Search

This article evaluates how to implement differentiated assessment effectively in a high school setting. Differentiated assessment is vital for encouraging students to express their understanding of outcomes. In early and middle years education, differentiated assessment is quite common. In high schools, a lecture and worksheet followed by a test environment can be more commonplace. With appropriate rubrics, differentiated assessment can provide all students with the opportunity to choose a preferred method to express their understanding. Such an environment fosters creativity and encourages all children to think outside the box.

Unproctored assessments are widely used in pre‐employment assessment. However, widely accessible large language models (LLMs) pose challenges for unproctored personnel assessments, given that applicants may use them to artificially inflate their scores beyond their true abilities. This may be particularly concerning in cognitive ability tests, which are widely used and traditionally considered to be less fakeable by humans than personality tests. Thus, this study compares the performance of LLMs on two common types of cognitive tests: quantitative ability (number series completion) and verbal ability (use a passage of text to determine whether a statement is true). The tests investigated are used in real‐world, high‐stakes selection. We also examine the performance of the LLMs across different test formats (i.e., open‐ended vs. multiple choice). Further, we contrast the performance of two LLMs (Generative Pretrained Transformers, GPT‐3.5 and GPT‐4) across multiple prompt approaches and "temperature" settings (i.e., a parameter that determines the amount of randomness in the model's output). We found that the LLMs performed well on the verbal ability test but extremely poorly on the quantitative ability test, even when accounting for the test format. GPT‐4 outperformed GPT‐3.5 across both types of tests. Notably, although prompt approaches and temperature settings did affect LLM test performance, those effects were mostly minor relative to differences across tests and language models. We provide recommendations for securing pre‐employment testing against LLM influences. Additionally, we call for rigorous research investigating the prevalence of LLM usage in pre‐employment testing as well as on how LLM usage affects selection test validity. Practitioner points: Job candidates may use large language models like ChatGPT to complete ability tests on their behalf, but we currently know little about how well these models perform on commercial cognitive ability tests.OpenAI's (free) Generative Pretrained Transformers (GPT)‐3.5 and (paid subscription) GPT‐4 models both performed very poorly on a quantitative ability test.GPT‐4 achieved results above the 90th percentile on the verbal ability test, and GPT‐3.5 scored at approximately the 60th percentile.Temperature settings did not substantially affect the performance of the large language models and different prompt approaches tended not to, with few exceptions. [ABSTRACT FROM AUTHOR]

Researchers frequently assume some degree of consensus among team members' perceptions when aggregating individual survey responses to the team level. Literature reviews have routinely found, however, substantial within‐team variance in referent‐shift consensus measures of team constructs and that team member agreement is often lower than desired. To enhance our understanding of the structure of within‐team variance, using a sample of 20,183 individuals in 4,313 teams, we explored the proportion of variance attributable to different sources (response acquiescence, positivity bias, and rater variance specific to each construct) for five team constructs. We also examined the extent to which within‐team variance changed over time with a subsample of 3,720 individuals in 731 teams. The results indicated that constructs thought to be more observable, including role clarity and monitoring goal progress, appeared to be less prone to idiosyncratic perceiver effects and that the processes were widely experienced by all team members. Conversely, relationship conflict showed higher levels of within‐team variance and team consensus actually decreased over time. These findings indicate that perceptions of relationship conflict are influenced by the individual differences of team members and that conflict may be restricted to dyads or subgroups within teams. Overall, the findings indicate that stable perceiver effects and processes that are limited to a small proportion of team members may have a stronger influence on ratings of some team constructs than previously thought. We conclude with suggestions for theory development, team construct measurement, and advice to understand processes that lead to consensus in perceptions of team constructs. [ABSTRACT FROM AUTHOR]

Singlet oxygen (1O2) is known to have antibacterial activity; however, production can involve complex processes with expensive chemical precursors and/or significant energy input. Recent studies have confirmed the generation of 1O2 through the activation of photosensitizer molecules (PSs) with visible light in the presence of oxygen. Given the increase in the incidence of foodborne diseases associated with cross-contamination in food-processing industries, which is becoming a major concern, food-safe additives, such as chlorophyllins, have been studied for their ability to act as PSs. The fluorescent probe Singlet Oxygen Sensor Green (SOSG®) was used to estimate 1O2 formation upon the irradiation of traditional PSs (rose bengal (RB), chlorin 6 (ce6)) and novel chlorophyllins, sodium magnesium (NaChl) and sodium copper (NaCuChl), with both simulated-solar and visible light. NaChl gave rise to a similar 1O2 production rate when compared to RB and ce6. Basic mixing was shown to introduce sufficient oxygen to the PS solutions, preventing the limitation of the 1O2 production rate. The NaChl-based inactivation of Gram-positive S. aureus and Gram-negative E. coli was demonstrated with a 5-log reduction with UV–Vis light. The NaChl-based inactivation of Gram-positive S. aureus was accomplished with a 2-log reduction after 105 min of visible-light irradiation and a 3-log reduction following 150 min of exposure from an initial viable bacterial concentration of 106 CFU mL−1. CHS-NaChl-based photosensitization under visible light enhanced Gram-negative E. coli inactivation and provided a strong bacteriostatic effect preventing E. coli proliferation. The difference in the ability of NaChl and CHS-NaChl complexes to inactivate Gram-positive and Gram-negative bacteria was confirmed to result from the cell wall structure, which impacted PS–bacteria attachment and therefore the production of localized singlet oxygen. [ABSTRACT FROM AUTHOR]

Some research suggests that job applicants tend to express negative perceptions of asynchronous video interviews (AVIs). Drawing from basic psychological needs theory, we proposed that these negative perceptions arise partly from the lack of human interaction between applicants and the organization during an AVI, which fails to satisfy applicants' need for relatedness. Recruiting participants through Prolific, we conducted two experimental studies that aimed to manipulate the level of relatedness support through a relatedness‐need supportive introductory video containing empathetic messaging and humor. Using a vignette approach, participants in study 1 (N = 100) evaluated a hypothetical AVI that included one of two introductory videos: relatedness‐supportive versus neutral messaging. The relatedness‐supportive video yielded higher relatedness need satisfaction (d = 0.53) and organizational attraction ratings (d = 0.49) than the neutral video. In study 2, participants (N = 231) completed an AVI that included one of the two videos and evaluated their AVI experience. In contrast to the vignette study, we observed no significant differences between groups for relatedness need satisfaction, organizational attraction, nor other outcomes. Our findings provided little evidence that humor and empathic video messaging improves reactions to an AVI and illustrated the limitations on the external validity of vignette designs. [ABSTRACT FROM AUTHOR]

People with autism show superior performance to controls on the Embedded Figures Test (EFT). However, studies examining the relationship between autistic-like traits and EFT performance in neurotypical individuals have yielded inconsistent findings. To examine the inconsistency, a meta-analysis was conducted of studies that (a) compared high and low Autism-Spectrum Quotient (AQ) groups, and (b) treated AQ as a continuous variable. Outcomes are consistent with superior visual search forming part of the broader autism phenotype, but in existing literature, this is evident only when comparing extreme groups. Reanalysis of data from previous studies suggests findings are unlikely to be driven by a small number of high scorers. Monte Carlo simulations are used to illustrate the effect of methodological differences on results.