Banding together to avoid exploitation:Dominant (but not prestige-based) leaders motivate collective moral opposition from followers

Although dominance is a common strategy for attaining high social rank, it often entails exploitative behavior, bringing leaders into conflict with followers. Anthropological work suggests that a long evolutionary history of such conflict has set the stage for moral systems designed to reduce exploitation from powerful people. Here we establish links between dominance (and prestige) and moral leadership, reporting three studies (total n = 1246) demonstrating that, in response to dominant leaders, followers band together in collective opposition aimed at resisting, and even toppling, incumbent leaders. These studies also identify specific social psychological pathways through which dominant leaders elicit moral opposition-low levels of trust and gossip both mediated effects of leader dominance on collective opposition by followers. While dominance may allow people to rise through the ranks of a social hierarchy, the long-term durability of dominance as a leadership strategy may be undermined by collective moral opposition from followers

A New Scoring Procedure in Assessment Centers: Insights from Interaction Analysis

This paper proposes interaction analysis as an alternative scoring procedure in assessment centers (ACs). Interaction analysis allows for a more fine-grained scoring approach by which candidate behaviors are captured as they actually happen, thus avoiding judgment errors typically associated with traditional scoring procedures. We describe interaction analysis and explain how this procedure can improve the validity of ACs. In a short research example, we showcase how interaction analysis can be implemented in AC settings. Finally, we integrate our arguments in terms of three key propositions which we hope will inspire future research on more dynamic scoring procedures

Maximum Acceptable Weight of Lift reflects peak lumbosacral extension moments in a Functional Capacity Evaluation test using free style, stoop, and squat lifting

It is unclear whether the maximum acceptable weight of lift (MAWL), a common psychophysical method, reflects joint kinetics when different lifting techniques are employed. In a within-participants study (n = 12), participants performed three lifting techniques - free style, stoop and squat lifting from knee to waist level - using the same dynamic functional capacity evaluation lifting test to assess MAWL and to calculate low back and knee kinetics. We assessed which knee and back kinetic parameters increased with the load mass lifted, and whether the magnitudes of the kinetic parameters were consistent across techniques when lifting MAWL. MAWL was significantly different between techniques (p = 0.03). The peak lumbosacral extension moment met both criteria: it had the highest association with the load masses lifted (r > 0.9) and was most consistent between the three techniques when lifting MAWL (ICC = 0.87). In conclusion, MAWL reflects the lumbosacral extension moment across free style, stoop and squat lifting in healthy young males, but the relation between the load mass lifted and lumbosacral extension moment is different between techniques. Practitioner Summary: Tests of maximum acceptable weight of lift (MAWL) from knee to waist height are used to assess work capacity of individuals with low-back disorders. This article shows that the MAWL reflects the lumbosacral extension moment across free style, stoop and squat lifting in healthy young males, but the relation between the load mass lifted and lumbosacral extension moment is different between techniques. This suggests that standardisation of lifting technique used in tests of the MAWL would be indicated if the aim is to assess the capacity of the low back. © 2012 Copyright Taylor and Francis Group, LLC

Development and validation of a HEXACO situational judgment test

The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between.55 and.74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool

Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter?

Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited

Applicant reactions to algorithm- versus recruiter-based evaluations of an asynchronous video interview and a personality inventory

In two studies, we examined the effects of algorithm based (vs. recruiter-based) evaluations of an asynchronous video interview and a personality inventory on applicant reactions. In line with our expectations, we found several negative applicant reactions to the use of algorithms. Specifically, in Study 1 (N = 172), informing participants that an algorithm, rather than a recruiter, had analysed their interview and personality inventory increased feelings of emotional creepiness, and reduced fairness perceptions, perceived predictive validity and feedback acceptance. In Study 2 (N = 276), we were able to replicate these effects for fairness perceptions and perceived predictive validity. Furthermore, in both studies, algorithm based evaluations negatively affected feedback acceptance, organizational attraction and job acceptance intentions through fairness perceptions. However, in contrast with our expectations, selection decision favour ability did not influence the impact of evaluation source (recruiter vs. algorithm) on applicant reactions. In Study 2, we also found some tentative evidence that applicant reactions to algorithm based evaluations are not affected by the type of information source (i.e. verbal vs. nonverbal cues) on which the algorithm is based

Exploring the application of a text-to-personality technique in job interviews

This research’s purpose was to develop a valid and transparent text-to-personality technique to fit the requirements for personnel selection assessments. In this research we developed an advanced word-counting technique, the HEXACO text-to-personality (HTTP) technique, based on prior lexical personality research to assess personality from job interviews. To evaluate the technique’s construct and criterion-related validity we conducted three studies and analysed the transcripts of asynchronous (n = 102 and 72) and face-to-face (n = 155) interviews. These studies provided four key insights. First, the HTTP technique showed small to medium correlations with self-reported and interviewer-rated personality. Second, the technique showed mixed, but generally favourable, evidence for criterion-related validity. Third, the technique produced a more construct valid personality score when the interview questions activated the predicted personality trait. Fourth, the technique’s additional features (i.e., having weighted keywords and adjusting the keywords’ weight for adjacent quantifiers) did not improve its validity; unit-weighing was approximately equally effective. Altogether, the results show that a word-count text-analysis technique can discover traces of personality in interview transcripts. Still, significant improvements are needed before these types of automatically computed text-to-personality ratings can be used to replace or supplement interviewer ratings

Fate and transport of volatile organic compounds in glacial till and groundwater at an industrial site in Northern Ireland

Volatile organic compound (VOC) contamination of subsurface geological material and groundwater was discovered on the Nortel Monkstown industrial site, Belfast, Northern Ireland. The objectives of this study were to (1) investigate the characteristics of the geological material and its influences on contaminated groundwater flow across the site using borehole logs and hydrological evaluations, and (2) identify the contaminants and examine their distribution in the subsurface geological material and groundwater using chemical analysis. This report focuses on the eastern car park (ECP) which was a former storage area associated with trichloroethene (TCE) degreasing operations. This is where the greatest amount of volatile organic compounds (VOCs), particularly TCE, were detected. The study site is on a complex deposit of clayey glacial till with discontinuous coarser grained lenses, mainly silts, sands and gravel, which occur at 0.45-7.82 m below ground level (bgl). The lenses overall form an elongated formation that acts as a small unconfined shallow aquifer. There is a continuous low permeable stiff clayey till layer beneath the lenses that performs as an aquitard to the groundwater. Highest concentrations of VOCs, mainly TCE, in the geological material and groundwater are in these coarser lenses at similar to 4.5-7 m bgl. Highest TCE measurements at 390,000 mu g L-1 for groundwater and at 39,000 mu g kg(-1) at 5.7 m for geological material were in borehole GA19 in the coarse lens zone. It is assumed that TCE gained entrance to the subsurface near this borehole where the clayey till was thin to absent above coarse lenses which provided little retardation to the vertical migration of this dense non-aqueous phase liquid (DNAPL) into the groundwater. However, TCE is present in low concentrations in the geological material overlying the coarse lens zone. Additionally, VOCs appear to be associated with poorly drained layers and in peat < 3.0 m bgl in the ECP. Some indication of natural attenuation as VOCs degradation products vinyl chloride (VC) and dichloromethane (DCM) also occur on the site

A participatory physical and psychosocial intervention for balancing the demands and resources among industrial workers (PIPPI): study protocol of a cluster-randomized controlled trial

Background: Need for recovery and work ability are strongly associated with high employee turnover, well-being and sickness absence. However, scientific knowledge on effective interventions to improve work ability and decrease need for recovery is scarce. Thus, the present study aims to describe the background, design and protocol of a cluster randomized controlled trial evaluating the effectiveness of an intervention to reduce need for recovery and improve work ability among industrial workers. Methods/Design: A two-year cluster randomized controlled design will be utilized, in which controls will also receive the intervention in year two. More than 400 workers from three companies in Denmark will be aimed to be cluster randomized into intervention and control groups with at least 200 workers (at least 9 work teams) in each group. An organizational resources audit and subsequent action planning workshop will be carried out to map the existing resources and act upon initiatives not functioning as intended. Workshops will be conducted to train leaders and health and safety representatives in supporting and facilitating the intervention activities. Group and individual level participatory visual mapping sessions will be carried out allowing team members to discuss current physical and psychosocial work demands and resources, and develop action plans to minimize strain and if possible, optimize the resources. At all levels, the intervention will be integrated into the existing organization of work schedules. An extensive process and effect evaluation on need for recovery and work ability will be carried out via questionnaires, observations, interviews and organizational data assessed at several time points throughout the intervention period. Discussion: This study primarily aims to develop, implement and evaluate an intervention based on the abovementioned features which may improve the work environment, available resources and health of industrial workers, and hence their need for recovery and work ability