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Today's learners rely heavily on learning management systems (LMS) to access and submit coursework, receive feedback, interact with others, and track progress. The current study moves past the question of whether to use LMS, to uncover how LMS use affects learners. We drew on motivational theories of goal orientation to predict how frequently learners check their LMS, and to examine whether the use of LMS, including addictive cognitive and behavioral tendencies, would affect learning and stress outcomes. Using a longitudinal survey design administered to university students (N = 172), path analysis results demonstrated non-significant relationships of goal orientation on LMS checking frequency, and of LMS checking frequency on academic performance and overall stress. The cognitive component of addictive LMS use did significantly predict students' future stress levels, although behavioral addictive tendencies did not. Therefore, instructors should consider potential benefits as well as costs of LMS use, as cognitive preoccupations with LMS may exacerbate learners' stress.

Employee learning and development is critical to organizational success, particularly during times of crisis when increased volatility and demand necessitate adaptability and skill. We draw on theories of workplace learning and social exchange to investigate the unique influence of formal training, informal learning, and organizational support for training on the turnover intentions of frontline workers battling COVID-19. Survey data were gathered from a sample of Direct Support Professionals (N = 481) in New York state who continued their work supporting individuals with developmental and intellectual disabilities during the global coronavirus pandemic. The results support our predictions that employee engagement in formal training and, to a lesser extent, informal learning, as well as individuals' perceptions of organizational support for training, explain unique variance in turnover intentions. Alternative predictors, including tenure and region, explained some unique variance in turnover intentions, but neither age nor learning goal orientation demonstrated meaningful effects. Relative weights analysis revealed that the strongest negative predictors of turnover intentions were organizational support for training and engagement in formal training. Altogether these findings identify possible methods of deterring turnover intentions, by highlighting the key role that organizations play in supporting continuous learning amongst their employees, even in times of crisis. Implications of this study are discussed for research and practice on workforce learning and development for frontline workers and others, more generally.

Individuals concerned with subgroup differences on standardized tests suggest replacing these tests with holistic evaluations of unstructured application materials, such as letters of recommendation (LORs), which they posit show less bias. We empirically investigate this proposition that LORs are bias-free, and argue that LORs might actually invite systematic, race and gender subgroup differences in the content and evaluation of LORs. We text analyzed over 37,000 LORs submitted on behalf of over 10,000 graduate school applicants. Results showed that LOR content does differ across applicants. Furthermore, we see some systematic gender, race, and gender-race intersection differences in LOR content. Content of LORs also systematically differed between degree programs (S.T.E.M. vs. non-S.T.E.M.) and degree sought (doctoral vs. masters). Finally, LOR content alone did not predict an appreciable amount of variance in offers of admission (the first barrier to increasing diversity and inclusion in graduate programs). Our results, combined with past research on LOR content bias, highlight concerns that LORs can be biased against marginalized groups. We conclude with suggestions for reducing potential bias in LOR and for increasing diversity in graduate programs.

Different species of toothed whales (Odontoceti) exhibit a variety of tooth forms and enamel types. Some odontocetes have highly prismatic enamel with Hunter-Schreger bands, whereas enamel is vestigial or entirely lacking in other species. Different tooth forms and enamel types are associated with alternate feeding strategies that range from biting and grasping prey with teeth in most oceanic and river dolphins to the suction feeding of softer prey items without the use of teeth in many beaked whales. At the molecular level, previous studies have documented inactivating mutations in the enamel-specific genes of some odontocete species that lack complex enamel. At a broader scale, however, it is unclear whether enamel complexity across the full diversity of extant Odontoceti correlates with the relative strength of purifying selection on enamel-specific genes. Here, we employ sequence alignments for seven enamel-specific genes (ACP4, AMBN, AMELX, AMTN, ENAM, KLK4, MMP20) in 62 odontocete species that are representative of all extant families. The sequences for 33 odontocete species were obtained from databases, and sequences for the remaining 29 species were newly generated for this study. We screened these alignments for inactivating mutations (e.g., frameshift indels) and provide a comprehensive catalog of these mutations in species with one or more inactivated enamel genes. Inactivating mutations are rare in Delphinidae (oceanic dolphins) and Platanistidae/Inioidea (river dolphins) that have higher enamel complexity scores. By contrast, mutations are much more numerous in clades such as Monodontidae (narwhal, beluga), Ziphiidae (beaked whales), Physeteroidea (sperm whales), and Phocoenidae (porpoises) that are characterized by simpler enamel or even enamelless teeth. Further, several higher-level taxa (e.g., Hyperoodon, Kogiidae, Monodontidae) possess shared inactivating mutations in one or more enamel genes, which suggests loss of function of these genes in the common ancestor of each clade. We also performed selection (dN/dS) analyses on a concatenation of these genes and used linear regression and Spearman's rank-order correlation to test for correlations between enamel complexity and two different measures of selection intensity (# of inactivating mutations per million years, dN/dS values). Selection analyses revealed that relaxed purifying selection is especially prominent in physeteroids, monodontids, and phocoenids. Linear regressions and correlation analyses revealed a strong negative correlation between selective pressure (dN/dS values) and enamel complexity. Stronger purifying selection (low dN/dS) is found on branches with more complex enamel and weaker purifying selection (higher dN/dS) occurs on branches with less complex enamel or enamelless teeth. As odontocetes diversified into a variety of feeding modes, in particular, the suction capture of prey, a reduced reliance on the dentition for prey capture resulted in the relaxed selection of genes that are critical to enamel development. [ABSTRACT FROM AUTHOR]

What candidates say in an interview is important--but so is how they say it. We draw on dual-process theory to explain why interviewers rely on individuals' dynamic and static nonverbal cues to evaluate performance with quick, implicit inferences (System 1 processing). Yet, it remains unclear which cues most influence interviewers' judgments and whether moderators affecting interviewers' reliance on System 1 thinking (e.g., interview structure, modality, duration, and interviewee gender) impact the relationship between nonverbal cues and interview ratings. We performed the first meta-analysis to address these questions, integrating findings across 63 studies (N = 4868). The nonverbal cues demonstrating the strongest association with interview performance were professional appearance (p = .62), eye contact (p = .45), and head movement (p = .43). Moderator analyses highlight the persistent power of nonverbal cues, as the results were largely unaffected by interview structure, modality, or duration. Experimental design did play a role, as did interviewees' gender, with stronger effects for certain nonverbal cues (e.g., facial expressions and professional appearance) for women than men, conveying interviewers' reliance on gender-based stereotypes when judging their performance. Overall, these results suggest nonverbal cues and characteristics are an important influence on job applicants' success in employment interviews. [ABSTRACT FROM AUTHOR]