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PubMed1994

Self-presentation dynamics on overt integrity tests: experimental studies of the Reid Report.

Three experiments examined impression-management responses to the Reid Report Integrity Attitude Inventory. Subjects encouraged to score high on the honesty test attained higher scores than a control group, but no higher than a group of job applicants. Study 2 offered money for high scores, and provided information to use concerning the first, second, or both factors of the Reid Report. Subjects in the three information conditions scored higher than those in a control condition, but again were no higher than job applicants. In a third study, subjects were asked to respond to the Reid Report and to several other measures as if they seriously wanted a job. After the test, each subject was overpaid for the participation. Reid Report scores were significantly correlated with returning versus retaining the money. These results suggest that integrity tests possess predictive validity despite some impression-management response distortion. Relations with other personality measures also are presented.

Adult↗
PubMed1990

The employment disadvantage of being a smoker.

Three studies were done to examine the effects of being a tobacco smoker on employment prospects. In Study 1, thirty-two subjects reviewed application forms and rated four applicants as prospective employees. The subjects rated the nonsmoker version of the job applicants significantly more highly for hiring. In Study 2, forty-four subjects stated whether they preferred to hire smokers or nonsmokers and estimated the preference of employers generally. Those who stated a personal preference gave their reasons. Seven personal reasons for preferring a nonsmoker were mentioned by at least two subjects. The reasons ranged from dislike of tobacco smoke to concern about smokers taking more sick leave. In Study 3, which involved forty-six subjects, degree of endorsement of the attitudes underlying four of the seven preference reasons were found to be associated with degree of preference for non-smokers. The results of the three studies provide potentially useful information for job applicants and for individuals who design smoking prevention interventions.

Adult↗
PubMed1985

Multiple applications for vocational training rotations: can we improve the system?

Questionnaires were sent to 392 doctors who had applied for 10 vocational training rotations in South West Thames Region nine months previously. These 392 doctors had made 607 such applications in south west Thames during this time. Replies were received from 260 (66%) of those circulated. These doctors together had made roughly 4000 job applications nationwide, or 15 each: two thirds had found a post that was satisfactory for vocational training within the nine months, three quarters of them on organised rotations. There was no difference between men and women regarding success in finding a job. Both married and single women were more specific than men about the area in which they wanted to train and had made fewer job applications. Of those who answered the questionnaires, roughly three quarters thought that the present system of applying for training posts was unsatisfactory, and suggestions for improvements are made. It is concluded that although a regional clearing house scheme would help administration in the regions, only a national scheme would substantially help the applicants. To avoid frustration doctors might be more selective and limit their applications without harming their chances of success.

Adult↗
PubMed1977

The value of preplacement medical examinations for nonhazardous light duty work.

A prospective study on 6,125 job applicants for light duty telephone company work is presented, which indicates that a preplacement medical evaluation is not predictive of risks relating to work attendance or job performance in nonhazardous assignments. Results show that between groups of employees, who were medically classified at the time of hire into categories with or without employment risk factors, there was no significant difference relative to sickness, accident or other absence, or to work performance during the first twelve months after hire. A work force loss of 25% is seen during the first year after hire without significant difference between groups for either numbers of employees lost or reason for loss. A cost-benefit analysis based on this study is presented, which demonstrates that the preplacement medical evaluation for light duty assignments is not cost effective. In addition, further unnecessary costs are incurred when job applicants are medically evaluated but not hired, which is shown to occur here for 27.5% of healthy applicants.

Absenteeism↗
PubMed2003

An ecological study of the relations between the recent high suicide rates and economic and demographic factors in Japan.

The male suicide mortality in Japan reached the highest in 1998, since statistics were first recorded in 1899. We investigated whether the recent high suicide rates were associated with economic and demographic factors, using the Pearson's correlation and multivariate regression analyses. The annual numbers of suicide deaths, economic variables, and the proportion of elderly people between 1995 and 2000 were obtained for all the 47 prefectures in Japan. The correlation analyses showed that the male SMR of suicide was mostly associated with the economic variables and the proportion of the elderly men. The female SMR of suicide was associated with the job application rate, and the proportion of elderly women in several years. The multivariate regression analyses showed that the male SMR of suicide was mostly associated positively with the job application rate and the proportion of elderly men and negatively with the amount of household savings and public assistance rate. The largest proportion of the variance of the male SMR of suicide was explained by the set of independent variables in 1998. The goodness-of-fit of the model concerning the female SMR of suicide was poor.

Adult↗
PubMed1979

Discriminatory aspects of pre-employment screening: low-back X-ray examinations in the railroad industry.

In screening the majority of job applicants, most of this nation's railroads administer a low-back X-ray examination in an attempt to ascertain the likelihood that the applicant will sustain future work-related low-back pain or injury. Many applicants are rejected for employment on the basis of the X-ray findings. The railroads apparently perceive this screening program as a cost-effective means (1) of decreasing the incidence of compensation claims for work-related injuries, brought against the railroads under the Federal Employers' Liability Act (FELA), (2) of reducing the number of lost workdays resulting from low-back pain or injury, and (3) of protecting particularly susceptible workers from job-related hazards. The authors of this Article submit that low-back X-ray examinations are poor predictors of future low-back pain or injury. They assert that the railroads' use of such examinations misclassifies a substantial number of job applicants as being at increased risk for such pain or injury, and, in consequence, unfairly denies them employment. Furthermore, the authors claim, the screening program has other negative consequences. For example, applicants rejected for railroad employment on the basis of X-ray findings may as a result have difficulty finding jobs in other industries. In addition, they state, there is a potential radiation hazard to examinees. Moreover, both the railroads and those applicants accepted for employment may inappropriately be reassured by normal findings. On balance, the authors conclude, the screening program has a negative social value. The authors suggest that the program, in effect, erraneously labels many applicants as handicapped, and then denies them employment. Such persons might have legal recourse under federal and state statutes prohibiting employment discrimination against the handicapped.

Back Pain↗
PubMed2005

Socially desirable responding and the factorial stability of the NEO PI-R.

The goal of the present investigation is to compare the factor structure of the revised NEO Personality Inventory (NEO PI-R; P. T. Costa & R. R. McCrae, 1992) in samples of respondents differentially motivated to respond in a socially desirable manner. In the French sample, the authors compared the NEO PI-R structure of job applicants (N=12,631) subgrouped by relative degree of socially desirable responding with that of a normative sample (N=801). In the Belgian sample, the authors compared the NEO PI-R structure in naturally occurring groups, including job applicants (N=3,028), individuals receiving career counseling (N=221), and a normative sample (N=549). Results indicate that the NEO PI-R factor structure remained stable across all samples.

Belgium↗
PubMed2001

Constitutional values and HIV/AIDS in the workplace: reflections on Hoffman v. South African Airways.

South Africa is experiencing an HIV/AIDS epidemic of enormous proportions. The workplace, like all the other sectors, is adversely affected. The tendency of a significant proportion of employers has been to discriminate against employees and job applicants living with HIV/AIDS through the use of HIV testing to exclude those that are HIV-positive. In the case of Hoffman v South African Airways, the Constitutional Court was asked to determine the constitutionality of excluding a job applicant on account of an HIV-positive status. The Court ruled in favour of the applicant and ordered instatement. Through an analysis of Hoffman v South African Airways, the article examines how constitutional values are impacting on HIV/AIDS-related ethics in the workplace.

Acquired Immunodeficiency Syndrome↗
PubMed2002

Effects of socioeconomic factors on suicide from 1980 through 1999 in Osaka Prefecture, Japan.

Suicide rate in Japan surged in 1998. Although the standardized mortality ratios (SMRs) of suicide in Osaka Prefecture, Japan had been mostly lower than the national SMRs of suicide between 1980 and 1997, they surpassed the increased national SMR of suicide in 1998 and 1999. We investigated whether the suicide rates for 1980-97 and the recent increased suicide rates in Osaka Prefecture were associated with socioeconomic factors. Time-series regression analyses of the suicide rate and socioeconomic factors were performed on respective data for five sub-areas in Osaka Prefecture. The suicide rates of young people and middle-aged men were more strongly associated with the job application and divorce rates for 1980-99 than for 1980-97. Some relations between the suicide rate and public assistance rate were found. The suicide rate was negatively associated with the marriage rate in some areas. The suicide rate of elderly women was strongly associated with the number of persons per household. The notable relation was found between the suicide rate of middle-aged men and the job application rate for 1980-99. The inverse relation between the suicide rate of elderly women and the number of persons per household was noteworthy.

Adolescent↗
PubMed1986

Preemployment screening for allergy to laboratory animals: epidemiologic evaluation of its potential usefulness.

Employers at laboratory animal facilities have begun to use selection criteria which proscribe employment of persons thought to be at increased risk of developing allergy to laboratory animals. Some of these criteria are: a personal history of allergy, chronic rhinitis, or asthma, positive direct skin tests, elevated serum immunoglobulin E, abnormal forced expiratory volume in 1 second, and a family history of allergy. The usefulness of these criteria were examined in preemployment screening when applied to job applicants who will be handling laboratory animals, by calculating the sensitivity, specificity, and positive predictive value (PPV) of each criterion. Results illustrated that the primary goal of the screening program must be determined before an evaluation can be made of the usefulness of potential screening criteria in meeting the goal, ie, to identify persons who are themselves at high risk (high PPV), to identify a large proportion of low-risk job applicants (specificity), or to screen out a large proportion of occupational disease (high sensitivity), because it is not possible to maximize these parameters simultaneously. Results indicate that, currently, the use of these screening criteria as determinants for hiring persons to work with laboratory animals is unwarranted.

Animals↗
PubMed1992

Blood pressure and fitness for work.

A survey was carried out to determine whether physicians in Occupational Medicine exclude job applicants because of hypertension and to examine the critical blood pressure cut-off values they apply. The survey sampled 116 respondents, members of the American Occupational Medical Association, Central States. Of these, 33 (28%) reported excluding hypertensives from work permanently, as the policy of one or more of the companies they serve. Another 78 physicians (68%) reported excluding hypertensives permanently on their own initiative when there was no company policy. The critical determining diastolic pressure varied from 90 to greater than 130 mm Hg; 22 respondents (19%) excluded individuals with mild hypertension. The results demonstrate that blood pressure is frequently used as a criterion for employment. Additionally, the level of blood pressure precluding work is arbitrary and variable. There is a need for consensus on appropriate guidelines to preclude inappropriate discrimination against hypertensive job applicants.

Blood Pressure↗
PubMed1986

The lymphocyte transformation test for diagnosis of drug-induced occupational allergy.

Twenty-five workers with clinically diagnosed or suspected occupational hypersensitivity caused by contact with bacampicillin, alprenolol, and/or quinidine were studied by the lymphocyte transformation test and by skin tests. Ten healthy exposed workers, 16 job applicants, and seven healthy nonexposed laboratory workers served as control subjects. Lymphocyte transformation was measured by 3H-thymidine uptake into DNA and by counting of lymphoblasts on cell smears. Lymphocytes from workers with contact eczema or with eczema in combination with conjunctivitis and rhinitis responded to offending drugs in vitro as demonstrated by an increased 3H-thymidine incorporation and by the presence of lymphoblasts in the cultures. In vitro proliferative responses were reproduced during a 4-year period. Drug-specific allergy was confirmed by positive patch test in most workers with eczema. In addition, bacampicillin-specific lymphocyte proliferation was also observed in workers with suspected bacampicillin hypersensitivity but with negative skin tests. They suffered mostly from eczema in combination with conjunctivitis and rhinitis or from conjunctivitis/rhinitis only. Lymphocytes from most control subjects did not respond in vitro to bacampicillin, alprenolol, or quinidine. Weak proliferative responses to bacampicillin were observed in two of the 16 job applicants. The exquisite specificity of drug-induced lymphocyte responses is demonstrated. Thus, lymphocytes from a quinidine-sensitive worker did not respond in vitro to the quinidine stereoisomer, quinine. Furthermore, lymphocytes from a bacampicillin-sensitive worker responded to some penicillins, such as pivampicillin and ampicillin, but not to others, such as benzylpenicillin or pivmecillinam. These data suggest the role of N-acylamido side chain in the sensitization of lymphocytes from this particular donor. In conclusion, lymphocyte transformation test can be used for the detection of offending agents in occupationally sensitized workers. Furthermore, lymphocytes from such individuals may serve as a model for study of specificity of cellular reactions underlying drug-induced hypersensitivity.

Adult↗
PubMed2001

Employment Concerns of People with Epilepsy and the Question of Disclosure: Report of a Survey of the Epilepsy Foundation.

This article presents the results of a survey of the Epilepsy Foundation affiliates in the United States and Puerto Rico, regarding the employment-related questions and concerns of people with epilepsy. The survey also explored how Epilepsy Foundation affiliates advise people with epilepsy about disclosing epilepsy status in the employment-seeking process. Some of the major employment-related questions and concerns reported by the affiliates included identifying resources to help in finding a job, questions about disclosure of epilepsy status in job applications, questions about job-related discrimination or Americans with Disabilities Act (ADA) violations, questions about the ADA, and questions about how to deal with co-workers or supervisors. Implications and design limitations are discussed.

Journal Article↗
PubMed2001

Effects of the testing situation on item responding: cause for concern.

The effects of faking on personality test scores have been studied previously by comparing (a) experimental groups instructed to fake or answer honestly, (b) subgroups created from a single sample of applicants or nonapplicants by using impression management scores, and (c) job applicants and nonapplicants. In this investigation, the latter 2 methods were used to study the effects of faking on the functioning of the items and scales of the Sixteen Personality Factor Questionnaire. A variety of item response theory methods were used to detect differential item/test functioning, interpreted as evidence of faking. The presence of differential item/test functioning across testing situations suggests that faking adversely affects the construct validity of personality scales and that it is problematic to study faking by comparing groups defined by impression management scores.

Adult↗