Where are the gender differences? Male priming boosts spatial skills in women

The effects of gender stereotype activation by priming on performance in a spatial task were investigated among a mixed adult sample (including students) of 161 men and women (mean age=31.90) from Austria (Europe). They were assigned to one of four experimental groups according to gender and stereotype activation condition. After a male or female gender stereotype activating task, participants worked on a test assessing mental rotation (three-dimensional cube test, Gittler 1990). A significant main effect of priming on the performance in the mental rotation task emerged. Cohen’s d showed a pronounced gender difference emerging only in the female priming condition (d=.59), whereas it disappeared in the male priming condition (d=.01)

Assessing Personality Traits Through Response Latencies Using Item Response Theory

Recent studies have revealed a relation between the given response and the response latency for personality questionnaire items in the form of an inverted-U effect, which has been interpreted in light of schema-driven behavior. In general, more probable responses are given faster. In the present study, the relationship between the probability of the given response and the response latency was investigated. First, a probabilistic model was introduced describing the relationship between response latencies and a latent trait. Second, the model was applied in an empirical study: Employing items from a personality questionnaire and using data from 170 men, the probability of responses were estimated based on the Rasch model. Assuming log-normally distributed response latencies, a linear regression model was fit to the logarithmized response latencies, including the response probability as a predictor. Findings suggested that the quantities are negatively related. This relation can be used to incorporate the response latency into the estimation of trait levels. For the scales used in the study, the results showed that test information could be increased by 13% to 17% when considering response latencies

Overweight People Have Low Levels of Implicit Weight Bias, but Overweight Nations Have High Levels of Implicit Weight Bias

Although a greater degree of personal obesity is associated with weaker negativity toward overweight people on both explicit (i.e., self-report) and implicit (i.e., indirect behavioral) measures, overweight people still prefer thin people on average. We investigated whether the national and cultural context - particularly the national prevalence of obesity predicts attitudes toward overweight people independent of personal identity and weight status. Data were collected from a total sample of 338,121 citizens from 71 nations in 22 different languages on the Project Implicit website (https://implicit.harvard.edu/) between May 2006 and October 2010. We investigated the relationship of the explicit and implicit weight bias with the obesity both at the individual (i.e., across individuals) and national (i.e., across nations) level. Explicit weight bias was assessed with self-reported preference between overweight and thin people; implicit weight bias was measured with the Implicit Association Test (IAT). The national estimates of explicit and implicit weight bias were obtained by averaging the individual scores for each nation. Obesity at the individual level was defined as Body Mass Index (BMI) scores, whereas obesity at the national level was defined as three national weight indicators (national BMI, national percentage of overweight and underweight people) obtained from publicly available databases. Across individuals, greater degree of obesity was associated with weaker implicit negativity toward overweight people compared to thin people. Across nations, in contrast, a greater degree of national obesity was associated with stronger implicit negativity toward overweight people compared to thin people. This result indicates a different relationship between obesity and implicit weight bias at the individual and national levels

Effects of response format on achievement and aptitude assessment results: multi-level random effects meta-analyses

Psychological achievement and aptitude tests are fundamental elements of the everyday school, academic and professional lives of students, instructors, job applicants, researchers and policymakers. In line with growing demands for fair psychological assessment tools, we aimed to identify psychometric features of tests, test situations and test-taker characteristics that may contribute to the emergence of test bias. Multi-level random effects meta-analyses were conducted to estimate mean effect sizes for differences and relations between scores from achievement or aptitude measures with open-ended (OE) versus closed-ended (CE) response formats. Results from 102 primary studies with 392 effect sizes revealed positive relations between CE and OE assessments (mean r = 0.67, 95% CI [0.57; 0.76]), with negative pooled effect sizes for the difference between the two response formats (mean dav = −0.65; 95% CI [−0.78; −0.53]). Significantly higher scores were obtained on CE exams. Stem-equivalency of items, low-stakes test situations, written short answer OE question types, studies conducted outside the United States and before the year 2000, and test-takers' achievement motivation and sex were at least partially associated with smaller differences and/or larger relations between scores from OE and CE formats. Limitations and the results’ implications for practitioners in achievement and aptitude testing are discussed

Effects of response format on psychometric properties and fairness of a matrices test: multiple choice versus free response

Reasoning is regarded to be an essential facet of fundamental cognitive abilities. As examinee characteristics may affect performance in Reasoning tests, concern about maintaining fairness is expressed. The purpose of the current study was to examine effects of response format on psychometric properties and fairness of a matrices test according to examinee´s sex, risk propensity, and test anxiety. A total of 433 German-speaking pupils (aged 14 to 20) were randomly assigned to either a multiple choice or a free response version of the same 25-item test. Data analysis yielded Rasch-homogeneous 23-item versions, with higher reliability, but lower criterion validity for the free response test. No interactions between response format and sex, test anxiety, or risk propensity were revealed, but a significant main effect of sex: men out-performed women in reasoning irrespective of response format. Results are discussed with reference to attributes of the test situation and sample characteristics

Frontiers in Psychology / Women Who Emerge as Leaders in Temporarily Assigned Work Groups : Attractive and Socially Competent but Not Babyfaced or Naïve?

The underrepresentation of women in top positions has been in the spotlight of research for decades. Prejudice toward female leaders, which decreases womens chances of emerging as leaders, has been discussed as a potential reason. Aiming to investigate the underlying mechanisms of this prejudice, we focused on the question of how facial characteristics might influence womens leadership emergence. Because other research has related ascribed social competence and ascribed naïveté to attractiveness and babyfacedness, respectively, we hypothesized that ascribed social competence would mediate the impact of ascribed attractiveness on leadership emergence and that ascribed naïveté would mediate the impact of ascribed babyfacedness on leadership emergence. In a pilot study, we analyzed data from 101 participants of a womens leadership contest held in 2015 in Germany. We then confirmed these results in a methodologically improved main study on other women who participated in the contest in one of two other years: 2016 and 2017 (N = 195). Women applied to participate in the contest by recording their answers to several questions in a video interview. In the contest, they were assigned to teams of about ten women each and worked on several assessment-center-like tasks. After each task, each member of each team nominated the three women they believed showed the best leadership potential in their group. We operationalized womens leadership emergence as the number of nominations received. We measured participants facial attractiveness, babyfacedness, social competence, and naïveté by having raters follow a specifically developed rating manual to rate the answers the women gave in the video interviews. In both studies, the results indicated that women with higher ascribed facial attractiveness had higher ascribed social competence, which significantly predicted leadership emergence in the contest. Likewise, women with higher ascribed babyfacedness had higher ascribed naïveté, which significantly, albeit only slightly, negatively predicted leadership emergence. We discuss the implications of the results for personnel selection.(VLID)338647

Frontiers in Psychology / How Do Men and Women Perceive a High-Stakes Test Situation?

The results of some high-stakes aptitude tests in Austria have revealed sex differences. We suggest that such discrepancies are mediated not principally by differences in aptitudes, skills, and knowledge but sex differences in test takers' perceptions of the test situation. Furthermore, previous research has indicated that candidates' evaluations of the fairness of the testing tool are of great importance from an institutional point of view because such perceptions are known to influence an organization's attractiveness. In this study, we aimed to investigate how women and men perceive and evaluate certain aspects of a high-stakes test situation by using the results and evaluations of an actual medical school aptitude test (747 applicants; 59% women). Test takers voluntarily evaluated the test situation and rated specific aspects of it (e.g., the fairness of the selection tool) and provided information regarding their test anxiety immediately after they completed the 4-h test. Data analyses indicated small, albeit significant sex differences in participants' perceptions of the test. Men described the test situation as slightly giving more opportunity to socialize and possessing more opportunity to deceive than women did. Furthermore, the perception of the test situation did not directly predict the test results, but it served as a moderator for the indirect effect of test anxiety on test results. By contrast, there were significant direct effects but no indirect effects of situation perception on evaluations of the fairness of the selection tool: The more the test situation was perceived as a high-pressure situation, the lower the fairness ratings of the testing tool. Results were discussed with reference to gender roles and test fairness.(VLID)336472