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Other Psychology

Bowling Green State University

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2016

Articles 1 - 6 of 6

Full-Text Articles in Psychology

A Wilderness And Art Therapy Program For Children With Social Concerns, Ashlynn C. Wardle Dec 2016

A Wilderness And Art Therapy Program For Children With Social Concerns, Ashlynn C. Wardle

Honors Projects

For my honors project, I created an alternative therapy program for children with special needs. Activities were designed to support children with varied needs such as children with autism, ADHD, or learning disabilities. The program utilizes the most successful factors from the fields of art therapy, wilderness therapy, special education, applied behavior analysis, and speech and language therapy the program to form age appropriate, educational, and fun art and wilderness opportunities.

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A Public-Domain Personality Item Bank For Use With The Raymark, Schmit, And Guion (1997) Pprf, Scott Highhouse, Michael J. Zickar, Margaret E. Brooks, Charlie L. Reeve, Shreya T. Sarkar-Barney, Robert M. Guion Jul 2016

A Public-Domain Personality Item Bank For Use With The Raymark, Schmit, And Guion (1997) Pprf, Scott Highhouse, Michael J. Zickar, Margaret E. Brooks, Charlie L. Reeve, Shreya T. Sarkar-Barney, Robert M. Guion

Personnel Assessment and Decisions

Presented is the development of a repository of work-related personality items that may be used to assess job-related traits identified by the Personality-Related Position Requirements Form (PPRF: Raymark, Schmit, & Guion, 1997). Analyses of the item pool administered to a sample (n = 412) of trade apprentices showed evidence to support the12 work-related Big 5 sub-dimensions identified by the PPRF. A smaller validity study (n = 47) suggested that personality dimensions identified as job-related by the PPRF were related to important job-related outcomes.

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Threat Of Technological Unemployment: Are Hiring Managers Discounted For Using Standardized Employee Selection Practices?, Kevin P. Nolan, Nathan T. Carter, Dev K. Dalal Jul 2016

Threat Of Technological Unemployment: Are Hiring Managers Discounted For Using Standardized Employee Selection Practices?, Kevin P. Nolan, Nathan T. Carter, Dev K. Dalal

Personnel Assessment and Decisions

Two studies were conducted to examine the tenability of Meehl’s (1986) “threat of technological unemployment” explanation for why practitioners of employee selection resist using standardized decision-making practices. The results of Study 1 support the existence of this threat by demonstrating that practitioners received less credit for the outcomes of employment decisions when structured rather than unstructured interviews were used to evaluate candidates and analytical rather than holistic data combination was used to determine candidates’ overall evaluations. The results of Study 2 support the influence of this threat on employee selection by demonstrating that practitioners recognized the effects using the standardized …

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Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend Jul 2016

Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend

Personnel Assessment and Decisions

The use of technology such as telephone and video has become common when conducting employment interviews. However, little is known about how technology affects applicant reactions and interviewer ratings. We conducted meta-analyses of twelve studies that resulted in K=13 unique samples and N=1,557. Mean effect sizes for interview medium on ratings (d=-.41) and reactions (d=-.36) were moderate and negative, suggesting that interviewer ratings and applicant reactions are lower in technology-mediated interviews. Generalizing research findings from face-to-face interviews to technology-mediated interviews is inappropriate. Organizations should be especially wary of varying interview mode across applicants, as …

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Individual Differences Predicting Impression Management Detection In Job Interviews, Nicolas Roulin Jul 2016

Individual Differences Predicting Impression Management Detection In Job Interviews, Nicolas Roulin

Personnel Assessment and Decisions

Applicant impression management (IM), and especially its deceptive side (i.e., faking), has been described as a potential threat to the validity of employment interviews. This threat was confirmed by evidence of interviewers’ inability to detect (deceptive) IM tactics. Previous studies suggested that some interviewers could be better IM detectors than others, but did not examine the reasons explaining higher abilities. Building on interpersonal deception theory, this study explores individual differences in cognitions (i.e., cognitive ability) and social sensitivity (associated with generalized trust and honesty) as predictors of IM detection abilities. Results of a study with 250 individuals suggest that these …

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Humor Production And Humor Receptivity In Relationship Satisfaction, Conflict And Quality, Elizabeth Herring Apr 2016

Humor Production And Humor Receptivity In Relationship Satisfaction, Conflict And Quality, Elizabeth Herring

Honors Projects

In his book, The Mating Mind, evolutionary psychologist, Geoffrey Miller, argues that women and men are differentially attracted to mate characteristics due to their adaptive qualities. Specifically, Miller argues that women find men who are intelligent to be desirable, in part, because intelligence is a signal of a healthy brain. A healthy brain is a desirable mate characteristic over the course of evolutionary history, in part, because it would have enabled men to provide resources for his mate and his family, thus, allowing the female to pass on her genes. Similarly, men find females who are physically attractive to be …

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