How asynchronous video interviews are used in practice:A study of an Australian‐based AVI vendor

With an archival data set from an Australian-based asynchronous video interview (AVI) vendor, we examined how employers implemented AVI features as a step toward understanding how AVIs can be more optimally designed. The multilevel data contained information about 2,550,105 responses from 627,999 candidates to 52,623 questions, nested within 12,105 interview templates. We found that AVIs were often used for small applicant pools (Mdn = 10 candidates per AVI) and that a majority of the AVIs comprised four to five questions, with candidates typically given 30 seconds to prepare a response, and 2 minutes to record it. Only rarely were candidates permitted to preview questions or re-record responses. Finally, we noted that the settings typically applied were highly consistent with platform's default settings

Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction

Organizational researchers increasingly recognize the need to consider the Dark Triad traits (i.e., psychopathy, Machiavellianism, and narcissism) when explaining undesirable work outcomes (e.g., counterproductive behaviors). However, little research has focused on the motivations of those who actually hold the traits. In this study (N= 361) we examined how the Dark Triad traits predispose individuals to perceive situations as competitive, prestigious, and comprised of restrictions (i.e., autonomy) which differentially predict job satisfaction. Individuals high on psychopathy and Machiavellianism perceived their workplaces as competitive, whereas individuals high on narcissism perceived their workplaces as prestigious and with fewer restrictions. Sex differences in perceptions were fully mediated by psychopathy and Machiavellianism. We discuss our results from an Evolutionary Industrial/Organization Psychology framework

Thinking Bigger and Better about "Bad Apples": Evolutionary Industrial/Organizational psychology and the Dark Triad

The focal article by Guenole (2014) correctly contends that industrial– organizational (I–O) psychology has been overly reliant on the Big Five or the five-factor model (Benet-Martínez & John, 1998). Although popular and useful, the Big Five also tends to be limited in two important ways. The Big Five is a set of atheoretically derived, descriptive adjectives, and it tends to better tap ‘‘positive’’ aspects of people’s personality over ‘‘negative’’ or ‘‘darker’’ sides. A number of authors have highlighted the importance of examining ‘‘darker’’ aspects of people’s personality both outside (Jonason, Li, Webster, & Schmitt, 2009; Lee & Ashton, 2005; Paulhus & Williams, 2002) and within (Hogan & Hogan, 2001; Jonason, Slomski, & Partyka, 2012) the workplace. As potential mechanisms to explore the ‘‘darker’’ aspects of the workplace, the author of the focal article suggests the Dark Triad of personality (i.e., narcissism, psychopathy, and Machiavellianism). Although the focal article was not solely about these three, we use them as examples to illustrate a broader point: An evolutionary perspective can provide a foundational theory through which workplace phenomenon can be examined with greater richness

Operator selection for human-automation teaming: The role of manual task skill in predicting automation failure intervention.

Humans working in modern work systems are increasingly required to supervise task automation. We examined whether manual aircraft conflict detection skill predicted participants’ ability to respond to conflict detection automation failures in simulated air traffic control. In a conflict discrimination task (to assess manual skill), participants determined whether pairs of aircraft were in conflict or not by judging their relative-arrival time at common intersection points. Then in a simulated air traffic control task, participants supervised automation which either partially or fully detected and resolved conflicts on their behalf. Automation supervision required participants to detect when automation may have failed and effectively intervene. When automation failed, participants who had better manual conflict detection skill were faster and more accurate to intervene. However, a substantial proportion of variance in failure intervention was not explained by manual conflict detection skill, potentially reflecting that future research should consider other cognitive skills underlying automation supervision

Signal detection with criterion noise: Applications to recognition memory

A tacit but fundamental assumption of the theory of signal detection is that criterion placement is a noise-free process. This article challenges that assumption on theoretical and empirical grounds and presents the noisy decision theory of signal detection (ND-TSD). Generalized equations for the isosen-sitivity function and for measures of discrimination incorporating criterion variability are derived, and the model’s relationship with extant models of decision making in discrimination tasks is examined. An experiment evaluating recognition memory for ensembles of word stimuli revealed that criterion noise is not trivial in magnitude and contributes substantially to variance in the slope of the isosensitivity function. The authors discuss how ND-TSD can help explain a number of current and historical puzzles in recognition memory, including the inconsistent relationship between manipulations of learning and the isosensitivity function’s slope, the lack of invariance of the slope with manipulations of bias or payoffs, the effects of aging on the decision-making process in recognition, and the nature of responding in remember–know decision tasks. ND-TSD poses novel, theoretically meaningful constraints on theories of recognition and decision making more generally, and provides a mechanism for rapprochement between theories of decision making that employ deterministic response rules and those that postulate probabilistic response rules

Cultural Differences in Prioritizing Applicant Attributes when Assessing Employment Suitability

We examined how culture influences perceptions of applicant attributes when assessing employment suitability. In two studies (N = 408), we compared members from a collectivistic society (Singapore) to two samples from individualistic societies (the United States and Australia) on their perceptions of applicant attributes across job contexts. For each job, participants either chose between candidates with different attribute profiles or created ideal candidates by allocating a fixed amount of percentile points across different attributes. More often than Australians, Singaporeans chose the candidate with higher levels of the trait (e.g., openness to experience) uniquely associated with the job (e.g., graphic designer). More so than either Americans or Australians, Singaporeans prioritized having the trait most associated with each job. Members from collectivistic societies may require higher levels of the traits most associated with different jobs than members from individualistic societies, who prefer more well-rounded individuals for each job. As discussed, the study of lay perceptions may have implications for training hiring professionals and managers

Occupational Niches and the Dark Triad Traits

Our research focused on the vocational interests correlated with the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism). By understanding how these traits facilitate the structuring of one's environment, we hypothesized that psychopaths will be more interested in realistic and practical careers, narcissists will be more interested in artistic, enterprising, and social careers, and Machiavellians will be more interested in avoiding careers that involve caring for others. In two cross-sectional studies (N= 424; N= 274), we provide general support for these hypotheses. Overall, our study showed those high on the Dark Triad traits may structure their social environment through idealized career preferences. We also show that sex differences in career preferences might be a function, in part of, individual differences in the Dark Triad traits. \ua9 2014 Elsevier Ltd

Human Leukocyte Antigen Profile Predicts Severity of Autoimmune Liver Disease in Children of European Ancestry

Background and Aims Genetic predisposition to autoimmune hepatitis (AIH) in adults is associated with possession of human leukocyte antigen (HLA) class I (A*01, B*08) and class II (DRB1*03, ‐04, ‐07, or ‐13) alleles, depending on geographic region. Juvenile autoimmune liver disease (AILD) comprises AIH‐1, AIH‐2, and autoimmune sclerosing cholangitis (ASC), which are phenotypically different from their adult counterparts. We aimed to define the relationship between HLA profile and disease course, severity, and outcome in juvenile AILD. Approach and Results We studied 236 children of European ancestry (152 female [64%], median age 11.15 years, range 0.8‐17), including 100 with AIH‐1, 59 with AIH‐2, and 77 with ASC. The follow‐up period was from 1977 to June 2019 (median 14.5 years). Class I and II HLA genotyping was performed using PCR/sequence‐specific primers. HLA B*08, ‐DRB1*03, and the A1‐B8‐DR3 haplotype impart predisposition to all three forms of AILD. Homozygosity for DRB1*03 represented the strongest risk factor (8.8). HLA DRB1*04, which independently confers susceptibility to AIH in adults, was infrequent in AIH‐1 and ASC, suggesting protection; and DRB1*15 (DR15) was protective against all forms of AILD. Distinct HLA class II alleles predispose to the different subgroups of juvenile AILD: DRB1*03 to AIH‐1, DRB1*13 to ASC, and DRB1*07 to AIH‐2. Possession of homozygous DRB1*03 or of DRB1*13 is associated with fibrosis at disease onset, and possession of these two genes in addition to DRB1*07 is associated with a more severe disease in all three subgroups. Conclusions Unique HLA profiles are seen in each subgroup of juvenile AILD. HLA genotype might be useful in predicting responsiveness to immunosuppressive treatment and course

Perinatal and 2-year neurodevelopmental outcome in late preterm fetal compromise: the TRUFFLE 2 randomised trial protocol

Introduction: Following the detection of fetal growth restriction, there is no consensus about the criteria that should trigger delivery in the late preterm period. The consequences of inappropriate early or late delivery are potentially important yet practice varies widely around the world, with abnormal findings from fetal heart rate monitoring invariably leading to delivery. Indices derived from fetal cerebral Doppler examination may guide such decisions although there are few studies in this area. We propose a randomised, controlled trial to establish the optimum method of timing delivery between 32 weeks and 36 weeks 6 days of gestation. We hypothesise that delivery on evidence of cerebral blood flow redistribution reduces a composite of perinatal poor outcome, death and short-term hypoxia-related morbidity, with no worsening of neurodevelopmental outcome at 2 years. Methods and analysis: Women with non-anomalous singleton pregnancies 32+0 to 36+6 weeks of gestation in whom the estimated fetal weight or abdominal circumference is <10th percentile or has decreased by 50 percentiles since 18-32 weeks will be included for observational data collection. Participants will be randomised if cerebral blood flow redistribution is identified, based on umbilical to middle cerebral artery pulsatility index ratio values. Computerised cardiotocography (cCTG) must show normal fetal heart rate short term variation (≥4.5 msec) and absence of decelerations at randomisation. Randomisation will be 1:1 to immediate delivery or delayed delivery (based on cCTG abnormalities or other worsening fetal condition). The primary outcome is poor condition at birth and/or fetal or neonatal death and/or major neonatal morbidity, the secondary non-inferiority outcome is 2-year infant general health and neurodevelopmental outcome based on the Parent Report of Children's Abilities-Revised questionnaire. Ethics and dissemination: The Study Coordination Centre has obtained approval from London-Riverside Research Ethics Committee (REC) and Health Regulatory Authority (HRA). Publication will be in line with NIHR Open Access policy. Trial registration number: Main sponsor: Imperial College London, Reference: 19QC5491. Funders: NIHR HTA, Reference: 127 976. Study coordination centre: Imperial College Healthcare NHS Trust, Du Cane Road, London, W12 0HS with Centre for Trials Research, College of Biomedical & Life Sciences, Cardiff University. IRAS Project ID: 266 400. REC reference: 20/LO/0031. ISRCTN registry: 76 016 200