Benefiting from multiple-choice exams : the positive impact of answer switching

The extent and benefit of answer switching when completing multiple-choice exams was investigatedin an undergraduate course (n = 1,152) and a postgraduate course (n = 1,624). Answerswitching was identified in 1.7% and 2.4% of cases, respectively. In both samples, more than halfthe participants changed at least one answer and, of these, approximately 50% increased their testscore and 25% decreased their test score. Significant gender differences were not found, but maleswere less likely to switch. Multivariate analysis indicated no significant differences in answer switching behaviour between Australian and international students. Univariate tests, however, suggested that international students made more right to wrong (p <.05) and wrong to wrong (p <.02) switches. The results also suggested that better students were more likely to switch from a wrong to a right answer, and to make significantly fewer right to wrong (p < .001) switches

Australian management selection practices : closing the gap between research findings and practice

Three arguments were made for expecting changes in selection practice over the past decade: 1) time necessary to transfer research findings into practice, 2) evidence that HRM has become more strategic, and 3) the increased professionalism of the HRM community. In contrast to earlier findings, there wa strong support for the use of structured interviewing. Interviews were most commonly undertaken by HR and line staff. Typically applicants underwent more than one interview and at each, were interviewed by two to three interviewers. Cognitive tests were more frequently used than personality assessments. There was some support for personality assessments based on the Five Factor Model but there was similar support for measures without published psychometric properties. In general, the government sector made greater use of structured interviewing, conducted a single interview with two to three interviewers present and made use of better quality assessment tools compared to other sectors. Recommendations are made for future studies

Shift work, sleepiness and long distance driving

A structured interview was used to collect data from 1579 passenger vehicle drivers over a 10-week period. Approximately 11% of these drivers were shift workers (SW) who had completed night shift and the balance were non-shift workers (NSW). The mean one-way driving distance was 211 km (SD=84) and 213 (SD=162) for SW and NSW respectively. The majority of SW (76%) did not plan to take a driving break and some intended driving up to 600 km. SW reported taking approximately 6.5h of sleep the day before the drive compared to NSW who had a full nights sleep. Mean sleepiness ratings based on the Karolinska Sleepiness Scale (KSS) suggested SW were significantly more sleepy (M=4.64) than NSW (M=2.98). Approximately 19% of SW were classified with severe sleepiness (KSS ≥7) compared to 1% of NSW and this suggested SW had a greater incidence of safety relevant sleepiness. Severe sleepiness has been linked to driving impairments and is therefore, of concern for the safety of the individual and the wider community

A psychometric evaluation and validation of the preferences scale

The Preferences Scale (PS) is a new measure of morningness and therefore requires intensive investigation to establish its measurement properties and validity. A confirmatory factor analysis (CFA) of Smith and colleagues (2002) posited model structure was not optimal in both a student (n = 731) and working sample (n = 218). However, significant differences (p < 0.01) were found for times to sleep and wake between morning and evening types. Principal components and reliability analyses were used to develop a 6-item model comprising 2 factors using a student sample (n = 368). Cronbach’s a for the PS was 0.73 and the factors explained 61% of the variance. The revised model was replicated via CFA in a separate student sample (n = 363). A subsequent CFA confirmed the model structure in the working sample. Cronbach’s a was 0.74 and the factors explained 64% of the variance. Significant differences (p < 0.01) in self-reported alertness ratings between morning and evening types were obtained by time-of-day. These results provide preliminary support for the PS. The predictive efficacy of the PS requires further validation against a number of health and work-related variables

A revised model of Dickman's dysfunctional impulsivity scale

The literature suggests limitations to Dickman's dysfunctional impulsivity (DI) scale. These concerns are centered on the measurement properties of this scale and on its reliance on student samples. To address these criticisms, the DI was administered to a random adult sample (n = 649, mean age 43.83 ± 13.46 years), 13% of whom were university educated. Confirmatory factor analysis (CFA) did not support the fit of the posited 12-item DI scale. The full sample was randomly divided. Principal components analysis was applied to one sample (n = 328), resulting in a 9-item model. This new model was then replicated using CFA in the second sample (n = 321). Cronbach’s α for the 9-item model was 0.84 and item-total correlations were > 0.39. The 30th and 70th percentile scores from the DI distribution of scores were used to categorize participants with low and high DI. The high-DI group was associated with significantly more driving distractions and lane crossings

The distribution of sleepiness, sleep and work hours during a long distance morning trip : a comparison between night- and non-night workers

Few studies have examined the extent of driver sleepiness during a long distance morning trip. Sleepiness at this time may be high because of night work, waking early to commence work or travel, sleep disorders and the monotony of driving long distances. The objective of this study was to estimate the prevalence of chronic sleepiness (Epworth sleepiness score≥10) and sleep restriction (≤5 h) in a sample of 649 drivers. Participants driving between 08:00 and 10:00 on three highways in regional Australia participated in a telephone interview. Approximately 18% of drivers reported chronic sleepiness. The proportions of nightworkers (NW) and non-night workers (NNW) with chronic sleepiness were not significantly different but males reported a significantly greater proportion of chronic sleepiness than females. The NW group had a significantly greater proportion of drivers with ≤5 h of sleep in the previous 24 and 48 h, fewer nights of full sleep (≤4), acute sleepiness and longer weekly work hours. The NW group reported driving a significantly longer distance at Time 1 (Mean = 140.29±72.17 km, versus 117.55±89.74 km) and an additional longer distance to complete the journey (Mean = 89.33±95.23 km, versus 64.77±94.07 km). The high proportions of sleep restriction and acute sleepiness among the NW group, and the amount of chronic sleepiness in the NW and NNW groups reported during a long distance morning trip may be of concern for driver safety

The relationship between multiple levels of learning practices and objective and subjective organizational financial performance

Multi-level learning approaches suggest that individuals, groups and organizations act both independently and interact dynamically to contribute to organizational performance. We directly examined this proposition in an Australian sample using a longitudinal design that employed subjective and objective financial performance data. Respondents completed a survey that provided details on their individual, team and organizational learning practices ILP, TLP and OLP, respectively), and self assessed performance compared to 3 years ago. Concurrently, we collected objective performance data (sales/employee numbers) at 3 yearly intervals and averaged these data to create an index. Using hierarchical and moderated regression, we found a positive main effect for OLP with both subjective and objective performance. Main effects for ILP and TLP were not found. Further, we found a significant interaction between ILP and TLP such that the effect of TLP on productivity was better in organizations with less ILP. Three-way interactions were not found. Overall, these results provide some support for the model. We discuss some limitations of the study and make recommendations for future studies

The stability of the morning affect scale across age and gender

A limitation of the morningness–eveningness literature is the assumption that morningness is a ‘fixed’ construct. Morningness–eveningness scales are often developed on young adult samples, yet studies report that eveningness peaks in young adults with a shift to morningness from the age of 25 to 35 years of age. This age related change in morningness–eveningness may explain why these scales have limited success when applied in older samples. We tested this argument by developing a measurement model based on the Composite Scale of Morningness using a sample aged <30 years of age. Tucker’s congruence coefficient and confirmatory factor analysis indicated this solution was not a good fit in three older age groups. In contrast, we repeated this assessment using the ‘morning affect’ scale. This scale comprises items that measure morningness preference only. Model fit indicators suggested the ‘morning affect’ scale was a good fit across four age groups and gender

Organisational support for employee learning : an employee perspective

Purpose – This paper aims to describe the forms of organisational support that employees perceived as helpful to support their learning. This study aims to explore how organisational support is distinct from other kinds of learning support. Design/methodology/approach – This is a qualitative exploratory study utilising a cross-sectional design. Interviews were conducted in a large multi-site Australian organisation with 24 graduates from four leadership development programmes. Findings – The results from this study extend the literature relating to work environment as an important factor in supporting employee learning. We differentiate between the types of support that employees perceived the organisation provided from other types of learning support. The results suggest that for organisations to positively impact employees’ learning, they should pay attention to three key factors: provide high-quality relevant development programmes; ensure that course content is aligned with the organisations strategy and the employees work; and ensure senior management commitment throughout all aspects of the employee development process. Originality/value – This study gives voice to employees’ perceptions of how organisations can support their learning. It also provides rich data that extends the literature through a qualitative study in a field dominated by quantitative studies