Relationship between self-reported and objectively measured physical fitness in young men and women.

Self-reported physical fitness has advantages in cost and time over objective methods, but previous studies demonstrate equivocal conclusions regarding validity. Methods for self-reporting are usually based on subjective judgements, while another approach includes performing field tests at home. The Norwegian military relies on the latter method for conscript selection, but its validity is unknown and should be investigated. In total 14,166 young men and women were included in the study. During conscript selection step one, the subjects were requested to perform 3,000 m run, push-up, pull-up and standing long jump tests at home, and report the results online ("self-reported measurements"). Step two took place at a conscript selection centre 1-18 months later. Here, the subjects completed a maximal treadmill test, seated medicine ball throw, pull-up and standing long jump tests ("objective measurements"). The results demonstrated correlation coefficients from 0.29 to 0.82 (P < 0.05) for self-reported vs. objective measurements, with the highest association found for self-reported and objectively measured pull-ups. Kappa values ranged from 0.05 to 0.34 (P < 0.05), with pull-ups demonstrating the highest agreement. More women than men over-reported their physical fitness. Among men and women indicating similar self-reported fitness, men's objective fitness was higher for all objective tests (effect sizes from 0.5 to 3.0). In conclusion, large variations in correlation coefficients were observed between self-reported and objectively measured physical fitness, while the kappa values indicated poor to fair agreement. The finding that more women than men over-reported their fitness level contradicts most previous studies.Highlights Low, moderate, and high correlations, and poor to fair agreements (kappa values), were observed between self-reported and objectively measured endurance and muscle strength variables.More women than men overreported their actual fitness level.Self-reported fitness based on performing field tests at home may be a feasible alternative to traditional methods which rely on self-perceived fitness.

Quantifying hierarchy and dynamics in US faculty hiring and retention.

Faculty hiring and retention determine the composition of the US academic workforce and directly shape educational outcomes1, careers2, the development and spread of ideas3 and research priorities4,5. However, hiring and retention are dynamic, reflecting societal and academic priorities, generational turnover and efforts to diversify the professoriate along gender6-8, racial9 and socioeconomic10 lines. A comprehensive study of the structure and dynamics of the US professoriate would elucidate the effects of these efforts and the processes that shape scholarship more broadly. Here we analyse the academic employment and doctoral education of tenure-track faculty at all PhD-granting US universities over the decade 2011-2020, quantifying stark inequalities in faculty production, prestige, retention and gender. Our analyses show universal inequalities in which a small minority of universities supply a large majority of faculty across fields, exacerbated by patterns of attrition and reflecting steep hierarchies of prestige. We identify markedly higher attrition rates among faculty trained outside the United States or employed by their doctoral university. Our results indicate that gains in women's representation over this decade result from demographic turnover and earlier changes made to hiring, and are unlikely to lead to long-term gender parity in most fields. These analyses quantify the dynamics of US faculty hiring and retention, and will support efforts to improve the organization, composition and scholarship of the US academic workforce.

Interview experience, post-interview communication, and gender-based differences in the integrated vascular surgery residency match.

OBJECTIVE: Integrated vascular surgery residency (IVSR) applicant perspective about the match process has been rarely studied, yet this has important implications on trainee recruitment. We sought to better understand the nature of the interview process and post-interview communication and its impact on students' ranking choices. METHODS: A voluntary and anonymous survey was sent to students who matched to IVSR in 2020, inquiring about interviews, post-interview communications, and factors influencing students' rank lists. RESULTS: Seventy of the 73 matched students completed the survey (96% response rate; 23 female and 47 male respondents). Applicants reported they were asked questions about other programs of interest (81.4%), top choice programs (65.7%), marital status (32.9%), family planning (7.1%), and religion (1.4%) during interviews. Female applicants were more frequently asked questions about family planning (17.4% vs 2.1%; P < .01) and marital status (52.5% vs 23.4%; P < .01) compared with male applicants. After interviews, 92.9% of applicants notified their top choice program of their ranking preference. Of applicants, 61.4% received post-interview communication with regards to ranking from at least one program, initiated by program directors in 81.3% of instances. Among these applicants, 58.1% reported that the post-interview communication had an impact on their rank list, and 46.5% matched at a program by which they were contacted. Of applicants, 5.7% were asked by a program to reveal their ranking of the program, and 11.4% were promised by a program to be ranked first if the applicant reciprocally ranked them first. Female and male applicants weighed program culture, operative volume, mentorship, and prestige equally in making their rank list. Male applicants weighed the sub-internship experience more significantly; however, female applicants weighed the sub-internship experience, personal relationships in certain cities, dedicated professional development years, and large female representation in the program more heavily (P < .02). CONCLUSIONS: This study provides insight into the interview experience and impactful factors for the vascular surgery match. Both female and male applicants were asked a high number of questions about personal matters unrelated to medical school performance. Female applicants, however, experienced a higher proportion of these instances, particularly regarding family planning. These findings demonstrate the factors that are important to applicants in the match process and raises awareness of potential challenges in the interview and recruitment process.

Examining potential gender bias in automated-job alerts in the Spanish market.

Numerous field experiments based on the correspondence testing procedure have documented that gender bias influences personnel selection processes. Nowadays, algorithms and job platforms are used for personnel selection processes because of their supposed neutrality, efficiency, and costs savings. However, previous research has shown that algorithms can exhibit and even amplify gender bias. The present research aimed to explore a possible gender bias in automated-job alerts generated in InfoJobs, a popular job platform in Spain. Based on the correspondence testing procedure, we designed eight matched resumes in which we manipulated the gender of the candidate for two different professional sectors (female-dominated vs. male-dominated) and two different levels of age (24 vs. 38). We examined the 3,438 offers received. No significant differences were observed in the automated-job alerts received by female and male candidates as a function of occupation category, salary, and the number of long-term contracts included in the alerts. However, we found significant differences between the female-dominated and the male-dominated sectors in all the mentioned variables. Some limitations and implications of the study are discussed. The data and materials for this research are available at the Open Science Framework, https://osf.io/kptca/.

Orthopedic Surgery Residency Application Process in 2020 - Has Diversity been Affected?

Background: Orthopedic surgery is currently the least diverse field in medicine. COVID-19 necessitated a virtual rotation and interview process for orthopedic residency applications in 2020. Given the pressing need to address disparities within the field, any change in the application process should be examined with regard to the potential effects it could have on the diversity of trainees in orthopedic surgery. The purpose of this study was to evaluate the effect of virtual rotations and interviews on the demographic distribution of applicants to orthopedic surgery residency. Methods: A retrospective review of orthopedic surgery residency applicants was performed comparing the 2018 and 2020 application cycle. Self-reported ethnicity on Electronic Residency Application Service (ERAS) forms was recorded for all applicants who met prescreening criteria, were invited to interview and who completed interviews. The proportion of underrepresented minority (URM) applicants was compared between these two cohorts. Results: There were no significant differences between the 2018 and 2020 application cohorts in terms of number or proportion of URM applicants that met initial screening criteria (p=0.7598), female applicants that met initial screening criteria (p=0.3106), URM applicants who were invited to interview (p=0.6647), or female applicants who were invited to interview (p=0.63). Overall, applicants in the 2018 cycle were 2.38 times more likely to be invited to interview (OR 2.38, 95% CI 1.6886-3.3623, p<0.0001) and applicants who were invited to interview were 20.96 times more likely to interview in the 2020 cycle than in the 2018 cycle (OR 20.96, 95% CI 4.89-90.09, p<0.0001). Conclusion: The proportion of URMs applying to orthopedic surgery residency was not significantly different after transitioning to a virtual rotation and interview platform at the single institution studied. Applicants were 2.38 times more likely to be invited to interview in 2018 and were 20.96 times more likely to attend the interview in 2020.Level of Evidence: III.

Physical testing characteristics better explain draft outcome than in-game movement profile in junior elite Australian rules football players.

OBJECTIVES: The aim of this study was to investigate the extent to which Australian Football League (AFL) draft outcome is associated with physical performance and/or in-game movement profile. DESIGN: Observational cohort design. METHODS: Physical testing results and in-game global positioning system (GPS) data were collated from Victorian-based, draft-eligible participants in the under 18 boys NAB League competition (n = 450; age = 17.1 ±â€¯0.3 y). Players were grouped by position as nomadic, fixed-position or fixed&ruck. RESULTS: Individually, variables that best distinguish drafted and non-drafted players were: estimated V̇O2 max (all-position, nomadic, fixed&ruck: d = 0.60, 0.64, 0.53), standing vertical jump (d = 0.57, 0.58, 0.53), running vertical jump (d = 0.52, 0.51, 0.56), AFL agility (d = 0.49, 0.44, 0.67) and 20-m speed (all-position, nomadic: d = 0.50, 0.61). Factor analysis prior to binary logistic regression assessed the probability of factors influencing position-specific draft outcome. AFL agility (all-position, fixed&ruck: OR = 4.58, 15.86), anthropometry (all-position, nomadic, fixed, fixed&ruck: OR = 2.55, 2.06, 11.41, 7.99), and jumping (all-position, nomadic, fixed&ruck: OR = 1.75, 1.69, 2.68) were the factors most associated with positive draft outcome. More game involvement (fixed&ruck: OR = 2.22), sprinting (all-position, fixed&ruck: OR = 1.45, 2.06) and less non-sprinting activities (all-position, nomadic: OR = 0.64, 0.61) were associated with positive draft outcome. The fixed&ruck model was the best performing (χ2(115) = 30.59, p < 0.001, AUC = 84.7%). CONCLUSIONS: Physical testing-related factors were most likely to influence draft outcome, where larger and more agile players were desirable draft picks. In-game movement profile had some bearing on draft outcome in all positional groups with the exception of fixed.

Social media use in residency recruitment during the COVID-19 pandemic.

To investigate the extent to which dermatology programs use social media to connect with applicants, we conducted a search of all 140 residency programs on Instagram, Facebook, Twitter, and YouTube. Our search revealed 74 (53%) Instagram, 21 (15%) Facebook, 20 (14%) Twitter, and four (3%) YouTube accounts for dermatology programs, with the number of Instagram accounts increasing five-fold from the end of 2019 to present. Our results demonstrate that conditions created during the coronavirus disease 2019 (COVID-19) pandemic accelerated dermatology residency programs' acceptance of social media, particularly Instagram, as a means to communicate and share information with applicants.

The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.

The purpose of this article is to simultaneously advance theory and practice by understanding how the Coronavirus disease 2019 (COVID-19) pandemic relates to new hire engagement. Prior research suggests starting a new job is an uncertain experience; we theorize that the COVID-19 pandemic creates additional environmental stressors that affect new hire engagement. First, we hypothesize that the occurrence of COVID-19 and unemployment rates relate negatively to engagement. Second, we theorize that the effects of the pandemic become more disruptive on new hire engagement as they gain tenure within the organization. Third, drawing from strategic management theory, we test whether States that introduce stronger COVID-19 policies help enhance the engagement of new hires. Examining a U.S. national sample of 12,577 newly hired (90 days or less) quick service restaurant employees across 9 months (January-September, 2020), we find support for these hypotheses. Subsequent model comparisons suggest there may be health stressors that shape engagement more strongly than purely economic stressors. These findings may be important because they highlight the experiences of workers more likely to be exposed to the pandemic and affected by COVID-related policies. Should the results generalize to other samples and jobs, this study offers potentially new research directions for understanding relationships between macro stressors and new hire perceptions and socialization. It also offers practical implications by helping organizations understand the importance of explicitly managing job insecurity, particularly in terms of COVID-19 policy. (PsycInfo Database Record (c) 2021 APA, all rights reserved).