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PubMed2001

Genetic discrimination and mental illness: a case report.

With advances in genetic technology, there are increasing concerns about the way in which genetic information may be abused, particularly in people at increased genetic risk of developing certain disorders. In a recent case in Hong Kong, the court ruled that it was unlawful for the civil service to discriminate in employment, for the sake of public safety, against people with a family history of mental illness. The plaintiffs showed no signs of any mental health problems and no genetic testing was performed. This was the first case concerning genetic discrimination in common law jurisdictions, therefore the court's judgment has implications for how genetic discrimination cases may be considered in the future. The court considered it inappropriate to apply population statistics or lifetime risks to individuals while examining fitness for work. It recommended an individualised assessment of specific risks within the job, relative to other risks posed by that workplace.

Adult↗
PubMed2004

Quantifying the advantages and disadvantages of pre-placement genetic screening.

BACKGROUND: Tests of genotype may enable workers at unusual risk of future ill-health to be identified. Using them to select for employment, however, entails gains and losses to employers and employees. Ensuring a fair balance between the rights and obligations of each group requires a value judgement, but the advantages and disadvantages to interested parties must first be quantified in a meaningful way. METHOD AND RESULTS: The purposes of pre-employment screening are reviewed, and several simple measures relevant to the separate interests of employers and job applicants proposed-number screened to prevent a single adverse outcome; number excluded to prevent a case; expected incidence of the adverse outcome in those excluded; and preventable fraction. The derivation of these measures is illustrated, and the factors that influence them (the prevalence of the prognostic trait, the relative risk that it carries for an adverse outcome, and the overall incidence of disease) are related algebraically and graphically, to aid judgement on the utility of screening under different circumstances. CONCLUSIONS: In sensitive areas such as genetic testing the onus should be on the employer to justify plans for pre-placement screening. Several quantitative measures can be used to inform the ethical and economic debate about screening and to evaluate alternative strategies for prevention.

Cost-Benefit Analysis↗
PubMed1998

Quality of life in short adults.

The use of (costly) growth hormone (GH) treatment in short children is often justified by the assumption that short stature considerably reduces quality of life in adults. We tested this assumption in 5 groups of short adults: 25 patients with isolated GH deficiency; 17 male patients with childhood onset renal failure; 25 women with Turner syndrome and 26 patients who were presented as a child to a paediatrician for idiopathic short stature. A group of 44 short individuals with presumably idiopathic short stature, who had not been presented to a paediatrician for short stature, was sampled from the general population ('normal shorts'). We measured quality of life in terms of socio-economic variables, the Nottingham Health Profile and time trade-off. The mean height of most groups was close to the 3rd percentile. The chance of having a partner was low for all groups, except for the normal shorts. Problems with job application were only reported in Turner syndrome. The scores on the Nottingham Health Profile were all within the normal range, but GH-deficient adults had a higher score on the domain energy than normal shorts. Women with Turner syndrome, individuals with renal failure, and those with idiopathic short stature had a wish to be taller, with an estimated reduction in quality of life of 2-4% (time trade-off). As the normal shorts did not show any sign of a reduced quality of life, we falsify the assumption of a direct relation between short stature and quality of life. The complaints of patients with idiopathic short stature around the 3rd percentile seem to be the result of unsuccessful coping strategies.

Adolescent↗
PubMed1995

Selection of a hospital based director of pastoral care: process and stakeholders.

Details the steps which were taken in the process of hiring a Director of Pastoral Care for a 274-bed acute care regional referral center in southern Alberta, Canada. Stresses the importance of anchoring the hiring process steps within a relevant context. Offers recommendations for hospitals and clergy faced with a similar project.

Alberta↗
PubMed2003

The weight of obesity in evaluating others: a mere proximity effect.

Previous research demonstrates that we tend to derogate individuals who are perceived to be in a social relationship with stigmatized persons. Two experiments examined whether this phenomenon also occurs for individuals seen in the presence of an obese person and whether a social relationship is necessary for stigmatization to spread. The results from both experiments revealed that a male job applicant was rated more negatively when seen with an overweight compared to a normal weight female and that just being in the mere proximity of an overweight woman was enough to trigger stigmatization toward the male applicant. Experiment 2 examined possible moderating effects of the proximity finding. Applicants seated next to heavy (vs. average weight) individuals were denigrated consistently regardless of the perceived depth of the relationship, the participant's anti-fat attitudes or gender, and whether or not positive information was presented concerning the woman. The profound nature of the obesity stigma and implications for impression formation processes are discussed.

Adult↗
PubMed1994

MMPI-2 Normative Data for the F-K Index: Implications for Clinical, Neuropsychological, and Forensic Practice

The F-K index has long been used as a validity indicator with the MMPI to help identify subjects who may be over- or underreporting psychological problems. The revision of the MMPI necessitates the collection of new norms and development of cutoff scores for the F-K index due to changes in the test itself as well as changes in the way subjects respond to items since the time of the development of the original test. Continuation of the use of old cutoff scores and clinical lore may lead to erroneous conclusions and decisions in the clinical and forensic arenas in which the index is used. MMPI-2 norms for the F-K index are provided for the standardization sample, and additional data are presented for samples of psychiatric patients, head injured patients, individuals seeking disability benefits, job applicants for police and priest positions, and substance abusers. Implications for use of the tables for interpretation of F-K scores are discussed.

Journal Article↗
PubMedDate not supplied

An icon-based interview for the assessment of occupational pesticide exposure in a case-control study of childhood leukemia.

An icon-calendar interview form (ICF) for a case-control study of childhood leukemias and parental exposures to pesticides is described. It includes calendar sheets, icons for life events, crops, jobs, regions, non-agricultural jobs, application techniques and personal protection, markers for durations of exposure patterns, and checklists of pesticides. The ICF collects monthly data from two years before birth until diagnosis of cancer (index children) or until either the interview date or age 15 (controls). Data ascertainment was easy in 62% of interviews, moderately easy in 32%, and difficult in 6%. Seventy-eight subjects delivered data on specific pesticides with pesticide checklists, which improved identification of pesticides. ICF performs satisfactorily for crops, tasks, and other determinants of exposure. Data on pesticides will be further improved by introducing external data use on different crops, time periods, and regions, and by exposure modeling for 27 pesticides.

Adolescent↗
PubMed2001

A guide to planning careers in hematology and oncology.

Numerous opportunities exist for successful careers in the fields of hematology and oncology. Trainees must choose between dedicated training in one or both disciplines, and between careers in private practice or academic medicine. Individuals who favor academic careers must decide between patient-oriented clinical investigation and laboratory research. This article addresses the factors that influence these decisions and inform trainees about critical elements of the training experience that foster successful career development in academic medicine and private practice. Counsel on employment opportunities is provided along with advice on evaluating the merits of employment offers.

Career Choice↗
PubMed1977

MMPI cannot say scores: normative data and degree of profile distortion.

Few previous studies have investigated MMPI Cannot Say scores (the number of items people omit in completing the MMPI). Study 1 examined the frequency of occurrence of omitted items in three different populations. A significantly higher proportion of complete MMPI answer sheets (no omitted items) was found among job applicants than among two psychiatric groups, and the vast majority of test subjects in all three groups responded to all items. Study 2 investigated the degree of profile distortion introduced by randomly omitting various numbers of MMPI items from complete answer sheets. As more MMPI items were omitted, there was a progressive reduction in the elevation of the MMPI profile, but several different analyses failed to reveal a definite point at which the number of omitted items clearly became excessive. Changes in the profile's high-point pair were sometimes produced by numbers of omitted items previously considered to be expected in a "normal" MMPI record. This type of profile distortion could alter significantly the interpretation of a profile. Changes were therefore suggested in the T-score values for the Cannot Say scale given on the standard profile.

Ambulatory Care↗
PubMed2005

Racial differences in socially desirable responding in selection contexts: magnitude and consequences.

Two studies were conducted to examine the magnitude and consequences of racial differences on social desirability (SD) scales. Study 1 included 1,063 job applicants, and Study 2 included 3 sets of incumbents (total N = 534). In both studies, participants were administered several personality measures and an SD scale. Across all samples, Whites scored lower on the SD scale than Blacks (average d = .37), Hispanics (average d = .47), and Asians (average d = 1.04), but these differences were not observed on the personality scales. The consequence of differences in socially desirable responding (SDR) is that fewer minority group members would be selected if SD scales were used to derive cut scores to eliminate individuals from the applicant pool or if the scales were used to correct personality test scores for SDR. However, applying the SD correction did not affect the validity of the personality test for any of the racial groups. Overall, our findings suggest that researchers and practitioners should consider the use of SD scales very carefully, as their use may have unintended consequences. These studies also demonstrate a need to closely examine the construct validity of SD measures across diverse groups.

Adult↗
PubMed1975

A classroom program teaching disadvantaged youths to write biographic information.

Little attention has been given to how formal classroom instruction can be adapted to teach youths everyday skills such as the correct writing of biographic information frequently requested in transactions like applying for a job or a social security number and cashing a check. In this study, six youths in a special education classroom were taught to complete job application forms with the date, their name, signature, address, telephone number, date of birth, and a reference's name, address, and occupation. Each youth was trained on one item of biographic information at a time, after which he was tested on four application forms, including one on which he had not been trained. The tests show that after an item had been taught, it was correctly used in completing application forms on which the youths had been trained and forms on which they had never been trained. The study demonstrates the feasibility of teaching community-living, vocation-related skills to special-education youths in a classroom setting.

Journal Article↗
PubMed1991

Attitudes toward people with disabilities and judgments of employment potential.

The relationship between employers' expressed attitudes toward people with disabilities and their impressions of the employment potential of female job applicants was investigated. 120 subjects viewed videotapes of a simulated interview situation which included either an able-bodied applicant, one on crutches, or one in a wheelchair. The dependent measures included a scale for employment characteristics and management potential and the Attitudes Toward Disabled Persons Scale. Analysis of variance showed the applicants depicted as disabled were rated higher on the employment characteristics and management potential scales than the able-bodies applicant. Mean scores on the Attitudes Toward Disabled Persons Scale were also higher for all depictions of physical condition than published norm indicate. This group of employers appeared to be positively oriented toward people with disabilities.

Adult↗
PubMed2005

The job developer's presence in the job interview: is it helpful or harmful to persons with psychiatric disabilities seeking employment?

This study examines the effect of having an employment specialist join supported employment participants at job interviews. The sample consists of 45 individuals with psychiatric disabilities who sought job placement services during a 28-month period between December 1991 and March 1994. Seventy-nine percent of the job offers occurred when the job developer was present in the interview as compared to only 21% when the job applicants went alone. The finding challenges "current" conventional wisdom about having rehabilitation staff at the worksite. Rehabilitation professionals need to take a fresh look at program policies and practices regarding on-site services to SE participants.

Adolescent↗
PubMed2006

Work conditions, job preparation, and placement strategies for food-animal veterinarians.

This study examines the responses of 1,047 human-resources personnel who recruit veterinarians for positions in their organizations. Work conditions in the organization, lifestyle and time-management issues, job benefits, job expectations, supervisor relations, and the physical demands of veterinary work are studied. Comparisons are made between four different occupational areas: food animals, mixed animals, companion animals, and industry positions in veterinary medicine. The findings portray a career in food animal medicine as very positive. Recruiters also make recommendations to colleges of veterinary medicine for strategies to improve the preparation and placement of their graduates.

Animals↗
PubMed2005

To be(long) or not to be(long): social identification in organizational contexts.

In the past few years, ideas of Social Identity Theory and Self-Categorization Theory have been successfully applied to the organizational domain. In this article, the authors provide an overview of these recent developments and present a concept of social identification in organizational contexts, based on these theories. The assumptions of this framework are that (a) social identification in organizational contexts is a multifaceted concept consisting of different dimensions and foci (or targets), (b) higher levels of identification are related to higher productivity and more positive work-related attitudes, and (c) identification is a very flexible concept that is linked to the situational context. The authors present the results of a series of field and laboratory studies in which the proposed relationships are analyzed and, in the main, confirmed.

Career Choice↗