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Predicting vocational interests through an AI-based chatbot
Get PDFVocational interests did not receive much attention in I/O research though recent research has shown that they are strong predictors for both life and job-related outcomes. Measures of vocational interests still rely heavily on traditional self-report method which is subject to several weaknesses. The present research explores the plausibility of measuring vocational interests through an Artificial Intelligence (AI) chatbot. We intend to examine the psychometric properties of the AI chatbot in measuring vocational interests, namely its (1) internal consistency, (2) split-half reliability, (3) generalizability across samples, (4) factorial validity, (5) convergent validity and discriminant validity, (6) generalizability of convergent and discriminant validity across samples, (7) difference of convergent and discriminant validity on manifest vs. latent variable levels, and (8) criterion-related and incremental validity. 1200 participants will be recruited through a subject pool operated by the Psychology Department at a Southeastern public university. For cross-validation, the whole sample will be split into a training sample (n = 1000) and a test sample (n = 200). All data collection will be completed online. For the training sample, participants will first interact with an AI chatbot provided by an AI firm for approximately 60 minutes. Participants will be asked several questions organized around a series of general topics and will type their responses into the chat box. Participants will then complete two online vocational interest measures on Qualtrics. Demographic information will be collected in this questionnaire. For the test sample, participants will first go through the same study procedure as was used in the training sample. After that, participants will be asked to provide their college GPA, ACT or/and SAT scores, and complete surveys that measure the five criterion variables: Major satisfaction, withdrawal intentions, absenteeism, health complaints, and subjective physical health. To build the predictive models, we will extract textual features of the chat scripts of the training sample and conduct regression analyses. The predictive models will be applied to predict vocational interest scores of the training and test samples by conducting correlation and regression analyses. Psychometric properties will be examined by conducting correlations and regression analyses. We expect the machine-inferred vocational scores to demonstrate good psychometric properties. The proposed research will be the first study using a machine learning approach in predicting vocational interests by developing a cognitive, AI-based chatbot approach, and validating it through comprehensive examinations of its psychometric properties
Why, and so what? The work motivations of rideshare gig workers
No full textThe growth of digital gigs – such as driving for apps like Uber, and completing brief tasks on websites like MTurk – has challenged much of what organizational psychologists think we know about work. In particular, emerging reports consistently suggest that financial dependence – that is, doing this type of work out of financial need – can define the type of experiences that digital gig workers have. For example, financially dependent gig workers are especially likely to face time‐, location, and customer-based constraints on their work, while workers who are less financially dependent likely experience more true autonomy via gigs. After briefly introducing the gig economy (What is it? How big is it? And, why should we care what the IRS has to say?), I will highlight key, recent findings on work motivations among rideshare drivers. I will also discuss the implications of employment status for designing meaningful interventions and tools for gig workers. This talk will provide a basis for us to consider how we can ensure our science and practice remain relevant as work continually changes
Neurotypes: do OCD, ADHD, and autism play a role in life satisfaction?
Get PDFOCD (Obsessive Compulsive Disorder), ADHD (Attention Deficit Hyperactivity Disorder), and ASD (Autism Spectrum Disorder) are neurotypes that impact every aspect of life, including daily activities and socialization, which is why they have been shown in prior studies to negatively impact life satisfaction. This study compared the levels of life satisfaction now and before the COVID-19 pandemic in young adults (n = 324) with typical neurotypes, those with only ASD (autism), with only OCD, with only ADHD, with two of the neurotypes, and with all three neurotypes. Contrary to predictions from prior research, life satisfaction did not decrease after the onset of the COVID-19 pandemic; all neurotypes had increased or the same life satisfaction now. The hypothesis that each neurotype would have different levels of life satisfaction was supported; OCD, ADHD, and ASD symptoms each have unique negative impacts on life satisfaction. In this sample, OCD, ADHD, and ASD symptoms accounted for approximately 15% of the variation in life satisfaction, with autism having the greatest impact
Bee pluribus unum: Vergil as an imperial advisor
Get PDFAll three of Vergil’s major works received patronage, although somewhat indirectly, by Augustus, the first Roman emperor, and they have been an integral aspect of education since they were given to the public. Research going back hundreds of years, from John Wesley of the late 1700s to the contemporary Peter White, has sought to address the finer details of the relationship between Augustus and Vergil, focusing heavily on Vergil’s attitude towards Augustus and the new imperial rule. In this paper, I will add to this controversy-steeped conversation from the perspective of an educator, highlighting the possibility that Vergil was a kind of teacher to Augustus, delivering instruction to him by means of his poetry. I do so by primarily addressing the Georgics, Vergil’s second work. In this work, Vergil passes on subtle lessons to Augustus on how to handle his newfound power. In doing so, Vergil acts simultaneously as an entertainer and an educator, poet and imperial advisor. He uses descriptions of bees, bee colonies, and the care of both as his primary delivery method for his lessons. Vergil dedicates an entire book of verse to bees, and this fact is not insignificant. As he writes in Georgics IV, “labor on little things; but there is no little glory.” I will set out to show that Vergil deliberately personalizes and personifies bees in an attempt to serve as an indirect imperial advisor. This paper highlights both the complexity of literary analysis as well as the beauty of Vergil’s original Latin text. It asks its audience to evaluate materials through several lenses, or a unique intersection. At this incredibly rare intersection of insects, education, and imperial rule rests one man, one student, and very many bees
The link between critical thinking and personality: individual differences in a concern for truth
Get PDFThis study explored the relation between a concern for truth (a measure of critical thinking disposition), the big five personality traits, and demographic variables. College students (N = 367, 75% women) completed an online survey that assessed a concern for truth and personality. Correlational analysis indicated a concern for truth was significantly related to openness, neuroticism, and agreeableness. Stepwise multiple regression analysis showed that openness, age, grade point average (GPA), neuroticism, and class rank were significant predictors of a concern for truth. Openness was the most significant predictor of a concern for truth and accounted for 13% of the variance between students. Implications of these findings in relation to critical thinking education and future research are discussed
Preparing for Success through the Robert Noyce Teacher Scholarship Program: Student Survey 2022
Get PDFThe Noyce program is an induction program designed to help future teachers in various STEM fields get started in their careers.
Induction programs such as this one have become more popular over the past few years These induction programs can have a variety of benefits for the participants, including providing financial support, mentorship from experienced teachers, and connections that can lead to field placements (Ingersoll, 2004). Studies have also shown that participation in these programs can lead to less career turnover for the teachers involved in them (Ingersoll, 2004). Other research conducted has shown that induction programs for new teachers can help improve attitudes toward teaching and improve their own level of content knowledge (Luft, 2009).
During the spring of 2022, a survey was sent out to participants in the Noyce program in order to gather information on how participants viewed the program in which they are involved. The survey was developed internally and was composed of 12 questions designed to gauge perceptions in three primary areas. These areas include the following: (a) factors that lead to their participation in the Noyce program, (b) what their experiences were with various parts of the program, and (c) how successful they felt the program was in preparing them to teach.
Three Noyce scholars responded to the survey. Results showed that two of the respondents were drawn to the program because of recruitment efforts through the university and because of the financial support that the program provided, while one was simply drawn to the program because of an inherent desire to teach. With regard to experiences within the program, all three respondents indicated that they had positive feelings toward the professors they worked with and that the teaching experiences offered through the program were all very helpful in preparing for their future career. Two respondents also reported that the program provided them with a lot of helpful resources, while one mentioned that they were not fully aware of what was available to them. Biology and psychology courses were reported as being particularly helpful in preparation, while mathematics courses were seen as more demanding than what would be required for background knowledge of a teacher. The respondents specifically indicated that they felt confident in both teaching within their content area and engaging their students. Overall, respondents felt well-prepared for their careers in teaching
Perceived Engagement in Flexible Work Arrangements
Get PDFEarly in the pandemic, employees transitioned to remote work to prevent the spread of COVID-19. Though social distancing and other coronavirus related mandates have begun to subside, some employers are continuing to allow their employees flexibility in their work arrangements. This continued flexibility appears to be the “new normal” of how we work (Weideman & Hofmeyr, 2020). As a result, the question arises as to whether flexible workers feel engaged and connected to their organizations. To illustrate perceived engagement in flexible work arrangements, a sample of 258 participants was recruited through social media and student participation system SONA. Examples of flexible work arrangements identified included working entirely from home (telecommuting), coming into the office a few days a month (hybrid), working traditional hours in less than 5 workdays (compressed work schedules) or working hours during core business hours with variation in start and end times (flexible scheduling; Society of Human Resources Management, 2015). Analyses included basic mean differences and descriptives of perceived engagement via the Flexible Work Arrangement Engagement scale (FWAE; Bish & Vosika, 2022). Results indicated that perceived engagement had a significant difference between those that currently, previously, and have not experienced working in flexible work arrangements. More specifically, those that currently work in flexible work arrangements significantly differed in perceived engagement than those that have never experienced flexible work arrangements. Zooming into the differences between types of flexible arrangements, we see slightly higher average perceived engagement in compressed work weeks and flexible scheduling. Based on findings, it appears that individuals have a moderately strong perception of engagement in most forms of flexible work arrangements. This is consistent with recent research showing positive influences of flexible work arrangements on employee engagement and other employee related outcomes (e.g., wellbeing and productivity; Weideman & Hofmeyr, 2020)
Stress and Coping Strategies; A Cross-Cultural Study
Get PDFThis research study aims at examining the cross-cultural differences or similarities in the stress coping process between countries, with a focus on the United States and Nigeria. More specifically, the study examines whether culture influences the relationship between situational control and coping strategies. Participation in this survey will be restricted to people with either Nigerian or United States nationality who have also lived in their country of nationality for a minimum of 18 years. Participants will be required to respond to items from the Locus of Control scale, brief-COPE scale, and the Values Survey Module. The outcome of this study could be useful for increasing the understanding of the impact of cultural environment on coping strategies. Organizations that have diverse employees can be enlightened on how to promote coping strategies that are actually useful for the different employee
Remote or in-person work: how does personality and qualifications relate to performance
Get PDFAfter the COVID 19 pandemic forced many office workers to work remotely, many employers are now trying to bring their employees back to the office. However, many employees are resisting these calls, with claims that they can be equally, if not more productive while working remotely. Anecdotal evidence suggests that work performance can fluctuate in remote or in-person environments and from person to person. However, which environment generates better performance on average has not been well understood. In addition, whether there are differences in predictors of performance in remote vs. in-person settings is another under-researched area. Accordingly, acknowledging that this is an empirical question, this study will investigate work performance of individuals in remote or in-person work environments and attempt to explain why each person’s work performance was inhibited or enhanced. The participants will be shown two different tasks and instructed to perform each task within both environments. Once participants complete their tasks, they will be invited to a survey measuring their personality and other potentially relevant constructs to explain the reasons they may have to perform better when doing remote work instead of in-person, or vice versa
Effects of Patient Aggression on Pediatric Healthcare Workers
Get PDFHealthcare workers are injured at high rates, even those who work in pediatric settings. The source of these injuries may be overexertion, slips/trips/falls, or needle sticks, but one source of injuries that has not been studied as extensively is patient aggression. Our study looked at possible effects of experiencing “patient behavioral events” (or PBEs), which are defined as physical aggression toward an employee, whether or not there was an intention to harm. Surveys of employees at three children’s hospitals across the U.S. showed that increased frequency of PBEs is associated with decreased well-being and worse job/organization attitudes. One key finding from this study is that the same negative effects were shown when the frequency of witnessing or hearing about PBEs was higher, which suggests that one need not be the target of the aggression to experience negative effects. If this causal path holds in future research, it would mean that PBEs have ripple effects in the unit, beyond just the person who is targeted by the patient aggression. Ongoing data analyses will examine whether there are any mitigating factors that might reduce the harm caused by PBEs