For decades researchers, analysts, and organizational professionals have utilized correction equations to adjust for the effects of various statistical artifacts. However, every correction method has certain assumptions that must be satisfied to work properly. These assumptions are likely rarely satisfied for range restriction corrections. As a result, these correction methods are used in a manner that can lead to incorrect results. The current study employed a Monte Carlo design to examine the direct range restriction correction. Analyses were conducted to examine the accuracy of adjustments made with the direct range restriction correction when its assumption of perfect top-down selection was violated to varying degrees. Analyses were conducted on two datasets, each representing a population of 1,000,000 cases. The following variables were manipulated: the population correlation, the selection ratio, and the probability that the hypothetical applicant would accept the job if offered. Results of the accuracy of the direct range restriction correction equation for the optimal (all job offers accepted) versus realistic (job offers refused at various rates) conditions demonstrated small differences in bias for all conditions. In addition, small differences in squared bias were observed for most of these conditions, with the exception of conditions with both low selection ratios and low probabilities of job offer acceptance. In a surprising finding, the direct range restriction correction equation exhibited greater accuracy for realistic job offer acceptance (some job offers refused) than for optimal job offer acceptance (all offers accepted). It is recommended that researchers further explore the violations of assumptions for correction methods of indirect range restriction as well.

This study examines the effect of a short term (30 min) self-efficacy intervention on job search behavior and job search related state-anxiety then proposes a sequential mediation model. Using a sample (N = 272) college students recruited from Amazon’s Mechanical Turk (N = 160) and a small liberal arts college in California (N = 112), participants completed a job search skills quiz and were randomly assigned to a positive feedback condition. They then immediately filled out self-report measures for self-efficacy (Career Decision Making Self-Efficacy), state anxiety (State-Trait Anxiety Inventory Form Y), and job search behavior (Proactive Career Behavior Measure). The results suggest that a positive effect of the intervention on job search behaviors is mediated by a reduction in anxiety and increase in career decision making self-efficacy. These findings are discussed in terms of their implications for college career counselors will be discussed.

The present study assessed the effects of differential language (English vs. heritage language) social skills in bilingual children with autism spectrum disorder (ASD). Four bilingual children with ASD (three Korean-American, and one Latino-American) participated in this study. Baseline consisted of 5-minute free-play sessions conducted in English. Intervention consisted of two alternating conditions: 5-minute play sessions conducted either in English or in the participant’s heritage language. A play-related instruction, contextually appropriate comment, and verbal praise were made every 30s during intervention. Dependent measures were play and social verbal behavior. Results demonstrated that participants displayed more play behaviors in heritage than English language sessions. No clear differences were found for social verbal behavior. Results are discussed in terms of the potential that the use of heritage language has in enhancing social skills interventions for children with ASD.

This review is an extension of a study by Shoenfelt and Pedigo (2005). The purpose of this review is to help form an understanding of how the courts handle cases where an organization has used a cognitive ability test to select employees and consequently faced charges. Cognitive ability testing is the best known predictor of job performance for a wide range of jobs. However, cognitive ability testing also is known to lead organizations to select fewer members of protected groups, such as African Americans, Hispanics, and women. The cases that were reviewed were identified in the LexisNexis database. In order to review the cases, pertinent information was coded by four Industrial-Organizational Psychology graduate students then used the information as categorical data to make comparisons based on the outcome of each case and the conditions that may have led to the outcome. Findings were similar to the Shoenfelt and Pedigo (2005), which is likely due to the low number of new cases that were added to the review. Cases in which the defendant had used a validated test often ruled in favor of the defendant. However, in the six new cases that were discovered, issues such as arbitrary cutoff scores and the presentation of equally valid alternatives played a role in rulings in favor of the plaintiff even in cases with a validated test. The case claims were all race based and all involved tests that were professionally developed.

Non-suicidal self-injury (NSSI) is considered a strong predictor of suicidal behavior, although the exact relationship between NSSI and suicide is not clear. Several factors have been suggested in previous research, including attitudes toward one’s own body, thoughts and beliefs regarding death and suicide, and the ability to cause physical harm to oneself. In the current study, the researcher obtained data from 285 young adult participants who reported a history of NSSI. Two multiple mediation models were tested in which body protection, suicide-related concerns, and acquired capability for suicide were examined as mediators of the relationship between NSSI and suicide attempt frequency. The first model, in which the predictor was NSSI frequency, was not supported. The second model, in which the predictor was NSSI versatility of methods, was partially supported; the only significant mediator was suicide-related concerns. These results add to the literature regarding the relationship between NSSI and suicide.

Organizational justice and citizenship behaviors are important components that contribute to an organization’s overall effectiveness. Additionally, when an employee enters into a new organization, they form psychological contracts with their employer that consists of elements such as fairness and consultation. This study aimed to integrate the literature on organizational justice, psychological contract, and organizational citizenship behaviors, as well as look at the possible effects uncertainty may play. Specifically, it was proposed that psychological contract would mediate the moderating effects of uncertainty and justice in predicting prosocial behavioral intentions. Results did not support the hypothesis. Interestingly, however, identification with the university seemed to play a role in the uncertainty by fairness interaction in predicting perceived contract fulfillment.

Broadband behavior rating scales are commonly used in schools to gain data to help make critical decisions about a student’s educational programming and whether he or she is eligible to receive special education services. Several broadband behavior rating scales are beginning to include a scale that assesses executive functioning. This study investigated how scores from an executive functioning scale on a broadband behavior rating scale (Conners 3, Conners, 2008) compared to an established scale that only measures executive functioning (Behavior Rating Inventory of Executive Function [BRIEF], Gioia, Isquith, Guy, & Kenworthy, 2000). Teachers completed both scales at the same point in time on students receiving academic interventions or special education services. Results indicated that the Conners 3 executive functioning scale primarily measures one scale on the BRIEF related to planning and organization skills. These results suggest that those using the Conners 3 executive functioning scale should be aware of the limited range of skills assessed and that they should be cautious in their interpretation of the scale when evaluating a student’s executive functioning skills.

Engagement is an increasingly important construct in organizational and educational settings. Research indicates that engagement is positively related to satisfaction, commitment, and performance in the workplace. This study investigated the relationship of Total Engagement to complete a thesis with Self-Determination Theory individual motivational constructs, the personality constructs of Psychological Capital and Core Self-Evaluations, and the experiential construct of Flow Propensity. The results indicated significant relationships between all constructs and engagement. Further, Psychological Capital and Flow Propensity explained 55% of the variance in Total Engagement to complete a thesis.

Past research demonstrates that fearful faces lead to an increase in temporal and a decrease in spatial gap detection, an effect proposed to be caused by a flow of input to the magnocellular pathways from the amygdala to the visual system (Bocanegra & Zeelenberg, 2009). The amygdala is also active for positive and arousing stimuli, including happy faces. The current study extends past research by presenting happy facial cues just before a gap detection task. Facial stimuli (i.e., happy/neutral faces) were presented in the periphery of the receptive field and quickly followed by a Landolt circle. Half of the participants were asked to detect a temporal gap and half a spatial gap. Response accuracy of gap detection was measured using signal detection theory. Consistent with past research on fearful faces, positive expressions were expected to facilitate temporal gap detection but not spatial gap detection when happy faces were used as cues in gap detection tasks. The current study found no difference in spatial or temporal gap detection given the emotional cue that preceded gap detection on each trial. Positive emotion did not appear to have the same impact as fear on the amygdala and visual areas involving attention.

It has been argued (Greer, 2013) that supervisors are a critical component in organizational effectiveness. Supervisors are required to hold many roles within the organization (Evans, 1965). Specifically, employees often see supervisors as representatives of the organization, while the organization depends on supervisors to maintain production (Greer, 2013). Many supervisors also fill a variety of other organizational roles such as mentor, trainer, motivator, disciplinarian, evaluator, and leader (Evans, 1965). For these reasons, effective supervisors are crucial to organizational success. The present study developed a behaviorally based training program for supervisors for a poultry processing organization. The training program content included displaying supervisor citizenship behavior and providing effective feedback. Examples of actual situations in the form of critical incidents were collected from incumbents serving as subject matter experts (SMEs). The critical incidents were then edited, retranslated, calibrated, and used to provide specific behavioral examples in the training program.