Methods: We used three patient vignettes to highlight the differences of the dimensions of coverage and access to dental care (coverage, cost-sharing and accessibility). The three vignettes describe typical care pathways for patients with the most common oral health conditions (caries, periodontal disease, edentulism). The vignettes were completed by health services researchers knowledgeable on dental care, dentists, or teams consisting of a health systems expert working together with dental specialists.Results: Completed vignettes were received from 11 countries, including Bulgaria, Estonia, France, Germany, Republic of Ireland (Ireland), Lithuania, the Netherlands, Poland, Portugal, Slovakia and Sweden. While emergency dental care, tooth extraction and restorative care for acute pain due to carious lesions are covered in most responding countries, root canal treatment, periodontal care and prosthetic restoration often require cost-sharing or are entirely excluded from the benefit basket. Regular dental visits are also limited to one visit per year in many countries. Beyond financial barriers due to out-of-pocket payments, patients may experience very different kinds of physical barriers to access dental care. Major access barriers to public dental care represent the limited availability of contracted dentists especially in rural areas and the unequal distribution and lack of specialised dentists.Conclusions: According to the results, statutory coverage of dental care varies across European countries while access barriers are largely similar. Many dental services require substantial cost-sharing in most countries which in turn leads to high out-of-pocket spending. The individual socioeconomic status is thus a main determinant for access to dental care, but also other factors such as geography, age and comorbidities can inhibit access and affect outcomes. Moreover, coverage in most oral health systems is targeted at treatment and less at preventative oral health care.

Ralevance: upbringing in the vocational education system is often associated with re-educating or eliminating pre-existing deformities in student behavior. It is a reason, why the teacher of a vocational school is required to be able not only to provide educational services, but also to be a subject of organization of their own lives and their students. The solution of these issues can be found through the formation of self-educational activity of future teachers of a vocational school, mastering their self-education methods. For this purpose is important to create appropriate pedagogical conditions in the institution of higher education. Purpose: to identify and scientifically substantiate the pedagogical conditions for intensifying self-education of future teachers of vocational education. Methods: generalization of literature on the problem, study of pedagogical experience, analysis of vocational education programs for masters and bachelors in vocational education, syllabuses and training programs of educational components for ascertaining competences, learning outcomes and methods of self-education, questionnaires, conversations, oral examination future vocational school teachers and their attitude to the pedagogical conditions of activation of this process. Results: the scientific substantiation of pedagogical conditions of activation of professional self-education of future teachers of vocational school is outlined. Such conditions are presented as specific aspects of the implementation of the educational process and pedagogical activities that contribute to the activation of students' self-education. Conclusions: effective preparation of future teachers of a vocational school is impossible without professional self-education, awareness of the importance and necessity of this process by students and creation pedagogical conditions for its activation. Among them, the most effective are using of educational disciplines and practices to form students' competencies for self-education, strengthening the work of academic group curators to assist students in the preparation and implementation of the self-education program.

Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we examined 6 years of data from 3,218 faculty members across 294 departments in a large U.S. university. We then (a) separated within-department and between-department diversity climate perceptions, (b) examined the directionality and durability of the relationships among trust and diversity climate perceptions, and (c) examined employee turnover intentions as an outcome of the trust/diversity climate perception feedback process that we identified. Results revealed a reciprocal relationship between within-department diversity climate and trust. These relationships continued over the full 6-year period and, as hypothesized, were stronger in departments with more unsupportive diversity climates. When all three variables were modeled at both levels of analysis, an influence on future turnover intentions was observed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This study provides an initial experimental investigation of the extent to which well-known precursors of interpersonal trust (ability, benevolence, integrity, or ABI) will manifest when assessing ...

Meta-analysis has become a well-accepted method for synthesizing empirical research about a given phenomenon. Many meta-analyses focus on synthesizing correlations across primary studies, but some primary studies do not report correlations. Peterson and Brown (2005) suggested that researchers could use standardized regression weights (i.e., beta coefficients) to impute missing correlations. Indeed, their beta estimation procedures (BEPs) have been used in meta-analyses in a wide variety of fields. In this study, the authors evaluated the accuracy of BEPs in meta-analysis. We first examined how use of BEPs might affect results from a published meta-analysis. We then developed a series of Monte Carlo simulations that systematically compared the use of existing correlations (that were not missing) to data sets that incorporated BEPs (that impute missing correlations from corresponding beta coefficients). These simulations estimated ρ̄ (mean population correlation) and SDρ (true standard deviation) across a variety of meta-analytic conditions. Results from both the existing meta-analysis and the Monte Carlo simulations revealed that BEPs were associated with potentially large biases when estimating ρ̄ and even larger biases when estimating SDρ. Using only existing correlations often substantially outperformed use of BEPs and virtually never performed worse than BEPs. Overall, the authors urge a return to the standard practice of using only existing correlations in meta-analysis. (PsycINFO Database Record

Hospital Based Health Technology Assessment (HB-HTA) is a new policy implemented in Poland to allow for a more practical and contextualized assessment related to the use of specific medical procedures, devices, or equipment. It requires changes in governance relating to the healthcare sector. One of the forms of governance improvement is to involve society in the process of creating public services. This can be implemented, e.g., by applying the pragmatic model of public responsiveness. The aim of this research was to identify and analyze forces which will shape a dynamic process in determining the implementation of HB-HTA. The results obtained in the Gioia analysis led to the identification of the main forces driving and restraining the implementation of HB-HTA. The grouping and interpretation allowed for the twelve most important dimensions to be distinguished, which were recognized as conceptual categories necessary to build theories that describe the studied phenomenon. This study contributes to the development of the idea of responsiveness in public management theory and in health care services, and ultimately helps to better enable the adjustment of health services to the dynamically changing needs of Polish society.

With terms like ‘fake news’ and ‘cyber attack’ dominating the news, skepticism toward the media and other online individuals has become a major facet of modern life. This paper views the way we process information during HCI through the lens of suspicion, a mentally taxing state that people enter before making a judgment about whether or not to trust information. With the goal of enabling objective, real-time measurements of suspicion during HCI, we describe an experiment where fNIRS was used to identify the neural correlates of suspicion in the brain. We developed a convolutional long short-term memory classifier that predicts suspicion using a leave-one-participant-out cross-validation scheme, with average accuracy greater than 76%. Notably, the brain regions implicated by our results dovetail with prior theoretical definitions of suspicion. We describe implications of this work for HCI, to augment users’ capabilities by enabling them to develop a ‘healthy skepticism’ to parse out truth from fiction online.

This article introduces the construct of suspicion to researchers in business and applied psychology, provides a literature-based definition of state suspicion and an initial self-report measure of that construct, and encourages research on this important topic. The construct of suspicion is under-researched in business and applied psychology, yet has wide application for both researchers and practitioners. These applications occur across many content domains (e.g., consumer psychology, leadership), as well as at varying levels of analysis (e.g., individual, group, organizational). To motivate research on this construct, possible studies are delineated/suggested by way of example and a Call for Papers also appears. The organizational sciences will benefit from the incorporation of suspicion-based constructs in theoretical and explanatory models. Organizations might also function more efficiently because of these efforts —as decision makers assess, understand, and better manage appropriate levels of suspicion in their employees and work groups.

Objective: The objective was to review and integrate available research about the construct of state-level suspicion as it appears in social science literatures and apply the resulting findings to information technology (IT) contexts. Background: Although the human factors literature is replete with articles about trust (and distrust) in automation, there is little on the related, but distinct, construct of “suspicion” (in either automated or IT contexts). The construct of suspicion—its precise definition, theoretical correlates, and role in such applications—deserves further study. Method: Literatures that consider suspicion are reviewed and integrated. Literatures include communication, psychology, human factors, management, marketing, information technology, and brain/neurology. We first develop a generic model of state-level suspicion. Research propositions are then derived within IT contexts. Results: Fundamental components of suspicion include (a) uncertainty, (b) increased cognitive processing (e.g., generation of alternative explanations for perceived discrepancies), and (c) perceptions of (mal)intent. State suspicion is defined as the simultaneous occurrence of these three components. Our analysis also suggests that trust inhibits suspicion, whereas distrust can be a catalyst of state-level suspicion. Based on a three-stage model of state-level suspicion, associated research propositions and questions are developed. These propositions and questions are intended to help guide future work on the measurement of suspicion (self-report and neurological), as well as the role of the construct of suspicion in models of decision making and detection of deception. Conclusion: The study of suspicion, including its correlates, antecedents, and consequences, is important. We hope that the social sciences will benefit from our integrated definition and model of state suspicion. The research propositions regarding suspicion in IT contexts should motivate substantial research in human factors and related fields.

Situational judgment tests ( SJTs) have become popular in recent years. Yet, there is little research on how the constructs targeted within SJTs influence standardized ethnic group differences. Further, most research in this area is subject to differential range restriction concerns that hinder understanding of the role of constructs. We report on scale-level data from four jobs in which SJTs were part of the first major hurdle of selection, thus providing an analysis of how constructs might relate to standardized group differences when range restriction concerns are minimized. Results indicate that cognitively saturated scales were associated with d values of 0.56 and 0.76, while interpersonal items were associated with d values of 0.07, 0.20, and 0.50. Based on the obtained ds, we simulated hiring and obtained adverse impact ratios to help interpret these values of d for decision-makers. Overall, we demonstrate the importance of examining constructs and gathering data at the applicant level of analyses when attempting to understand SJT d values (and any associated adverse impact). Practitioner points The constructs targeted by SJTs may influence ethnic group differences, such that cognitively-related items/scales may lead to larger group differences than scales targeting interpersonal skills., It can be useful to compare SJT ds based on both job applicant samples and targeted constructs during test development and during consideration of alternative predictors. [ABSTRACT FROM AUTHOR]

In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point-biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor-specific meta-analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper-and-pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted.

Purpose The purpose of the current study was to describe and test two new correlates of work–family balance, based on discrepancies between actual and desired hours spent in the work domain (work hour discrepancy, WHD) and family domain (family hour discrepancy, FHD).

There are multiple views in human resource management and organizational behavior concerning gender differences in measures of job performance. Some researchers suggest that males generally are evaluated higher than females across a variety of situations that include job performance measurement. At the same time, the presence of specific status cues in expectation states theory (EST; similar to the concept of individuating information) suggests that measures of job performance will be more similar than different for males and females. Previous analyses are unclear in their results for the measurement of the construct of job performance because they have included, and/or focused on, additional constructs (e.g., hiring suitability, leadership performance aggregated with leadership satisfaction) or have used student samples in lab experiments. The authors of this article conducted a meta-analysis of job performance measures from field studies. They found that females generally scored slightly higher than males (mean d = −.11, 80% credibility interval of −.33 to .12). Other analyses suggested that, although job performance ratings favored females, ratings of promotion potential were higher for males. Thus, ratings of promotability may deserve further attention as a potential source of differential promotion rates. These findings and processes are discussed within the context of EST.

Job analytic information is central to a variety of human resource activities (e.g., selection system development, compensation system development, organizational design). It is also well understood that many jobs are changing due to forces such as technological advances, a desire for teamwork, and various organizational interventions. In addressing such changes when using job analytic information, human resource practitioners might be faced with questions about the currency, or “up-to-dateness,” of their existing job analysis. Unfortunately, there is almost no guidance for researchers or professionals regarding what methods might be used to check job analyses for currency (i.e., if there are any changes to the job that might influence the job analysis, how does one systematically assess such changes). We review the scant literature in this area and offer a protocol that we developed and implemented within a litigious environment. The protocol is systematic and focused on job change. In order to be as efficient as possible (and sensitive to organizational resource expenditures), the protocol builds on prior job analytic information. Two examples of the protocol's implementation are provided. We also present a variety of lessons learned during the development and implementation of this relatively unique currency protocol, as well as a discussion of some possible variants of the method.

Work sample exams are generally thought to have either low or comparatively low levels of ethnic group differences when used for personnel selection. Such exams are sometimes called “simulation exercises” and involve having applicants perform a set of tasks that are similar to those performed on the job. The nearly ubiquitous meta-analytic value of Black–White subgroup differences in the literature is d= .38. Unfortunately, this estimate is plagued by a variety of problems (e.g., range restriction, inclusion of nonwork sample tests). Further, there are virtually no analyses that examine how the saturation of different constructs influence work sample tests. We gathered available data for Black–White ethnic group differences and found that overall work sample differences were markedly larger for samples of job applicants (d= .73) than previously thought. We also examined how different exercises and saturation of different constructs influenced work sample ds. For example, work sample test ratings of cognitive and job knowledge skills were associated with a mean observed d= .80, whereas ratings of various social skills were associated with mean observed ds that varied from .21 to .27. We urge scientists and practitioners to consider both the method and the constructs that are targeted when forecasting predictor ds.

De Corte, Lievens, and Sackett add to the literature on selection test validity and adverse impact (AI). Their Pareto-based weighting scheme essentially asks organizations if they are willing to give up some validity to hopefully achieve some reduction in AI. We considered their approach and conclusions in relation to the regression weighting method we used, and we offer five points that reflect our observations as well as our shared goals. We hope our comments, like their work in this field, will invigorate the pursuit of new ways of examining, and one day resolving, the persistent concern regarding the AI associated with valid selection tests.

Using four samples from the United States and China, we developed two theoretically based abridged job insecurity (JI) scales to address researcher concerns with the length of the original 57-item scale. These two scales contained all the components of the scale originally developed and validated by Ashford et al., 1989. Our abridged scale has 37 items (18 items for job features, 16 items for total job, and 3 items for powerlessness). We further developed a bare-bones scale with only 25 items (10 items for job features, 12 items for total job, and 3 items for powerlessness). Results show that the content and construct validities of both the abridged and the bare-bones scales are highly similar to the original JI scale. Our results provide support for the use of either the abridged or the bare-bones JI scales. Copyright (c) 2007 John Wiley & Sons, Ltd.

The four feature-topic articles advance the accuracy of meta-analytic techniques. As might be expected, most articles focus on more precise ways to aggregate all available relationships in a given topic domain. Such aggregation results in overall estimates of relationships and estimates conditional on particular moderators. However, scholars and practitioners can expect more than empirical aggregation from meta-analysis. Careful attention to underlying theory, application, and important methodological issues will result in clearer understanding and explanation. Using the situational judgment testing literature as an example, the current analysis suggests the need for much more upfront, reflective thinking about each meta-analytic study's purpose and how this thinking relates to the inclusion or choice of primary studies, analytic method, coding, and so on. For example, when the focus is on prediction, frequent use of concurrent designs may bias aggregated parameter estimates. Also, it is noted that methods and constructs continue to be confounded in the research literatures.

The heart rate and systolic and diastolic blood pressures (HR, BPs, and BPd, respectively) were measured in controllers of electricity distribution at the beginning and end of 12-h shifts. Hemodynamic parameters were calculated. The stress was assessed with a five-point scale. It was found that the stress of mental work of the operator type activated the functioning of the cardiovascular system (CVS). The CVS reaction was more pronounced and interactive during the first shifts in each block than during the second shifts. The CVS reaction was more pronounced and interactive during day shifts than during night shifts. An increase in stress during the first day shifts was accompanied by a decrease in HR and an increase in minimum BPd during the shift, in the absence of a BPs reaction. The minimum levels of all three parameters (HR, BPs, and BPd) were increased during the first night shifts, which indicates that the effectiveness of CVS activation in the nighttime was decreased as compared to the daytime. The BPd is specifically sensitive to the work stress of controllers: its reaction to an increase in stress is classic during the first shifts and inverted during the second night shifts. This reflects exhaustion of adaptation reserves. The HR showed attenuated reactivity during the daytime, but not during the nighttime, when it reacted in the classic way.

Il y a plus d’une decennie, Ashford, Lee, and Bobko (1989) ont developpe un outil de mesure standard permettant evaluer des niveaux individuels d’insecurite au travail. Les annees suivantes, des chercheurs se sont demande si la totalite des mesures composant cet instrument etait necessaire. Nous avons donc examine l’utilite des differentes dimensions du test multidimensionnel de l’Insecurite au travail de Ashford et al. (1989) aux Etats Unis et en Chine, en eprouvant et elargissant les conclusions anterieures. Nos resultats suggerent qu’eliminer les dimensions “caracteristiques du travail” et “impuissance” de l’instrument multidimensionnel initial est premature dans les deux cultures. D’autres recherches s’averent donc necessaires pour determiner l’utilite de cet outil dans sa version complete. Les implications de nos resultats sont discutees. Over a decade ago, Ashford, Lee, and Bobko (1989) developed a standard measure for those interested in assessing levels of individual job insecurity. In ensuing years, some researchers have questioned whether the entire measure is necessary. We examined the usefulness of the components of Ashford et al.'s (1989) multidimensional measure of job insecurity in both the United States and China, as well as replicating and extending prior findings regarding antecedents and consequences. Our results suggest that the call to eliminate job features or powerlessness from the fully composite measure of job insecurity is premature in both cultures. We call for more research on the utility of the fully operationalised measure. Implications of our findings are discussed.

Work sample tests have been used in applied psychology for decades as important predictors of job performance, and they have been suggested to be among the most valid predictors of job performance. As we examined classic work sample literature, we found the narrative review by Asher and Sciarrino (1974) to be plagued by many methodological problems. Further, it is possible that data used in this study may have influenced the results (e.g., r= .54) reported by Hunter and Hunter in their seminal work in 1984. After integrating all of the relevant data, we found an observed mean correlation between work sample tests and measures of job performance of .26. This value increased to .33 when measures of job performance (e.g., supervisory ratings) were corrected for attenuation. Our results suggest that the level of the validity for work sample tests may not be as large as previously thought (i.e., approximately one third less than previously thought). Further, our work also summarizes the relationship of work sample exams to measures of general cognitive ability. We found that work sample tests were associated with an observed correlation of .32 with tests of general cognitive ability.

The use of education and experience minimum qualifications (MQs) is nearly ubiquitous in employment settings, yet it appears to be rare that such MQs are validated by the end user (either via content validity or criterion-related validation approaches). In this article, we present a method of content-validating MQs that is related to a procedure noted by Levine, Maye, Ulm, and Gordon (1997), and we demonstrate the method's application for an upper-level management position in a state agency. Our procedure is based on adherence to the Uniform Guidelines and sound professional practice. In addition, the procedure was heard in a federal court proceeding (deposition and expert testimony in relation to 3 jobs), was approved by that court, and we discuss the court's findings. In particular, the court found, “The MQ development process used by the State Personnel Department (SPD) is consistent with the requirements of the Guidelines and leads to content-valid MQs.” Given data available to us for another job, we also show that the obtained MQs may result in less adverse impact than a previously determined, task-based set of MQs.

Almost all book chapters, review articles, and textbooks in the field of personnel selection suggest that work sample tests are associated with lower levels of ethnic group adverse impact than paper-and-pencil tests of cognitive ability. However, the empirical literature is heavily dependent on adverse impact estimates obtained from incumbent samples rather than applicant samples. As such, parameter estimates are subject to range restriction from prior selection and on-the-job experiences. Further, an emerging consensus in the selection literature indicates that any method of assessment can be associated with high or low levels of adverse impact – depending on the nature of the construct(s) being measured. To begin to examine these issues, we present two recent sets of applicant data from public sector jobs (for a management and entry-level job, each with technical and interpersonal skill requirements) and show that adverse impact of work sample exams might be more extensive than realized. We discuss the mismatch between what the field of employee selection “knows” and what is said in articles/summaries about work samples. Employers and other practitioners who depend on advice in academic overview articles may be overly optimistic and eventually disappointed by minimal reduction in adverse impact. Implications for workforce diversity and future research needs are also discussed.

The method of selecting among job applicants using statistically based banding has been proposed over the last 10 years as a way to increase workforce diversity. The method continues to be reviewed by academics and considered by practitioners. Although the goal of increasing workforce diversity is important, statistical banding of scores remains controversial. We present a set of unique, statistically and theoretically based criticisms of a form of banding (top-score-referenced banding) that is widely used in hundreds of jobs in the public sector throughout the United States. We suggest that even within the premises of such banding, the wrong formula is used to estimate the standard error of measurement and standard error of the difference. One consequence is that too many individuals are labeled as essentially equal with respect to test scores. A related consequence is that test scores within a single band are statistically different and should therefore be treated as such for selection purposes. A more logically and statistically defensible procedure for responding to diversity concerns is to continue to attend to adverse impact issues at each step of the recruiting and test development process.

Despite a growing body of applied research on using the Internet for some human resource management practices, few studies have provided equivalence information or practical lessons concerning selection testing via the Internet. We identify several issues associated with measurement and validity, the role of several individual characteristics, respondents' reactions and behaviors, and other considerations concerning Internet test administration. We also report results from an exploratory study of the correlation between paper-and-pencil and Internet-administered cognitively oriented selection tests (including timed and untimed, proctored tests). Our empirical results suggest modest degrees of cross-mode equivalence for an untimed situational judgment test (r= .84) and for a timed cognitive ability test (r= .60). Further, some types of items (math, verbal, spatial) in the timed cognitive ability test seem to play a differential role in the reduced cross-mode equivalence. New issues regarding the perception of, and reaction to, items presented via the Internet are presented, and a variety of practical issues are derived and discussed.

Nous avons compare l’orientation des buts d’un echantillon d’etudiants americains (n= 104) et un de Hong Kong (n= 175). Notre resultat principal indique que l’echantillon americain reproduit les resultats de la meta-analyse de Beaubien et Payne (1999), en indiquant une correlation tres pres de zero entre les orientations d’apprentissage et de performance. Cela suggere que les etudiants des Etats-Unis considerent ces deux orientations comme differentes. Cependant, tel que prevu, dans l’echantillon d’etudiants de Hong Kong, la correlation entre les orientations d’apprentissage et de performance est tres elevee (r= .71, p < .01) suggerant que ces etudiants ne font pas de distinction entre ces deux orientations (ou que ces deux orientations sont fondamentalement les memes pour eux). De facon similaire, nous avons trouve que les deux orientations de but sont associees positivement avec la performance en classe pour l’echantillon de Hong Kong alors que seule l’orientation d’apprentissage est liee a la performance pour les etudiants americains. Enfin, tel que prevu, les etudiants feminins dans l’echantillon chinois ont une orientation de performance plus eleve que les etudiants masculins. Cependant, les resultats ont aussi indique que le sexe n’est pas liea aucune des orientations dans l’echantillon americain. Ce dernier resultat est coherent avec les resultats de Button et al. (1996) mais non avec ceux de Beaubien et Payne (1999). We compared goal orientations of United States (n= 104) and Hong Kong (n= 175) student samples. Our major finding was that our United States sample replicated Beaubien and Payne's (1999) meta-analysis, indicating that the correlation between learning and performance goal orientations is near zero. This suggests that United States students embrace learning and performance goal orientations as separate and distinct ideas. However, as hypothesised, in the Hong Kong student sample, the correlation between learning and performance goal orientation was r= .71 (p < .01) suggesting that these students do not readily distinguish the two goal orientations (or that these two goal orientations are fundamentally the same to them). Similarly, we found that both goal orientations showed positive associations with classroom performance in the Hong Kong sample, but only learning goal orientation was related to performance in the US sample. Lastly, as hypothesised, female students in the Hong Kong sample had higher performance goal orientations than male students. However, gender was unrelated to both goal orientations in the United States sample—consistent with Button, Mathiew, and Zajac's (1996) findings but inconsistent with Beaubien and Payne's (1999) findings.

To examine the power of group confidence, the nomological network of group potency (generalized confidence) and group efficacy (task-specific confidence) is detailed. These constructs are embedded in a causal model including both antecedent and consequent variables. Results obtained within a collective cultural context suggest that group cohesion and group norms are antecedents to group confidence, and task performance and satisfaction are consequences. The empirical effects for group potency were robust, but those for group efficacy were surprisingly nonsignificant. This study shows that generalized confidence (group potency) is a stronger predictor of group outcomes than is group efficacy when the group members are unfamiliar with the complex tasks at hand. Implications for future research and group training are noted.

Previous studies of standardized ethnic group differences in the employment interview have shown differences to be relatively small. Unfortunately, many researchers conducting interview studies have not considered the issue of range restriction in research design. This omission is likely to lead to underestimates of standardized ethnic group differences (d) when the interview is considered as an initial screening device or used in combination with other initial screening devices. The authors found that 2 forms of a behavioral interview were associated with standardized ethnic group differences of .36 and .56 when corrected for range restriction. These differences are substantially larger than previously thought and demonstrate the importance of considering a variety of study design characteristics in obtaining the appropriate parameter estimates.

Assessment of standardized ethnic group differences (d) on predictors of job performance has become an important issue for applied psychologists. A number of studies have used an experimental design in which the predictor of interest was administered after an initial screening predictor. We examined the influence of prior selection on a first predictor on observed ds for second predictors in multiple-hurdle selection systems. Results of a Monte Carlo simulation indicate observed dson the second predictor are underestimated in the presence of prior selection on another predictor. More important, “downward bias” in observed standardized ethnic group difference is substantial (30-70%) when selection ratios are low, standardized ethnic group differences on the screening predictor are high, and when the first and second predictors correlate above .30. Researchers should consider the influence of range restriction in designing studies of ethnic group differences and comparing ds across predictors, particularly when data are collected under a multiple-hurdle design.

The cognitive ability levels of different ethnic groups have interested psychologists for over a century. Many narrative reviews of the empirical literature in the area focus on the Black-White differences, and the reviews conclude that the mean difference in cognitive ability (9) is approximately 1 standard deviation; that is, the generally accepted effect size is about 1.0. We conduct a meta-analytic review that suggests that the one standard deviation effect size accurately summarizes Black-White differences for college application tests (e.g., SAT) and overall analyses of tests of g for job applicants in corporate settings. However, the 1 standard deviation summary of group differences fails to capture many of the complexities in estimating ethnic group differences in employment settings. For example, our results indicate that job complexity, the use of within job versus across job study design, focus on applicant versus incumbent samples, and the exact construct of interest are important moderators of standardized group differences. In many instances, standardized group differences are less than 1 standard deviation. We conduct similar analyses for Hispanics, when possible, and note that Hispanic-White differences are somewhat less than Black-White differences.

This study examined the relationship between locus of control, two sets of beliefs about computers as electronic performance monitors, general computer attitudes, and computer experience. Results support a model in which computer attitudes mediate the relationship between an individual's locus of control and computer experience and between monitoring beliefs about computers and computer experience.

A sample of 250 health care workers aged 18-68 (mean = 32.5 years) completed the Survey of Health Care Professionals. Self-ratings of their social skills, mental capacity and physical capability corresponded to their ratings of work demands. Physical tiredness and tension were rated higher than mental tiredness. Worker age did not affect self-ratings of work performance, but physical and mental tiredness increased with increases in the age that one felt. The younger one felt compared to her/his calendar age, the better current work ability s/he reported. The main concerns of workers are connected with off-the-job factors, most probably caused by the economic crisis and unfavorable ecology situation in Ukraine. More than half of the subjects were quite a bit or extremely concerned about changes in the cost of living, water quality, food safety, radiation. The variable most closely related to the effects of these factors is an index of difference between calendar age and how old one feels.

A variety of recent articles in the personnel selection literature have used analyses of meta-analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an “alternative predictor.” Directions for future meta-analyses and for future primary research activities are also derived.

After reviewing past approaches towards measuring computer experience, the development and pilot test (N=279) of the Computer Understanding and Experience (CUE) Scale is described. Results suggest that the CUE Scale provides an internally consistent, self-report measure which may be subdivided into two related subscales. Support for the construct validity of the CUE Scale is also provided.

This study examined the strength of the relationship between computerized and paper-and-pencil noncognitive selection measures. The tendency to engage in response distortion across these 2 modes was also assessed. The raw cross-mode correlations exceeded .90 for all of the substantive selection scales studied. Indeed, latent cross-mode correlations were estimated to be 1.0 for all of these scales. Mean score comparisons of 1 of the response distortion measures (i.e., the Balanced Inventory of Desirable Responding) suggested that response distortion in the computer-administration mode was significantly greater than response distortion observed with a paper-and-pencil format. However, administration mode did not influence scores on another measure of direct response distortion or any of the substantive selection measures administered.

In 2 studies, the researchers compared 5 ways of operationalizing self-efficacy that are commonly found in the literature and assessed the antecedents and consequences of self-efficacy on the basis of A. Bandura's (1986) conceptualization. Results indicated that measuring self-efficacy by using a task-specific, 1-item confidence rating showed the lowest convergent validity with the other self-efficacy operationalizations and showed the least consistency in its correlation with the hypothesized self-efficacy antecedents and outcomes. Furthermore, self-efficacy magnitude and self-efficacy strength (combining all the certainty answers) appeared to be inferior to self-efficacy composites based on combining only the strength items where the magnitude response was «yes, I can perform at that level»