The psychological evaluation of religious professionals.

The evaluation of candidates for religious vocations is a unique endeavor in which psychologists have been engaged for more than 50 years. The task is a specific application of personnel psychology that includes screening, selection, confirmation, and guidance. After current practice is described, this article considers (a) predictive criteria for successful clergy practice, (b) the validity of current approaches, (c) parameters of the psychological report, and (d) the ways that religious institutions use psychological evaluations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Some problems in faculty selection of patients for supervised psychoanalysis

The selection of patients for supervised analysis by candidates involves special tasks in evaluation and prediction. A number of problems emerge when the entire faculty of an institute participates in evaluating such patients. These include the different ways in which the initial consultant and the Admitting Psychoanalyst view their roles; insufficient consideration given to the specific criteria of suitability for analysis by a candidate; and the tendency to emphasize oedipal pathology while overlooking relevant ego capacities.     

Comparative analysis of expectancy and heuristic models of decision behavior.

Examined the job selection process of 49 nursing graduates over a 5-mo period in which they searched for hospital jobs. Comparative analyses were made between V. Vroom's (1966) expectancy model and P. Soelberg's (1967) general decision process model. Job selection involved an initial screening of job alternatives on few criteria to determine acceptable alternatives from which to select job interviews. The choice from among acceptable job candidates was implicitly made weeks before the final job acceptance and was predicted by the expectancy model. The perceived valence for job alternatives did not change after the implicit decision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Criteria for Selecting the Private-Sector Partner in Public–Private Partnerships

A critical issue in public–private partnerships (PPPs) in international infrastructure development is the selection of the right private-sector partner. This necessitates a best value source selection methodology in which the establishment of a set of appropriate selection criteria is a prerequisite. Various important selection criteria have been identified through a literature review of previous studies on critical success factors; experience drawing and lessons learning from international PPP practices; examination of selection criteria used in worldwide PPP projects; and interviews/correspondence with international PPP experts and practitioners. These identified criteria are classified into four evaluation packages for PPP projects in general: (1) financial, (2) technical, (3) safety, health, and environmental, and (4) managerial. The relative importance of these evaluation packages and the relative significance of the criteria within each package have been statistically analyzed based on a structured questionnaire survey of worldwide PPP expert opinions. These statistical analyses include validity and reliability analysis, Mann Whitney U tests, direct comparisons of mean criterion significance indexes and criterion rankings between respondents across public, private, and academic sectors, and a general rank agreement analysis across sectors for each evaluation package. These research outputs would facilitate the formulation of a multicriteria best value source selection methodology for PPP projects in general and the development of both objective and subjective evaluation criteria to select the right private-sector partner for a particular PPP project.     

Successful policemen and firemen applicants: Then and now.

Improved results in the selection of policemen and firemen applicants are discussed from an historical point of view. A comparison is made between the successful candidates selected by Terman in 1916 and the successful candidates selected in a study conducted by Matarazzo et al. in 1959-1962. The acceptable applicant today is drawn from a better educated and more highly intelligent segment of society than was his counterpart nearly 50 yr. ago. He is also more carefully evaluated for personal and emotional adjustment problems. Considerable improvement appears to have been made in the selection of acceptable candidates for 2 highly critical occupations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Small letter contrast sensitivity: an alternative measure of visual resolution for aviation candidates

Exceptional vision is needed to maintain high levels of aviation performance. Current standards for helicopter pilot training include superior visual acuity with minimal refractive error. Despite these demanding criteria, it is likely that visual ability varies among those who meet the standards for pilot training. A more complete knowledge of visual capabilities in these individuals will allow us to better correlate vision with performance and to develop more incisive criteria for selection. The purpose of this study was to investigate an alternative test of visual resolution for aviation candidates using small letter contrast sensitivity (SLCS). Computer-generated letter charts were used to measure visual acuity (VA) and SLCS in 16 candidates who had satisfied military vision standards for pilot training. The acuity and contrast charts varied, by line, in equal log steps such that the letter recognition task was comparable for the two types of measurement. VA and SLCS were highly correlated in these subjects, indicating that the two tests measure similar aspects of visual resolution. Scores were distributed across two lines on the acuity chart, but across four lines on the contrast chart, suggesting that SLCS offers a more discriminating test of resolution. This assumption was confirmed in that SLCS was more highly correlated with small amounts of refractive error in the candidates tested. SLCS offers a sensitive, adjunctive measure of visual resolution which may be useful for identifying the unique visual abilities required for aviation.     

The System of Objectified Judgement Analysis (SOJA). A tool in rational drug selection for formulary inclusion

Rational drug selection for formulary purposes is important. Besides rational selection criteria, other factors play a role in drug decision making, such as emotional, personal financial and even unconscious criteria. It is agreed that these factors should be excluded as much as possible in the decision making process. A model for drug decision making for formulary purposes is described, the System of Objectified Judgement Analysis (SOJA). In the SOJA method, selection criteria for a given group of drugs are prospectively defined and the extent to which each drug fulfils the requirements for each criterion is determined. Each criterion is given a relative weight, i.e. the more important a given selection criterion is considered, the higher the relative weight. Both the relative scores for each drug per selection criterion and the relative weight of each criterion are determined by a panel of experts in this field. The following selection criteria are applied in all SOJA scores: clinical efficacy, incidence and severity of adverse effects, dosage frequency, drug interactions, acquisition cost, documentation, pharmacokinetics and pharmaceutical aspects. Besides these criteria, group specific criteria are also used, such as development of resistance when a SOJA score was made for antimicrobial agents. The relative weight that is assigned to each criterion will always be a subject of discussion. Therefore, interactive software programs for use on a personal computer have been developed, in which the user of the system may enter their own personal relative weight to each selection criterion and make their own personal SOJA score. The main advantage of the SOJA method is that all nonrational selection criteria are excluded and that drug decision making is based solely on rational criteria. The use of the interactive SOJA discs makes the decision process fully transparent as it becomes clear on which criteria and weighting decisions are based. We have seen that the use of this method for drug decision making greatly aids the discussion in the formulary committee, as discussion becomes much more concrete. The SOJA method is time dependent. Documentation on most products is still increasing and the score for this criterion will therefore change continuously. New products are introduced and prices are also subject to change. To overcome the time-dependence of the SOJA method, regular updates of interactive software programs are being made, in which changes in acquisition cost, documentation or a different weighting of criteria are included, as well as newly introduced products. The possibility of changing the official acquisition cost into the actual purchasing costs for the hospital in question provides a tailor-made interactive program.     

Fast tracking in cardiac surgery: implications for practice

Even though economic incentives might have been the impetus for its revival, fast tracking offers numerous other benefits, not the least of which is improved patient care. However, its benefits can be realized only through specific perioperative management, including preoperative assessment, identification and selection of appropriate candidates, optimal intra- and postoperative management and interdisciplinary discharge planning. Through interdisciplinary collaboration, the maximum benefits of fast tracking can be reaped by both the patient and the healthcare team.     

Managing discrimination in selection: The influence of directives from an authority and social dominance orientation.

The authors examined one manner in which to decrease the negative impact of social dominance orientation (SDO), an individual difference variable that indicates support for the "domination of 'inferior' groups by 'superior' groups" (J. Sidanius & F. Pratto, 1999, p. 48), on the selection of candidates from low-status groups within society. Consistent with the tenets of social dominance theory, in 2 studies we found that those high in SDO reported that they were less likely to select a potential team member who is a member of a low-status group (i.e., a White female in Study 1 and a Black male in Study 2) than those low in SDO. However, explicit directives from an authority moderated this effect such that those high in SDO were more likely to select both candidates when authority figures clearly communicated that job performance indicators should be used when choosing team members. Thus, our studies suggest that the negative effects of SDO may be attenuated if those high in SDO are instructed by superiors to use legitimate performance criteria to evaluate job candidates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making medical recruitment practices fair

The fact that in the past each medical student was assured of a post when qualified has led many in medicine to believe that selection for recruitment is merely a formality based on qualification and accreditation. Consequently little thought has gone into developing detailed person or post selection criteria. As a result most recruitment panel members are unclear on what basis to discriminate between equally qualified candidates and invariably plump for 'the face that fits'. This practice discriminates against women, black doctors and those white men not quite acceptable in manner, dress or attitudes. In this article, advice is offered on the development of equality strategies for public sector organisations and on the implementation of fair practices.     

Conservation surgery for breast cancer: selection criteria and technical considerations

Patients with stage I or II breast cancer are candidates for either modified radical mastectomy or breast preservation therapy involving limited resection of the primary tumor, axillary dissection, and breast irradiation. The overall survival rates of both these approaches are comparable according to retrospective reviews and ongoing clinical trials, and long-term follow-up confirms the earlier findings. Thus, patients should be given the choice between these two options by surgeons, radiation therapists, and other physicians involved in their care. However, not all breast cancer patients will choose breast preservation surgery, and because of tumor-related and other factors not all patients are candidates. The patient selection criteria are discussed herein and the optimal surgical techniques are reviewed.     

Neurofuzzy Genetic System for Selection of Construction Project Managers

Choosing a project manager for a construction project—particularly, large projects—is a critical project decision. The selection process involves different criteria and should be in accordance with company policies and project specifications. Traditionally, potential candidates are interviewed and the most qualified are selected in compliance with company priorities and project conditions. Precise computing models that could take various candidates’ information into consideration and then pinpoint the most qualified person with a high degree of accuracy would be beneficial. On the basis of the opinions of experienced construction company managers, this paper, through presenting a fuzzy system, identifies the important criteria in selecting a project manager. The proposed fuzzy system is based on IF-THEN rules; a genetic algorithm improves the overall accuracy as well as the functions used by the fuzzy system to make initial estimates of the cluster centers for fuzzy c-means clustering. Moreover, a back-propagation neutral network method was used to train the system. The optimal measures of the inference parameters were identified by calculating the system’s output error and propagating this error within the system. After specifying the system parameters, the membership function parameters—which by means of clustering and projection were approximated—were tuned with the genetic algorithm. Results from this system in selecting project managers show its high capability in making high-quality personnel predictions.     

The Transplant Evaluation Rating Scale. A revision of the psychosocial levels system for evaluating organ transplant candidates

Psychosocial criteria play an important role in evaluating organ transplant candidates. The Transplant Evaluation Rating Scale (TERS) classifies patients' level of adjustment in 10 aspects of psychosocial functioning that are thought to be important in adjusting to transplantation. On the basis of pretransplant psychiatric consultations, 35 liver transplant recipients received retrospective TERS ratings. Results showed significant correlations between TERS scores and visual analogue scale ratings of five outcome variables at 1-3 years posttransplant. Significant interrater reliability was also found. The TERS represents a promising instrument for transplant candidate selection as well as a valuable tool for further research.     

Review of The psychology of personnel selection.

Reviews the book, The psychology of personnel selection by Tomas Chamorro-Premuzic and Adrian Furnham (see record 2010-05140-000). The authors have written an interesting and engaging book that focuses on personnel selection. This book would be a valuable resource for student training in industrial/organizational psychology. The overall organization of the book was appropriate. The methods of selection and constructs of selection provided a useful organizing framework. The information in each chapter was well organized and was presented clearly and succinctly. Introductory and concluding chapters would be helpful for the reader to identify the themes that are addressed in the book and to provide integration and future directions respectively. The authors’ enthusiasm for employee selection is evident throughout the book. It is my opinion that adding chapters on job analysis and the psychology of human behavior (i.e., individual differences) would help effectively establish the context for the selection tools to follow. It would also be helpful to review the criteria that organizations use to assess their selection tools and the organizational performance criteria that these tools have been designed to predict. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Effects of organizational citizenship behaviors on selection decisions in employment interviews.

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Criteria and procedures for selection of children with acquired or congenital deafness for cochlear implants in Europe

The Nucleus Mini System 22 cochlear implant has been implanted in over 2,000 children worldwide. Selection criteria have evolved similar to that for adults since implantation in children began in 1985. The appropriate selection of children for implantation is made by a professional pediatric team which considers audiological and non-audiological issues in determining if the child is a cochlear implant candidate. The main philosophy is to establish if the child has the potential to benefit from a cochlear implant.     

Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Prospects for the development of a vaccine against Helicobacter pylori

Over 50% of the world population is chronically infected by the gastric pathogen, Helicobacter pylori, which is responsible for most peptic ulcer disease and is closely associated with adenocarcinoma of the stomach. Current therapies for peptic ulcer disease include antibiotic eradication of H. pylori infection. While effective, the high cost, difficulty of patient compliance with the treatment regimens, and risks of selection for resistant strains make these therapies impractical on a large scale. Studies of the pathogenesis of H. pylori have led to the identification of bacterial antigens as candidates for inclusion in novel vaccines against this disease. Both prophylactic and therapeutic vaccination have been demonstrated in animal models of Helicobacter infection. Preclinical evaluations of several antigens are at present under way and trials of vaccination in humans are planned.     

Predicting adverse impact and mean criterion performance in multistage selection.

The authors present an analytical method to assess the average criterion performance of the selected candidates as well as the adverse impact and the cost of general multistage selection decisions. The method extends previous work on the analytical estimation of multistage selection outcomes to the case in which the applicant pool is a mixture of applicant populations that differ in their average performance on the selection predictors. Next, the method was used to conduct 3 studies of important issues practitioners and researchers have with multistage selection processes. Finally, the authors indicate how the method can be integrated into a broader analytical framework to design multistage selection decisions that achieve intended levels of selection cost, workforce quality, and workforce diversity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)