Evaluating a complex health promotion program to reduce hepatitis C among Aboriginal and Torres Strait Islander peoples in New South Wales, Australia: the Deadly Liver Mob.

The Deadly Liver Mob (DLM) is a peer-delivered incentivised health promotion program by and for Aboriginal and Torres Strait Islander Australians, and was introduced in response to the disproportionate number of Aboriginal and Torres Strait Islander Australians who are impacted by blood borne viruses (BBVs) and sexually transmitted infections (STIs). The goal of the program is to increase access to BBV and STI education, screening, treatment, and vaccination in recognition and response to the systemic barriers that Aboriginal and Torres Strait Islander peoples face in accessing health care. This commentary introduces a series of papers that report on various aspects of the evaluation of the Deadly Liver Mob (DLM) program. In this paper, we explain what DLM is and how we constructed an evaluation framework for this complex health promotion intervention.

Increasing access to screening for blood-borne viruses and sexually transmissible infections for Aboriginal and Torres Strait Islander Australians: evaluation of the Deadly Liver Mob program's 'cascade of care' across nine sites in New South Wales, Australia.

BACKGROUND: Aboriginal and Torres Strait Islander Australians are disproportionately impacted by blood-borne viruses (BBVs) and sexually transmissible infections (STIs). Stigma remains one of the key barriers to testing and treatment for BBVs and STIs, particularly among Aboriginal and Torres Strait Islander people. The Deadly Liver Mob (DLM) is a peer-delivered incentivised health promotion program by and for Aboriginal and Torres Strait Islander Australians. The program aims to increase access to BBV and STI education, screening, treatment, and vaccination for Aboriginal and Torres Strait Islander Australians in recognition of the systemic barriers for First Nations people to primary care, including BBV- and STI-related stigma, and institutional racism. This paper presents routinely collected data across nine sites on the 'cascade of care' progression of Aboriginal and Torres Strait Islander clients through the DLM program: hepatitis C education, screening, returning for results, and recruitment of peers. METHODS: Routinely collected data were collated from each of the DLM sites, including date of attendance, basic demographic characteristics, eligibility for the program, recruitment of others, and engagement in the cascade of care. RESULTS: Between 2013 and 2020, a total of 1787 Aboriginal and Torres Strait Islander clients were educated as part of DLM, of which 74% went on to be screened and 42% (or 57% of those screened) returned to receive their results. The total monetary investment of the cascade of care progression was approximately $56,220. Data highlight the positive impacts of the DLM program for engagement in screening, highlighting the need for culturally sensitive, and safe programs led by and for Aboriginal and Torres Strait Islander people. However, the data also indicate the points at which clients 'fall off' the cascade, underscoring the need to address any remaining barriers to care. CONCLUSIONS: The DLM program shows promise in acting as a 'one stop shop' in addressing the needs of Aboriginal and Torres Strait Islander people in relation to BBVs and STIs. Future implementation could focus on addressing any potential barriers to participation in the program, such as co-location of services and transportation.

Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors.

Competence-questioning communication at work has been described as gender-linked (e.g., mansplaining) and as impacting the way women perceive and experience the workplace. Three studies were conducted to investigate how the specific communication behaviors of condescending explanation (i.e., mansplaining), voice nonrecognition, and interruption can be viewed as gender-biased in intention by receivers. The first study was a critical incident survey to describe these competence-questioning behaviors when enacted by men toward women in the workplace and how women react toward them. Studies 2 and 3 used experimental paradigms (in online and laboratory settings, respectively) to investigate how women and men perceive and react to these behaviors when enacted by different genders. Results demonstrated that when faced with condescending explanation, voice nonrecognition, or interruption, women reacted more negatively and were more likely to see the behavior as indicative of gender bias when the communicator was a man. Implications for improving workplace communications and addressing potential gender biases in communication in organizations are discussed. Supplementary Information: The online version contains supplementary material available at 10.1007/s10869-022-09871-7.

Improving Graduate-School Admissions by Expanding Rather Than Eliminating Predictors.

The article by Woo et al. (this issue) reviews the existing research on graduate-school admissions measures. The goal of this commentary is to expand on their review and suggest several ways of supplementing the Graduate Record Examination (GRE) to both increase the predictive validity of admissions decisions and improve the diversity of a graduate program. We rely on several decades of research to suggest assessing both conscientiousness and vocational interests and combining the scores from these predictors with the GRE to inform admissions decisions. In addition, we also propose several ways of expanding recruitment efforts to attract qualified underrepresented minority applicants to improve the diversity of the applicant pool.

Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19.

Due to major work disruptions caused by the coronavirus (COVID-19) pandemic, supervisors in organizations are facing leadership challenges as they attempt to manage "work from home" arrangements, the health and safety of essential workers, and workforce reductions. Accordingly, the present research seeks to understand what types of leadership employees think is most important for supervisors to exhibit when managing these crisis-related contexts and, in light of assertions that women may be better leaders during times of crisis, examines gender differences in how male and female supervisors act and how subordinates perceive and evaluate them in real (Study 1) and hypothetical (Study 2) settings. Results indicate that communal leader behaviors were more important to employees in all three crisis contexts. In Study 1, communality was a stronger predictor than agency of supervisor likability and competence. In Study 2, communality was also more positively related to likability, but agency and communality were equally predictive of competence ratings. Ratings of real supervisors suggest that women were not more communal than men when managing these crises, nor did perceptions of leader behavior differ by supervisor gender in a controlled experiment. However, evaluations of women's competence were more directly related to their display of communal behaviors than were evaluations of male supervisors. This research is helpful practically in understanding effective supervisory leadership during the COVID-19 crisis and contributes to the literature on gender and leadership in crisis contexts by attempting to disentangle gender differences in leader behaviors, perceptions, and evaluations.

In the eye of the beholder: Considering culture in assessing the social desirability of personality.

Multinational organizations are increasingly looking to deploy assessments on a global basis. However, the social desirability of different personality characteristics may vary as a function of culture, yet limited research has explored this idea. Based on the GLOBE cultural dimensions and the theory of purposeful behavior, we examined potential connections between cultural practice dimensions and the desirability of personality aspects with a large personality item bank, utilizing raters across 34 countries. Findings indicated few connections of societal level cultural practices and social desirability perceptions for particular aspects. An exception to this was the finding that higher social desirability ratings were given for cooperativeness, sensitivity, and assertiveness in Confucian Asian, South Asian, and Sub-Saharan contexts compared with Germanic Europe, Eastern Europe, Latin America, and Latin Europe contexts. Limitations of the study as well as implications for development and use of personality assessments globally in high stakes contexts are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

What's in it for you? Demographics and self-interest perceptions in diversity promotion.

As organizations continue to pursue achieving diversity and inclusion goals, how to propose and present efforts so as to maximize support and minimize resistance remains a challenge. The present set of studies, grounded in theory on the Attributional Analysis of Persuasion, examined how the demographics of diversity promoters relate to supportive attitudes and behaviors of others through perceptions of promoter self-interest. Via an experimental paradigm (Study 1), we found that White promoters were perceived as less self-interested than Black promoters of a diversity initiative, which in turn predicted more positive attitudes and support for the promoted effort. Using a sample of workplace critical incidents (Study 2), we found that diversity promoters who were demographically matched to the group for which they were advocating were perceived as more self-interested than those advocating for causes for which they were not demographically matched. Theoretical and practical implications, as well as study limitations, are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

The unrealized potential of technology in selection assessment / El potencial de la tecnología no empleado en la evaluación de la selección

Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs the new ways are measuring. Second, while technology in assessment leads to much greater efficiency, there are also untested assumptions about effectiveness and fairness. There is little consideration of potential negative byproducts of contextual enhancement, removing human judges, and collecting more data. Third, there has been insufficient consideration of the changed nature of work due to technology when assessing candidates. Virtuality, contingent work arrangements, automation, transparency, and globalization should all be having greater impact on selection assessment design. A critique of the current state of affairs is offered and illustrations of future directions with regard to each aspect is provided

Los avances tecnológicos en la evaluación han cambiado radicalmente el panorama de la selección de empleados. Este estudio se enfoca en tres áreas en las que los cambios tecnológicos aún no se han producido. En primer lugar, mientras se están implementando nuevas formas de medir los componentes de la evaluación, estos nuevos componentes no se están evaluando, ni tampoco está claro qué componentes están midiendo los nuevos modelos. En segundo lugar, si bien la tecnología en la evaluación conduce a una eficiencia mucho mayor, también hay suposiciones no probadas sobre su eficacia e imparcialidad. Existe una escasa consideración de los posibles subproductos negativos de la mejora contextual, la eliminación de los juicios humanos y la recopilación de más datos. En tercer lugar, no se ha considerado suficientemente la naturaleza cambiante del trabajo debido a la tecnología a la hora de evaluar a los candidatos. La virtualidad, la supeditación a los acuerdos laborales, la automatización, la transparencia y la globalización deberían tener un mayor impacto en el diseño de la evaluación en selección. Se hace una crítica de la situación actual y se proporcionan ejemplos de directivas futuras con respecto a cada uno de estos aspectos

Examining wellness programs over time: Predicting participation and workplace outcomes.

The return on investment of employer wellness programs has been heavily debated in recent years, yet existing research has failed to adequately assess the psychological factors that motivate program participation and how participation relates to organizationally relevant employee attitudes and behaviors. Using data over a 3-year period, we found beliefs about the value of employee wellness programs and perceived organizational support (POS) for wellness to be linked to wellness program participation through the mediation of intention to participate in the wellness program. Those with greater wellness participation were found to have higher performance ratings, higher job satisfaction, higher intention to stay, and lower turnover. However, the effects for job satisfaction and intention to stay disappeared when controlling for prior levels of satisfaction and intention to stay in cross-lagged models. Implications for scholars and practitioners are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Implementing delayed cord clamping in premature infants.

The practice of delayed cord clamping (DCC) in premature infants has proven benefit to the neonate. In a community-based perinatal centre, the practice of DCC for more than 60 s for premature infants with gestational age of <35 weeks was identified to occur infrequently at 20% in 2013. The perinatology group in conjunction with nursery, labour and delivery, and obstetric staff sought to improve adherence to the best practice of DCC for premature infants. In an effort to achieve this goal, we developed an evidence-based clinical practice guideline, included key stakeholders in its development and provided timely feedback to delivery providers about DCC performance. The frequency of DCC for this population improved from 19.5% in 2013 to 85% in 2017. The success in improving this best practice is attributed to the involvement of the multidisciplinary team who developed the guideline, and the sustained improvement was encouraged with the continued reaffirmation of DCC goals to delivery providers.

Publication bias and stereotype threat research: A reply to Zigerell.

Zigerell (2017) demonstrated that 4 methods of examining publication bias applied to the meta-analysis presented by Nguyen and Ryan (2008) on stereotype threat effects yield highly divergent conclusions. The methods differ in the estimated magnitudes of publication bias and of the stereotype threat effect. Zigerell (2017), Nguyen and Ryan (2008), and the current article all strongly urge researchers to pay attention to moderators of stereotype threat effects, and we provide commentary on the state of this research focus. (PsycINFO Database Record

Managing a perilous stigma: Ex-offenders' use of reparative impression management tactics in hiring contexts.

Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplace deviance. Across 3 studies, we found support for our proposed model. Our results revealed the use of an apology or justification tactic when explaining a previous criminal offense had a positive indirect effect on hiring evaluations, whereas the use of an excuse tactic had a negative indirect effect. These findings suggest applicants may benefit from using impression management tactics that communicate remorse when discussing events or associations that violate integrity expectations. (PsycINFO Database Record

The evolution and future of diversity at work.

This article examines the evolution of diversity in the Journal of Applied Psychology. To begin, we explore foundations of the concept of diversity, including its appearance in both applied contexts and the scholarly literature. We then review the literature on diversity, including the development of its conceptualization and operationalizations over time, in the Journal and in the field of applied psychological science at large. We also examine the processes underlying the effects of diversity, and specific outcomes of diversity in organizations. To conclude, we offer a future research agenda that highlights diversity-related topics and issues important for advancing an understanding of diversity and moving the field forward, especially within the Journal. This work makes several contributions to research on diversity in organizations. First, we provide a lens for examining change in the study of diversity over time as well as a critical examination of the benefits and challenges associated with these changes. Second, we review the underlying mechanisms and key contextual influences on diversity effects in organizations. Third, our review examines the explanatory power of current diversity research and then uses this to develop a research agenda. By organizing the broad body of literature that exists on diversity, our article offers a sharp picture of what gaps in knowledge exist and where future research should focus. (PsycINFO Database Record

Should more senior workers be better citizens? Expectations of helping and civic virtue related to seniority.

BACKGROUND: Organizational citizenship behavior, or extra-role behavior, refers to voluntarily going beyond job task requirements. This study aims to provide a new lens to citizenship behaviors by specifically exploring different expectations of citizenship behaviors related to employees' demography and suggesting how such expectations might shape employees' citizenship behaviors. RESULTS: Using a cross-national sample of 469 workers, interpersonal and helping and civic virtue were more likely to be regarded as in-role behaviors for more senior than for junior employees. On the other hand, results indicate that expectations of courtesy are unrelated to seniority. CONCLUSIONS: By exploring expectations of promotive citizenship behaviors, this study contributes to expanding the OCB literature focused on motives for citizenship behaviors. Findings from this study indicate that there are some significant patterns of expectations related to employees' seniority. Also, the findings call on managers to set clear boundaries of in- and extra-role behaviors.

The long road to employment: Incivility experienced by job seekers.

This study addresses how job seekers' experiences of rude and discourteous treatment--incivility--can adversely affect self-regulatory processes underlying job searching. Using the social-cognitive model (Zimmerman, 2000), we integrate social-cognitive theory with the goal orientation literature to examine how job search self-efficacy mediates the relationship between incivility and job search behaviors and how individual differences in learning goal orientation and avoid-performance goal orientation moderate that process. We conducted 3 studies with diverse methods and samples. Study 1 employed a mixed-method design to understand the nature of incivility within the job search context and highlight the role of attributions in linking incivility to subsequent job search motivation and behavior. We tested our hypotheses in Study 2 and 3 employing time-lagged research designs with unemployed job seekers and new labor market entrants. Across both Study 2 and 3 we found evidence that the negative effect of incivility on job search self-efficacy and subsequent job search behaviors are stronger for individuals low, rather than high, in avoid-performance goal orientation. Theoretical implications of our findings and practical recommendations for how to address the influence of incivility on job seeking are discussed.

Four major dietary patterns identified for a target-population of adults residing in Newfoundland and Labrador, Canada.

BACKGROUND: Very limited nutritional epidemiological studies conducted to explore the unique dietary exposure in Newfoundland and Labrador (NL). This study aims to identify and characterize major dietary patterns in the target-population from general adult NL residents and assess the associations with selected demographic factors. METHODS: A total of 192 participants, aged 35-70 years, completed and returned a food-frequency questionnaire (FFQ) and participated in a telephone interview to collect demographic information. Dietary patterns were identified by common factor analysis. Univariate and multivariate linear regression analyses were used to assess determinants of the different food consumption patterns. Pearson's correlation coefficients were calculated for food scores of each pattern, total energy, and energy-adjusted nutrient intakes. RESULTS: Factor analyses identified four dietary patterns, which were labeled as "Meat", "Vegetable/fruit", "Fish", and "Grain" patterns. In combination, the four dietary patterns explained 63% of the variance in dietary habits of the study population. Multivariate linear regression analysis indicated an increasing trend of factor scores for Meat and Grain pattern with age. Male participants were found to be more likely to choose the Meat and Fish patterns. Current smokers and those married/living together tend to choose the Grain pattern. Pearson's correlation coefficients showed positive correlations between fat and cholesterol and the Meat pattern, fiber and the Vegetable/fruits pattern, protein and the Fish pattern, and carbohydrates and the Grain pattern. CONCLUSION: This study derived four dietary patterns and obtained their significant associations with specific demographic characteristics in this population. It identified one dietary consumption pattern (Fish) not yet seen in other studied populations. These findings will update the current dietary-health information published in this province, and contribute to further research into the association between dietary practices and health.

A preliminary investigation into diet adequacy in senior residents of Newfoundland and Labrador, Canada: a cross-sectional study.

BACKGROUND: Adequate dietary intake is essential to maintain good health. This is particularly true for the elderly. This study investigated the dietary intakes of seniors residing in Newfoundland and Labrador (NL) and assessed the adequacy of nutrients which they consumed as food. METHODS: Between November 2012 and January 2013, we recruited senior residents in NL, aged 65 years or older Participants were required to complete two questionnaires, one food-frequency questionnaire (FFQ) and one general health questionnaire (GHQ). Macro- and micro- nutrients in foods consumed were estimated using the Elizabeth Stewart Hands and Associations (ESHA) nutrient analysis software. The nutrient intakes were compared with appropriate components of the dietary reference intakes (DRIs) adopted by Health Canada to determine adequacy. Various descriptive statistical analyses were performed using SPSS. RESULTS: One hundred-and-eleven participants (69 females and 42 males) completed the surveys and were included in the analysis. A considerable portion of subjects were overweight (41.7%) or obese (25%), and had at least one chronic illness (86.5%). Many seniors studied did not meet the daily recommendations for dietary intakes of nutrients supported by Health Canada, notably vitamin E (84.7%) and vitamin D (68.5%). Our study also suggests that about 40% of participants consumed more dietary energy as fat than is recommended. CONCLUSION: The present study revealed an inadequate consumption of essential nutrients from foods in a noninstitutionalized senior population of NL.

Personality and adaptive performance at work: a meta-analytic investigation.

We examined emotional stability, ambition (an aspect of extraversion), and openness as predictors of adaptive performance at work, based on the evolutionary relevance of these traits to human adaptation to novel environments. A meta-analysis on 71 independent samples (N = 7,535) demonstrated that emotional stability and ambition are both related to overall adaptive performance. Openness, however, does not contribute to the prediction of adaptive performance. Analysis of predictor importance suggests that ambition is the most important predictor for proactive forms of adaptive performance, whereas emotional stability is the most important predictor for reactive forms of adaptive performance. Job level (managers vs. employees) moderates the effects of personality traits: Ambition and emotional stability exert stronger effects on adaptive performance for managers as compared to employees.

A century of selection.

Over 100 years of psychological research on employee selection has yielded many advances, but the field continues to tackle controversies and challenging problems, revisit once-settled topics, and expand its borders. This review discusses recent advances in designing, implementing, and evaluating selection systems. Key trends such as expanding the criterion space, improving situational judgment tests, and tackling socially desirable responding are discussed. Particular attention is paid to the ways in which technology has substantially altered the selection research and practice landscape. Other areas where practice lacks a research base are noted, and directions for future research are discussed.