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Purpose Self-harm is a cause of concern for health-care professionals. The Short-Term Assessment of Risk and Treatability (START) is a short-term assessment instrument used to rate the likelihood of risk behaviours, including self-harm. As result of the assessment, interventions that are implemented to reduce the risk of self-harm may reduce the strength of the predictive validity of a risk assessment tool. The aim of this study was explore the impact of risk management interventions on the capacity of START to predict self-harm. It was predicted that the interventions would weaken the ability of START to predict self-harm in patients who received the intervention. Design/methodology/approach Secondary analysis of routinely collected data in a large sample of women in an inpatient secure care setting. Demographic and clinical information, self-harm episodes, safety management interventions and START assessments were extracted and used to build an anonymous database. Findings START significantly predicted self-harm in those with and without the safety management intervention. However, the strength of the predictive validity was smaller in those who received the intervention compared to those without. Practical implications The results suggest that the implementation of safety management interventions needs to be taken into account when assessing future risk of self-harm. Originality/value To the best of the authors’ knowledge, this is the first study to explore the impact of safety management interventions on the predictive validity of START in a large sample of women.

Although workplace incivility has received increasing attention in organizational research over the past two decades, there have been recurring questions about its construct validity, especially vis-à-vis other forms of workplace mistreatment. Also, the antecedents of experienced incivility remain understudied, leaving an incomplete understanding of its nomological network. In this meta-analysis using Schmidt and Hunter's [Methods of meta-analysis: Correcting error and bias in research findings (3rd ed.), Sage] random-effect meta-analytic methods, we validate the construct of incivility by testing its reliability, convergent and discriminant validity, as well as its incremental predictive validity over other forms of mistreatment. We also extend its nomological network by drawing on the perpetrator predation framework to systematically study the antecedents of experienced incivility. Based on 105 independent samples and 51,008 participants, we find extensive support for incivility's construct validity. Besides, we demonstrate that demographic characteristics (gender, race, rank, and tenure), personality traits (agreeableness, conscientiousness, neuroticism, negative affectivity, and self-esteem), and contextual factors (perceived uncivil climate and socially supportive climate) are important antecedents of experienced incivility, with contextual factors displaying a stronger association with incivility. In a supplementary primary study with 457 participants, we find further support for the construct validity of incivility. We discuss the theoretical and practical implications of this study. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Grit is a construct that is widely studied by educational researchers and that has generally been enthusiastically received by educational practitioners. This essay highlights that many of the core claims about grit have either been unexamined or are directly contradicted by the accumulated empirical evidence. Specifically, there appears to be no reason to accept the combination of perseverance and passion for long-term goals into a single grit construct, nor is there any support for the claim that grit is a particularly good predictor of success and performance in an educational setting or that grit is likely to be responsive to interventions. I describe avenues for future research on grit that may help to clarify if grit can contribute to our understanding of success and performance. These avenues include examinations of possible configural relationships between passion and perseverance, whether grit or grit facets represent necessary but not sufficient conditions for performance, interactions between ability and either grit or the facets of grit in the prediction of performance, possible polynomial relationships between grit or grit facets and performance, and improvements in the manner in which grit is assessed. Alternative predictors of performance that are more strongly related to success and performance and that may be more responsive to interventions are also discussed.

Objective The objective of this study was to evaluate the performance of the Professional Fulfillment Index (PFI), a 16-item instrument to assess physicians’ professional fulfillment and burnout, designed for sensitivity to change attributable to interventions or other factors affecting physician well-being. Methods A sample of 250 physicians completed the PFI, a measure of self-reported medical errors, and previously validated measures including the Maslach Burnout Inventory (MBI), a one-item burnout measure, the World Health Organization’s abbreviated quality of life assessment (WHOQOL-BREF), and PROMIS short-form depression, anxiety, and sleep-related impairment scales. Between 2 and 3 weeks later, 227 (91%) repeated the PFI and the sleep-related impairment scale. Results Principal components analysis justified PFI subscales for professional fulfillment, work exhaustion, and interpersonal disengagement. Test-retest reliability estimates were 0.82 for professional fulfillment (α = 0.91), 0.80 for work exhaustion (α = 0.86), 0.71 for interpersonal disengagement (α = 0.92), and 0.80 for overall burnout (α = 0.92). PFI burnout measures correlated highly ( r  ≥ 0.50) with their closest related MBI equivalents. Cohen’s d effect size differences in self-reported medical errors for high versus low burnout classified using the PFI and the MBI were 0.55 and 0.44, respectively. PFI scales correlated in expected directions with sleep-related impairment, depression, anxiety, and WHOQOL-BREF scores. PFI scales demonstrated sufficient sensitivity to detect expected effects of a two-point (range 8–40) change in sleep-related impairment. Conclusions PFI scales have good performance characteristics including sensitivity to change and offer a novel contribution by assessing professional fulfillment in addition to burnout.

Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta-analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (rc = .47), proactive personality (rc = .58), positive affect (rc = .52), and work engagement (rc = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (rc = .42), supportive leadership behavior (rc = .44), and perceived organizational support (rc = .63). Moreover, thriving at work is related to important employee outcomes, including health-related outcomes such as burnout (rc = −.53), attitudinal outcomes such as commitment (rc = .65), and performance-related outcomes such as task performance (rc = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta-analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.

La “oposición” es el método de selección de personal para los cuerpos superiores de la función pública española y cientos de miles de candidatos participan en las oposiciones cada año. A pesar de ello, permanece sin haberse estudiado su validez predictiva y sus potenciales efectos sobre la igualdad de trato para hombres y mujeres. Este artículo presenta dos estudios independientes dedicados establecer la validez predictiva y el grado de igualdad de trato de la “oposición”. En el primero se examinó con candidatos al Cuerpo de Técnicos de Hacienda. Los resultados indicaron una validez operativa ρ = .54 (N = 392) y un valor d de Cohen promedio de .14 para la igualdad de trato favorable a los hombres. El segundo estudio se realizó con candidatos al Cuerpo Superior de Inspectores de Hacienda y la validez operativa fue de ρ = .50 (N =.70) y la d de Cohen de .33 favorable a las mujeres. Los resultados indican que la “oposición” muestra una validez semejante o superior a la de los mejores instrumentos de selección de personal. Finalmente, se discuten las implicaciones para la práctica y se hacen recomendaciones para mejorar este sistema de acceso a la función pública.

Heart rate variability (HRV) is the fluctuation in time between successive heartbeats and is defined by interbeat intervals. Researchers have shown that short-term (∼5-min) and long-term (≥24-h) HRV measurements are associated with adaptability, health, mobilization, and use of limited regulatory resources, and performance. Long-term HRV recordings predict health outcomes heart attack, stroke, and all-cause mortality. Despite the prognostic value of long-term HRV assessment, it has not been broadly integrated into mainstream medical care or personal health monitoring. Although short-term HRV measurement does not require ambulatory monitoring and the cost of long-term assessment, it is underutilized in medical care. Among the diverse reasons for the slow adoption of short-term HRV measurement is its prohibitive time cost (∼5 min). Researchers have addressed this issue by investigating the criterion validity of ultra-short-term (UST) HRV measurements of less than 5-min duration compared with short-term recordings. The criterion validity of a method indicates that a novel measurement procedure produces comparable results to a currently validated measurement tool. We evaluated 28 studies that reported UST HRV features with a minimum of 20 participants; of these 17 did not investigate criterion validity and 8 primarily used correlational and/or group difference criteria. The correlational and group difference criteria were insufficient because they did not control for measurement bias. Only three studies used a limits of agreement (LOA) criterion that specified an acceptable difference between novel and validated values in absolute units. Whereas the selection of rigorous criterion validity methods is essential, researchers also need to address such issues as acceptable measurement bias and control of artifacts. UST measurements are proxies of proxies. They seek to replace short-term values which, in turn, attempt to estimate long-term metrics. Further adoption of UST HRV measurements requires compelling evidence that these metrics can forecast real-world health or performance outcomes. Furthermore, a single false heartbeat can dramatically alter HRV metrics. UST measurement solutions must automatically edit artifactual interbeat interval values otherwise HRV measurements will be invalid. These are the formidable challenges that must be addressed before HRV monitoring can be accepted for widespread use in medicine and personal health care.

The purpose of this paper is to provide a review of the literature on the original disruption index (DI 1 ) and its variants in scientometrics. The DI 1 has received much media attention and prompted a public debate about science policy implications, since a study published in Nature found that papers in all disciplines and patents are becoming less disruptive over time. This review explains in the first part the DI 1 and its variants in detail by examining their technical and theoretical properties. The remaining parts of the review are devoted to studies that examine the validity and the limitations of the indices. Particular focus is placed on (1) possible biases that affect disruption indices (2) the convergent and predictive validity of disruption scores, and (3) the comparative performance of the DI 1 and its variants. The review shows that, while the literature on convergent validity is not entirely conclusive, it is clear that some modified index variants, in particular DI 5 , show higher degrees of convergent validity than DI 1 . The literature draws attention to the fact that (some) disruption indices suffer from inconsistency, time-sensitive biases, and several data-induced biases. The limitations of disruption indices are highlighted and best practice guidelines are provided. The review encourages users of the index to inform about the variety of DI 1 variants and to apply the most appropriate variant. More research on the validity of disruption scores as well as a more precise understanding of disruption as a theoretical construct is needed before the indices can be used in the research evaluation practice.

The Self-Appraisal Questionnaire (SAQ) is a self-report that predicts the risk of violence and recidivism and provides relevant information about treatment needs for incarcerated populations. The objective of the present study was to evaluate the concurrent and predictive validity of this self-report in Spanish offenders. The SAQ was administered to 276 offenders recruited from several prisons in Madrid (Spain). SAQ total scores presented high levels of internal consistency (alpha=.92). Correlations of the instrument with violence risk instruments were statistically significant and showed a moderate magnitude, indicating a reasonable degree of concurrent validity. The ROC analysis carried out on the SAQ total score revealed an AUC of .80, showing acceptable accuracy discriminating between violent and nonviolent recidivist groups. It is concluded that the SAQ total score is a reliable and valid measure to estimate violence and recidivism risk in Spanish offenders. El cuestionario Self-Appraisal Questionnaire (SAQ) [cuestionario de autovaloración] es una medida de auto-informe que predice el riesgo de violencia y reincidencia, además de permitir evaluar las necesidades de tratamiento para poblaciones penitenciarias. El objetivo de este estudio fue evaluar su validez concurrente y predictiva en una muestra española de delincuentes. El cuestionario fue administrado a 276 delincuentes procedentes de varios centros penitenciarios de Madrid (España). El coeficiente alfa de Cronbach que se obtuvo para la puntuación total del SAQ fue elevado (alfa=.92). Las correlaciones obtenidas con otros instrumentos de riesgo de violencia fueron estadísticamente significativas y presentaron una magnitud moderada, indicando un razonable grado de validez concurrente del instrumento. El análisis de la curva ROC reveló un área bajo la curva de .80, mostrando una aceptable capacidad de precisión a la hora de discriminar entre grupos de reincidentes violentos y no violentos. Se concluye que la puntuación total del SAQ proporciona una medida suficientemente fiable y válida para estimar violencia y riesgo de reincidencia en población de delincuentes españoles.

Abstract For more than three decades, cognitive load theory has been addressing learning from a cognitive perspective. Based on this instructional theory, design recommendations and principles have been derived to manage the load on working memory while learning. The increasing attention paid to cognitive load theory in educational science quickly culminated in the need to measure its types of cognitive load — intrinsic, extraneous, and germane cognitive load which additively contribute to the overall load. In this meta-analysis, four frequently used cognitive load questionnaires were examined concerning their reliability (internal consistency) and validity (construct validity and criterion validity). Results revealed that the internal consistency of the subjective cognitive load questionnaires can be considered satisfactory across all four questionnaires. Moreover, moderator analyses showed that reliability estimates of the cognitive load questionnaires did not differ between educational settings, domains of the instructional materials, presentation modes, or number of scale points. Correlations among the cognitive load types partially contradict theory-based assumptions, whereas correlations with learning-related variables support assumptions derived from cognitive load theory. In particular, results seem to support the three-factor model consisting of intrinsic cognitive load, extraneous cognitive load, and germane cognitive load. Results are discussed in relation to current trends in cognitive load theory and recommendations for the future use of cognitive load questionnaires in experimental research are suggested.