Reducing ethnic discrimination in resume screening : a test of two training interventions

Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigated the effectiveness of two cognitive training interventions (i.e., a culture-general assimilator and a structured free recall intervention) for reducing hiring discrimination against ethnic minority job applicants in the resume-screening stage. A pre-test, repeated post-test experimental study showed initial hiring discrimination (i.e., less positive evaluations of minority job applicants than majority ones), which was reduced shortly after both training interventions. Hiring discrimination, however, resurfaced 3 months later for both interventions. The culture-general assimilator also positively affected participants' perceived ability to suppress stereotypes, both short-term and long-term. Findings are considered in the light of a comparison of these training interventions, their programme features, and their compatibility with the resume-screening task. Implications for prejudice reduction initiatives, their potential differential effects, and further research are also discussed

The effects of graded levels of calorie restriction : VIII. impact of short term calorie and protein restriction on basal metabolic rate in the C57BL/6 mouse

We are grateful to the animal house staff for looking after the animals. The work was supported by the UK Biotechnology and Biological Sciences Research Council BBSRC (grants BB/G009953/1 and BB/J020028/1) to JRS and SEM. DD was supported by a studentship from the Centre for Genome Enabled Biology and Medicine, Aberdeen, UK, and CG was supported by a BBSRC EastBio studentship. Joint meetings were funded by a BBSRC China partnering award (BB/JO20028/1).Peer reviewedPublisher PD

The effects of graded levels of calorie restriction : I. impact of short term calorie and protein restriction on body composition in the C57BL/6 mouse

We acknowledge the BSU staff for their invaluable help with caring for the animals and anonymous referees for their inputs. The work was supported by the Biotechnology and Biological Sciences Research Council (BBSRC) of the UK (Standard grant BB/G009953/1 and China partnering award BB/JO20028/1). The authors declare no competing interests.Peer reviewedPublisher PD

Protein quality and quantity influence the effect of dietary fat on weight gain and tissue partitioning via host-microbiota changes

ACKNOWLEDGMENTS This work was supported by a research grant from Science Foundation Ireland (SFI) under grant SFI/16/BBSRC/3389, BBSRC under grant number BB/ P009875/1 (to K.N.N. and J.R.S.), and in part by SFI and the Department of Agriculture, Food and Marine under grant 16/RC/3835 (to VistaMilk). We thank Conall Strain, David Mannion, and John Leech for contributing to the metabolomics analysis. We thank Alina Kondrashina for help with the Milliplex system.Peer reviewedPublisher PD

Economic predictors of differences in interview faking between countries : economic inequality matters, not the state of economy

Many companies recruit employees from different parts of the globe, and faking behavior by potential employees is a ubiquitous phenomenon. It seems that applicants from some countries are more prone to faking compared to others, but the reasons for these differences are largely unexplored. This study relates country-level economic variables to faking behavior in hiring processes. In a cross-national study across 20 countries, participants (N = 3839) reported their faking behavior in their last job interview. This study used the random response technique (RRT) to ensure participants anonymity and to foster honest answers regarding faking behavior. Results indicate that general economic indicators (gross domestic product per capita [GDP] and unemployment rate) show negligible correlations with faking across the countries, whereas economic inequality is positively related to the extent of applicant faking to a substantial extent. These findings imply that people are sensitive to inequality within countries and that inequality relates to faking, because inequality might actuate other psychological processes (e.g., envy) which in turn increase the probability for unethical behavior in many forms

A marine biological valuation map for the Belgian part of the North Sea

Policy makers and marine managers request reliable and meaningful biological baseline maps to be able to make well-deliberated choices concerning sustainable use and conservation in the marine environment. When such maps are lacking one is often obliged to base value assessments on the best available expert judgment. Biological valuation maps compile and summarize all available biological and ecological information for a marine area and allocate an integrated biological value to subzones. Derous et al. (in press) developed a valuation concept around a selected set of valuation criteria (rarity, fitness consequences, aggregation, naturalness and proportional importance). The concept allows the assessment of the intrinsic value of the subzones within an area, on a relative basis. In order to develop a marine biological valuation map for the Belgian part of the North Sea (BPNS), a protocol for the practical application of this valuation concept was developed. After dividing the area into subzones and collecting the available biological data, the protocol allows the scoring of the valuation criteria by answering specific assessment questions. These questions are relevant for the different criteria and incorporate all organizational levels of biodiversity (from the genetic to the ecosystem level). Applying this protocol to the data of the BPNS allowed producing a full-coverage biological valuation map for the area, which integrates knowledge on seabirds, macrobenthos, demersal fish and epibenthos. Separate valuation maps for each ecosystem component are also available, next to reliability maps for each valuation map. These maps can be used as baseline maps for future spatial planning in the BPNS

Applicant perspectives during selection

We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (“So what?”). This is followed by a consideration of “What’s new?” by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on “Where to next?” and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes

LeverAge: a European network to leverage the multi-age workforce

Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https:// www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and the translation of science to practical and societal impact across 4 years. Based on a research synthesis, we identify five broad research directions for work and aging science including work and organizational practices for a multi-age workforce, successful aging at work, the integration of age-diverse workers and knowledge transfer, aging and technology at work, and career development in later life and retirement. We provide key research questions to guide scientific inquiry along these five research directions alongside best practice recommendations to expand scholarly impact in WOP/HRM