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This integrative review aims to render a systematic account of the role that teachers’ psychological characteristics, such as their motivation and personality, play for critical outcomes in terms of teacher effectiveness, teachers’ well-being, retention, and positive interpersonal relations with multiple stakeholders (e.g., students, parents, principals, colleagues). We first summarize and evaluate the available evidence on relations between psychological characteristics and these outcomes derived in existing research syntheses (meta-analyses, systematic reviews). We then discuss implications of the findings regarding the eight identified psychological characteristics—self-efficacy, causal attributions, expectations, personality, enthusiasm, emotional intelligence, emotional labor, and mindfulness—for research and educational practice. In terms of practical recommendations, we focus on teacher selection and the design of future professional development activities as areas that particularly profit from a profound understanding of the relative importance of different psychological teacher characteristics in facilitating adaptive outcomes.

Public service motivation research has proliferated in parallel with concerns about how to improve the performance of public service personnel. However, scholarship does not always inform management and leadership. This article purposefully reviews public service motivation research since 2008 to determine the extent to which researchers have identified lessons for practice. The results of the investigation support several lessons—among them using public service motivation as a selection tool, facilitating public service motivation through cooperation in the workplace, conveying the significance of the job, and building leadership based on public service values. These results are important because they offer evidence that the field is coalescing around tactics that managers and leaders can use to address enduring concerns about employee motivation in the public sector. They also prompt us to articulate ideas that can guide a tighter integration of research and practice moving forward.

IntroductionPrior to the rollout of the GOSH EPR system, multiple hospital databases provided fragmentary data from the clinical record. To support research in GOSH and the ICH, these data will all need to be brought together with data from the EPR to provide a complete uninterrupted clinical research dataset suitable for analysis. This need will be particularly acute for research undertaken on rare diseases where accumulating a sufficient cohort of patients is often challenging. In addition, work to harmonise with external data sources would enable more ambitious multi-site research.MethodThe Digital Research Environment (DRE) Team bring together a core dataset of research–relevant clinical data comprising administrative data (e.g. patient demographics, ward stays) and clinical observations (e.g. lab results, vital signs, diagnoses) onto which we have mapped data from multiple legacy systems and the EPR. We have mapped these Research Data Views (RDVs) onto the FHIR standard for clinical data interoperability to allow harmonisation with data from other sources (such as other hospitals).ResultsWe have complete extractions from multiple legacy systems to produce RDVs with data back to 1st January 2000. We are now actively extracting data from the EPR aligning with these RDVs and thus are providing a continuous clinical research dataset across EPR go-live. We have >102 million events for >400,000 patients at GOSH. These RDVs are now available via the DRE Data Selection Tool, along with complete metadata for all fields, for provision into our Research Platform for analysis.ConclusionWe have implemented a resource to put all research-relevant clinical data right at the fingertips of researchers from GOSH, ICH and beyond. This will feed into research projects big and small, empowering researchers to focus on the science, rather than the manual collection of data.

PurposeThe purpose of this paper is (1) to review, analyze and assess the existing literature on lean tools selection studies published from 2005 to 2021; (2) to identify the limitations faced by previous studies; and (3) to suggest future works that are necessary to facilitate the selection of lean tools.Design/methodology/approachA systematic approach was used in order to identify, collect and select the articles. Several keywords related to the selection of lean tools were used to collect articles from different Scopus indexed journals. Next, the study systematically reviewed and analyzed the selected papers to identify the lean tools' selection method and discussed its features and limitations.FindingsAn analysis of the results showed that previous studies have adopted two types of methods for selecting lean tools. First, there are various traditional methods being used. Second, multi-criteria decision-making (MCDM) methods were commonly used in previous studies, such as the multi-objective decision-making method (MODM), single multi-attribute decision-making (MADM) methods and hybrid (MCDM). Moreover, the study revealed that the lean tools' selection methods in previous studies were based on evaluating the relationship between either lean tools and performance metrics or lean tools and waste, or both.Research limitations/implicationsIn terms of its theoretical value, the study is considered as an extension of the previous researches performed on this topic by determining and analyzing the features of the most selection methods of lean tools. Unlike previous review papers, this review had considered discussing and analyzing the characteristics and limitations of these methods. Section 2.2 of this paper reviewed some of the categories of MCDM methods as well as some of the traditional methods used in the selected previous studies. Section 2.1 of this paper explained the concept of lean management and its application benefits. Further, only three sectors were covered by the previous studies in this review paper. This study also provided recommendations for future research. Therefore, it provided researchers with a good conception of how to conduct the studies on lean tools selection. Besides, knowing the methods used in previous studies can help researchers develop new methods to select the best set of lean tools. That is, this study provided and advanced the existing knowledge base for researchers concerning lean tools selection, especially there is limited availability of review papers on this topic. Moreover, the study showed researchers the importance of the relationship between lean tools and indicators or/and performance indicators to determine the appropriate set of lean tools so that the results of future studies will be more realistic and acceptable.Practical implicationsPractically, manufacturers face a significant challenge when selecting proper lean tools. This study may enhance managers, manufacturers and company's knowledge to identify most of the methods used to choose the best set of lean tools and what are the advantages, disadvantages and limitations of these methods as well as the latest studies that have been adopted in this topic. That means this study can direct companies to prioritize the application of lean tools depending on either the manufacturing performance metrics or/and manufacturing wastes so that they avoid incorrect application of lean tools, which will add more non-value added activities to operations. Therefore companies can decrease the time and cost losses and enhancing the quality and efficiency of the performance. Correctly implementing the best set of lean tools in companies will lead in general to correctly applying lean management in corporations. Therefore, these lean tools can boost the economic aspect of companies and society through reducing waste, improving performance indicators, preserving time and cost, achieving quality, efficiency, competitiveness, boosting employee income and improving the gross domestic product. The correct lean tool selection reduces customer complaints and employee stress and improves work conditions, health, safety and labor wellbeing. Besides, the correct lean tools selection improves materials usage, energy usage, water usage and decreases liquid wastes, solid wastes and air emissions. As a result, the right selection of lean tools will have positive effects on both the environment and society. The study may also encourage manufacturers and researchers to adopt studies on lean tools selection in small- and medium-sized companies because the study referred to the importance and participation of these kinds of companies in a large proportion of the economy of developing countries. Further, the study may encourage some countries that have not previously adopted this type of study, academically and industrially to conduct lean tools selection studies.Social implicationsAs mentioned previously, the correct lean tool selection reduces customer complaints and employee stress and improves work conditions, health, safety and labor wellbeing. The proper lean tools selection improves materials usage, energy usage, water usage and decreases liquid wastes, solid wastes and air emissions. As a result, the right choice of lean tools will positively affect both the environment and society.Originality/valueThe study expanded the efforts of previous studies concerning lean management features. It provided an accurate review of most lean tools selection studies published from 2005 to 2021 and was not limited to the manufacturing sector. It further identified and briefly described the selection methods concerning lean tools adopted in each paper.

Percussive tool use holds special interest for scientists concerned with human origins. We summarize the findings from two field sites, Taï and Fazenda Boa Vista, where percussive tool use by chimpanzees and bearded capuchins, respectively, has been extensively investigated. We describe the ecological settings in which nut-cracking occurs and focus on four aspects of nut-cracking that have important cognitive implications, namely selection of tools, tool transport, tool modification and modulation of actions to reach the goal of cracking the nut. We comment on similarities and differences in behaviour and consider whether the observed differences reflect ecological, morphological, social and/or cognitive factors. Both species are sensitive to physical properties of tools, adjust their selection of hammers conditionally to the resistance of the nuts and to transport distance, and modulate the energy of their strikes under some conditions. However, chimpanzees transport hammers more frequently and for longer distances, take into account a higher number of combinations of variables and occasionally intentionally modify tools. A parsimonious interpretation of our findings is that morphological, ecological and social factors account for the observed differences. Confirmation of plausible cognitive differences in nut-cracking requires data not yet available.

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion‐related validity for job performance and its facets. In this response to Morgeson et al. (2007), we comprehensively summarize previously published meta‐analyses on (a) the optimal and unit‐weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta‐analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion‐related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self‐report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self‐report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I‐O psychology.

Student diversity in health professions education (HPE) can be affected by selection procedures. Little is known about how different selection tools impact student diversity across programs using different combinations of traditional and broadened selection criteria. The present multi-site study examined the chances in selection of subgroups of applicants to HPE undergraduate programs with distinctive selection procedures, and their performance on corresponding selection tools. Probability of selection of subgroups (based on gender, migration background, prior education, parental education) of applicants (N = 1935) to five selection procedures of corresponding Dutch HPE undergraduate programs was estimated using multilevel logistic regression. Multilevel linear regression was used to analyze performance on four tools: prior-education grade point average (pe-GPA), biomedical knowledge test, curriculum-sampling test, and curriculum vitae (CV). First-generation Western immigrants and applicants with a foreign education background were significantly less likely to be selected than applicants without a migration background and with pre-university education. These effects did not vary across programs. More variability in effects was found between different selection tools. Compared to women, men performed significantly poorer on CVs, while they had higher scores on biomedical knowledge tests. Applicants with a non-Western migration background scored lower on curriculum-sampling tests. First-generation Western immigrants had lower CV-scores. First-generation university applicants had significantly lower pe-GPAs. There was a variety in effects for applicants with different alternative forms of prior education. For curriculum-sampling tests and CVs, effects varied across programs. Our findings highlight the need for continuous evaluation, identifying best practices within existing tools, and applying alternative tools.

With the wide and deep application of computer technologies in the field of metal cutting, many manufacturing enterprises have accumulated a large volume of data including workpieces, cutting tools, machine tools, processes, and materials. These data are very valuable resources for enterprises. In this paper, a novel tool selection approach is proposed to deeply mine the relationships hidden in these data. First, an ontology model of the metal cutting process is established with OWL (Web Ontology Language), and a metal cutting process knowledge graph (MCPKG) is constructed based on the ontology model. Then, a data model describing the relationship “structural feature-material-cutting tool” is designed to build a subgraph based on the MCPKG. Moreover, the personalized PageRank (PPR) algorithm is employed with the data model to recommend cutting tools for process planning, and the result of an illustrative example is discussed in detail to verify the algorithm. Finally, a cutting tool selection system with B/S (browser/server) structure based on .NET MVC (model view control) is developed. To recommend cutting tools, the presented approach utilizes the connectivity of the MCPKG to score and rank the usage effect of each tool, which is universally applicable to manufacturing enterprises and provides valuable insights into intelligent cutting tool selection.

An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta‐analysis. Results from 86 independent samples (N= 48,750) indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self‐perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research.

Background Interviewers’ judgements play a critical role in competency-based assessments for selection such as the multiple-mini-interview (MMI). Much of the published research focuses on the psychometrics of selection and the impact of rater subjectivity. Within the context of selecting for entry into specialty postgraduate training, we used an interpretivist and socio-constructivist approach to explore how and why interviewers make judgments in high stakes selection settings whilst taking part in an MMI. Methods We explored MMI interviewers’ work processes through an institutional observational approach, based on the notion that interviewers’ judgements are socially constructed and mediated by multiple factors. We gathered data through document analysis, and observations of interviewer training, candidate interactions with interviewers, and interviewer meetings. Interviews included informal encounters in a large selection centre. Data analysis balanced description and explicit interpretation of the meanings and functions of the interviewers’ actions and behaviours. Results Three themes were developed from the data showing how interviewers make professional judgements, specifically by; ‘Balancing the interplay of rules and agency,’ ‘Participating in moderation and shared meaning making; and ‘A culture of reflexivity and professional growth.’ Interviewers balanced the following of institutional rules with making judgment choices based on personal expertise and knowledge. They engaged in dialogue, moderation, and shared meaning with fellow interviewers which enabled their consideration of multiple perspectives of the candidate’s performance. Interviewers engaged in self-evaluation and reflection throughout, with professional learning and growth as primary care physicians and supervisors being an emergent outcome. Conclusion This study offers insights into the judgment-making processes of interviewers in high-stakes MMI contexts, highlighting the balance between structured protocols and personal expertise within a socially constructed framework. By linking MMI practices to the broader work-based assessment literature, we contribute to advancing the design and implementation of more valid and fair selection tools for postgraduate training. Additionally, the study underscores the dual benefit of MMIs—not only as a selection tool but also as a platform for interviewers’ professional growth. These insights offer practical implications for refining future MMI practices and improving the fairness of high-stakes selection processes.