Intercultural effectiveness in GPs' communication and clinical assessment: An experimental study.

OBJECTIVE: This study aimed to investigate potential disparities in general practitioners' overall communication and clinical assessments based on patient ethnicity, while examining the influence of intercultural effectiveness. METHODS: Employing a 2 × 2 experimental study design, online video recorded consultations with simulated patients were conducted and analyzed using OSCEs. Each GP (N = 100) completed a consultation with both an ethnic majority and an ethnic minority patient. Additionally, a follow-up survey was administered to gather supplementary data. Paired sample t-tests explored ethnic disparities, correlation and regression analyses determined associations with intercultural attitudes, traits and capabilities. RESULTS: No statistically significant differences in GPs' communication or clinical assessment were found based on patients' ethnic background. Positive associations were observed between all aspects of intercultural effectiveness and GPs' consultation behavior. Intercultural traits emerged as a strong and robust predictor of clinical assessment of ethnic minority patients. CONCLUSION: Intercultural traits, such as ethnocultural empathy, may play a critical role in GPs' clinical assessment skills during intercultural consultations. PRACTICE IMPLICATIONS: Findings provide valuable insights into the determinants of intercultural effectiveness in healthcare, fostering promising targets for interventions and training programs aiming to ensure higher-quality and more equitable care delivery.

Presenting the direct intercultural effectiveness simulation: an implicit trait policy on intercultural competence.

Background: An implicit trait policy (ITP) represents the interaction between a personal disposition and general domain knowledge on how to effectively handle a specific (intercultural) situation. Such an ITP is a proven construct to create instruments that can predict future effective behavior. Moreover, such a simulation can provide valuable proxies for actual (future) behavior, as measures of (future) real life intercultural interactions are not always available. Methods: In a series of three studies (N1 = 224, N2 = 291, N3 = 478), the present research introduces a "Direct Intercultural Effectiveness Simulation" or DIES, an instrument that simulates intercultural effectiveness by directly tapping into an ITP on intercultural competence. Results: First and foremost, the present research demonstrates that the DIES instrument generates reliable and construct-valid measures of intercultural effectiveness. Second, the DIES instrument also shows expected converging and diverging patterns when correlated with a nomological network on intercultural effectiveness. And third, the DIES measure is further validated by integration into an ITP framework of intercultural effectiveness based on theoretical and empirical accounts from literature. Conclusion: The DIES instrument generates a reliable and valid measure of intercultural effectiveness by tapping into an ITP on intercultural competence. Theoretically, the present research integrates the instrument into literature by empirically verifying an ITP framework of intercultural effectiveness. In practice, the DIES instrument can be used as an awareness or training proxy for actual behavior to tackle important problems like ethnic prejudice and discrimination.

Beyond the Hype: (How) Are Work Regimes Associated with Job Burnout?

Job burnout affects countless workers and constitutes a major issue in working life. Prevention strategies such as offering part-time options and shorter working weeks have been widely advocated to address this issue. However, the relationship between shorter work regimes and burnout risk has not yet been investigated across diverse working populations applying validated measures and frameworks for job burnout. Building on the most recent operationalisation of job burnout and the seminal job demands-resources theory, the purpose of the current study is to investigate whether shorter work regimes are associated with lower burnout risk and whether the job demands-resources explain this association. To this end, a heterogenous sample of 1006 employees representative for age and gender completed the Burnout Assessment Tool (BAT) and Workplace Stressors Assessment Questionnaire (WSAQ). Our mediation analyses yield a very small but significant indirect association between work regimes and burnout risk through job demands, but no significant total or direct association between work regimes and burnout risk. Our result suggests that employees in shorter work regimes experience slightly fewer job demands, but are equally prone to developing burnout as their full-time counterparts. The latter finding raises concerns about the sustainability of burnout prevention that focuses on mere work regimes instead of the root causes of burnout.

Introducing a vignette experiment to study mechanisms of ethnic discrimination on the housing market.

Ethnic discrimination on the housing market has been subject of research for years. While a field experimental approach is widespread, alternative attempts to objectively measure mechanisms of discrimination on the housing market are scarce. In line with labor market research, we stress that to reduce rental discrimination against ethnic minorities, we need understanding its underlying mechanisms. This is the first paper that introduces a vignette experiment to do so. We distinguish between four mechanisms put forward in the literature but hardly ever empirically tested: agent taste-based discrimination, owner taste-based discrimination, neighborhood taste-based discrimination and statistical discrimination, in a multifactorial vignette experiment among 576 pre graduate real estate student. In addition, our experimental design allows us to examine whether unequal treatment is heterogeneous by property owner and neighborhood characteristics.

Intercultural Competence Predicts Intercultural Effectiveness: Test of an Integrative Framework.

Why does someone thrive in intercultural situations; while others seem to struggle? In 2014, Leung and colleagues summarized the literature on intercultural competence and intercultural effectiveness into a theoretical framework. This integrative framework hypothesizes that the interrelations between intercultural traits, intercultural attitudes and worldviews, and intercultural capabilities predict the effectiveness with which individuals respond to intercultural situations. An empirically verified framework can contribute to understanding intercultural competence and effectiveness in health care workers, thus contributing to more equity in health care. The present study sets out to test this integrative framework in a specific health care context. Future health care practitioners (N = 842) in Flanders (Belgium) were questioned on all multidimensional components of the framework. Structural equation modeling showed that our data were adequate to even a good fit with the theoretical framework, while providing at least partial evidence for all hypothesized relations. Results further showed that intercultural capabilities remain the major gateway toward more effective intercultural behavior. Especially the motivation and cognition dimensions of cultural intelligence seem to be key factors, making these dimensions an excellent target for training, practical interventions, and identifying best practices, ultimately supporting greater intercultural effectiveness and more equity in health care.

Successful return to work after burnout: an evaluation of job, person- and private-related burnout determinants as determinants of return-to-work quality after sick leave for burnout.

PURPOSE: Burnout literature has primarily studied determinants and rehabilitation. Remarkably, ways to enable qualitative return to work after burnout are considered considerably less and were studied here. Specifically, building on the Job Demands-Resources model and Effort-Recovery model, this study investigated determinants of the quality of return to work. MATERIAL AND METHODS: Hierarchical regression analyses were conducted to evaluate the quality of reintegration among 786 workers who were surveyed about their return to work after a burnout episode. RESULTS: Restarting work at a new employer and especially getting supervisor support appeared beneficial, whereas remaining burnout symptoms, stressors in one's private environment and - mostly - neuroticism hampered the quality of return to work. CONCLUSION: Given the high prevalence and important costs burnout entails, primary prevention alone proves insufficient. Current study findings inform on how to optimize the quality of reintegration in the workplace after a burnout episode, demonstrating that supportive managers and inclusive workplaces (i.e., open to hire applicants with a burnout history) are important levers for qualitative return to work, next to ensuring workers are not (so much) impaired by their burnout rest symptoms.Implications for RehabilitationReintegration trajectories after burnout should not only be evaluated by sick leave duration but also by the clients' subjective experience of quality of return to work.Rehabilitation professionals should ensure clients prepare return to work early so they return timely and are not (so much) impaired by their burnout rest symptoms.Rehabilitation professionals should propose reorientation towards a new employer in case of irreversible work ability problems at the current workplace.The clients' current work situation should allow for sufficient supervisor social support.Also stressors in private life (like divorce) and personality characteristics (like neuroticism) should be considered as they may hamper quality of return to work.

As if it weren't hard enough already: Breaking down hiring discrimination following burnout.

Hiring discrimination towards (former) burnout patients has been extensively documented in the literature. To tackle this problem, it is important to understand the underlying mechanisms of such unequal hiring opportunities. Therefore, we conducted a vignette experiment with 425 genuine recruiters and jointly tested the potential stigma against job candidates with a history of burnout that were mentioned earlier in the literature. We found candidates revealing a history of burnout elicit perceptions of requiring work adaptations, likely having more unpleasant collaborations with others as well as diminished health, autonomy, ability to work under pressure, leadership capacity, manageability, and learning ability, when compared to candidates with a comparable gap in working history due to physical injury. Led by perceptions of a reduced ability to work under pressure, the tested perceptions jointly explained over 90 % of the effect of revealing burnout on the probability of being invited to a job interview. In addition, the negative effect on interview probability of revealing burnout was stronger when the job vacancy required higher stress tolerance. In contrast, the negative impact of revealing burnout on interview probability appeared weaker when recruiters were women and when recruiters had previously had personal encounters with burnout.

The unrealized potential of technology in selection assessment / El potencial de la tecnología no empleado en la evaluación de la selección

Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs the new ways are measuring. Second, while technology in assessment leads to much greater efficiency, there are also untested assumptions about effectiveness and fairness. There is little consideration of potential negative byproducts of contextual enhancement, removing human judges, and collecting more data. Third, there has been insufficient consideration of the changed nature of work due to technology when assessing candidates. Virtuality, contingent work arrangements, automation, transparency, and globalization should all be having greater impact on selection assessment design. A critique of the current state of affairs is offered and illustrations of future directions with regard to each aspect is provided

Los avances tecnológicos en la evaluación han cambiado radicalmente el panorama de la selección de empleados. Este estudio se enfoca en tres áreas en las que los cambios tecnológicos aún no se han producido. En primer lugar, mientras se están implementando nuevas formas de medir los componentes de la evaluación, estos nuevos componentes no se están evaluando, ni tampoco está claro qué componentes están midiendo los nuevos modelos. En segundo lugar, si bien la tecnología en la evaluación conduce a una eficiencia mucho mayor, también hay suposiciones no probadas sobre su eficacia e imparcialidad. Existe una escasa consideración de los posibles subproductos negativos de la mejora contextual, la eliminación de los juicios humanos y la recopilación de más datos. En tercer lugar, no se ha considerado suficientemente la naturaleza cambiante del trabajo debido a la tecnología a la hora de evaluar a los candidatos. La virtualidad, la supeditación a los acuerdos laborales, la automatización, la transparencia y la globalización deberían tener un mayor impacto en el diseño de la evaluación en selección. Se hace una crítica de la situación actual y se proporcionan ejemplos de directivas futuras con respecto a cada uno de estos aspectos

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination.

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants' hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one's date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.

Psychological predictors of cultural diversity support at work.

OBJECTIVES: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees' and managers' intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen's theory of planned behavior. METHOD: Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after 6 months were assessed among managers and employees using self-reports in a 2-wave survey design. Participants' average age at Time 1 was 38.26 years (SD = 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. RESULTS: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals' intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers' reported PBC and behavior were higher compared to employees. CONCLUSIONS: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work. (PsycINFO Database Record

Ethnic Minorities' Impression Management in the Interview: Helping or Hindering?

Cross-cultural impression management (IM) has not been considered much, which is remarkable given the fast rate at which the labor market is becoming multicultural. This study investigated whether ethnic minorities and majorities differed in their preference for IM-tactics and how this affected ethnic minorities' interview outcomes. A preliminary study (focus groups/survey) showed that ethnic minorities (i.e., Arab/Moroccans) preferred 'entitlements' whereas majorities (i.e., Flemish/Belgians) preferred 'opinion conformity' as IM-tactics. An experimental follow-up study among 163 ethnic majority raters showed no main effect of IM-tactics on interview ratings. Ethnic minorities' use of IM-tactics only affected interview ratings if rater characteristics were considered. Specifically, interview ratings were higher when ethnic minorities used opinion conformity (i.e., majority-preferred IM-tactic) and lower when minorities used entitlements (i.e., minority-preferred IM-tactic) if recruiters were high in social dominance orientation, and when they felt more experienced/proficient with interviewing. IM-tactics are a human capital factor that might help applicants to increase their job chances on the labor market. It is concluded that ethnic minority applicants' preferences for certain IM-tactics might lead to bias even in structured interview settings, but that this depends on ethnic majority recruiters' interview experience and ingroup/outgroup attitudes. Implications for research and practice are discussed.

Recruitment and Selection in Europe: one step beyond / Reclutamiento y selección en Europa: un paso adelante

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