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Influence of language background on tests of cognitive abilities: Australian data(Taylor & Francis, 2006)This study examines the effect of language background on the performance of healthy participants on a battery of cognitive measures. The study was conducted as part of a larger normative study: the Macquarie University Neuropsychological Normative Study (MUNNS). A comparison was made between the test performance of three language background groups: participants from a non-English-speaking background whose first language was other than English (NESB-OE, N = 42); participants from a non-English-speaking background whose first language was English (NESB-E, N = 34); and participants from an English-speaking background (ESB, N = 40). A number of tests used in clinical neuropsychological assessment were found to be sensitive to the background of the participant, and trends in the data suggest that two factors are operating independently. It is proposed that one factor is language or proficiency in English that impacts on verbal subtests and the other is a sociocultural factor that impacts on performance or nonverbal subtests. These findings question current practices when assessing people from non-English-speaking backgrounds.
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Examining relationships between emotional intelligence and coaching efficacy.(International Society of Sport Psychology (ISSP), 2008)The study examined the relationship between emotional intelligence and coaching efficacy. Ninety-nine coaches completed the Emotional Intelligence Scale and the Coaching Efficacy Scale with the results of the canonical correlation suggesting significant relationships between the two sets of variables. Regression analyses suggested motivation efficacy to be significantly associated with the regulation of emotions, and social skills, whereas character-building efficacy was associated with optimism. Teaching technique efficacy was significantly associated with appraisal of own emotions with no significant predictors for game strategy efficacy. When viewed collectively, results provide an insight to how emotional intelligence relates to coaching efficacy and gives an indication to where applied work with coaches may be directed. Future research suggestions are also provided in reference to coach-related psychology.
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What do people really do at work? Job analysis and design(Wiley-Blackwell, 2017-05)What do people really do at work? Or to phrase the question differently, what is the content and nature of different jobs in organizations? What should people do in their respective jobs in order to deliver organizational strategy? This chapter introduces the means by which these questions are answered: job analysis. In this chapter, job analysis is defined, and its place within a number of wider organisational systems is explored. Following this, the distinction is drawn between two broad types of analysis: work-oriented and worker-oriented analysis in terms of their focus and the end products that they are used to generate. A number of both work- and worker-oriented methods for the collection of job analysis data are described, after which are considered some specific organisational contexts in which job analysis data is used in the form of Training Needs Analysis and job design. Finally, two modern alternatives to the classical approach to job analysis are described: competency profiling and work analysis. These approaches are explored in terms of the benefits that they can provide to practitioners in overcoming some of the limitations of traditional approaches to job analysis in the modern working world.