Using game-based assessments (GBAs) to assess and select job applicants presents the dual challenges of measuring intended job-relevant constructs while analyzing GBA data that contain more predictors than observations. Exploring those challenges, we analyzed two GBAs that were designed to measure conscientiousness facets (i.e., achievement striving, self-discipline, and cautiousness). Scores on traditional measures of personality and cognitive ability were modeled using either a restricted set of GBA predictors using cross-validated ordinary least squares (OLS) regression or by the fuller set (p = 248) using random forests regression. Overall, the prediction of personality was near-zero; but the latter approach explained 14%-30% of the variance in predicting cognitive ability. Our findings warn of GBAs potentially measuring unintended constructs rather than their intended constructs.

PurposeIn 1990, the Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush. This law was intended to prevent discrimination against people with disabilities (PWD) in employment, public accommodations, transportation and other areas of life. However, the degree of impact in these sectors has not been studied in tandem. Addressing these sectors together is the primary objective of this paper.Design/methodology/approachResults are analyzed and presented regarding ADA impacts as well as which organizations provide advocacy services in support to PWD from survey data collected from 1,582 US participants in 2010 (N = 866) and 2015 (N = 716).FindingsResults suggest that the ADA has had a positive impact on PWD, yet this law favorably affects people of certain demographics more than others. Moreover, people with and without disabilities have differing opinions on the impact of the ADA, suggesting that what is conveyed to the public and the impact of the ADA on real-life outcomes of PWD are sometimes misaligned.Originality/valueThe present study helps add to the current body of knowledge on the impact of the ADA by providing perspectives on advocacy services and impacts from a diverse set of PWD and their counterparts without disabilities.

Medeiros and Griffith (2019) correctly assert, "… sexual harassment and sexual assault are issues in organizations of all kinds and need to be addressed" (p. 3). Organizations should strive to create a welcoming and safe environment for all employees, and designing trainings that promote effective transfer is part of that effort. Yet, only 10% of adults polled in February and March of 2018 reported any increase in sexual harassment training or resources since the #MeToo movement began (Gurcheik, 2018). This demonstrates that the visible social movement has not necessarily translated into increased effort by organizations to address the problem-but why not? In this commentary, we argue that organizations may not be motivated to increase the effectiveness of their sexual assault and sexual harassment interventions. Medeiros and Griffith (2019) articulate a comprehensive framework detailing what is known about effective training design, evaluation, and post-training environmental factors. However, the effectiveness of any training is fundamentally based on the premise that organizations are inclined to implement these best practices and improve their trainings. We are not sure that this is the case. Lack of incentives at the organizational level Organizations are not sufficiently motivated to implement effective sexual harassment training programs. The paramount reason organizations implement these trainings is to "check a legal box," which creates cynicism among trainees (Kath & Magley, 2014). "Check the box" trainings, those typically conducted by organizations, signal that the organization is not fully committed to changing its climate. Rather, the organization's goal is to protect itself. Medeiros and Griffith (2019) mention the term climate multiple times in this focal article; however, they fail to explain how their framework will change organizational culture and why organizations would choose to implement it in the first place. According to Marcia McCormick, a law professor at St. Louis University, "The biggest reason that companies do workplace harassment training is because it gives them a special legal defense when it comes to being sued" (Adams, 2017). Laws prohibiting sexual harassment have been in place for years, yet instances of sexual harassment are still widespread, and the majority of instances are unreported (Hersch, 2018; Reger & Pollack, 2017). Reports to the Equal Employment Opportunity Commission (EEOC) are even more rare than reports to organizations-only Authors Isabel Bilotta and Meghan Davenport contributed equally, and authorship was determined alphabetically.

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The book aims to provide readers with the knowledge and skills necessary to create emotionally healthy workplaces. Costello argues that workplace relationships are critical for flourishment, fulfillment, and most importantly, well-being. He does so by applying psychoanalytic perspectives from his experience as a counselor and psychotherapist to the workplace. At the heart of the book is what Costello calls the "Relational Approach." As I-O psychologists, we believe that this book had beautiful aspirations, but we emphatically state that the author wildly and painfully missed the mark. If you are an HR professional or I-O psychologist wondering whether you should read this book, we suggest that you don't. If you would like more information before making your decision (or you are a bit of a masochist and plan to read the book anyway), below we outline the things the author did well, the stumbles the author made, and the outright failings of the book. THE THINGS THE AUTHOR DID WELLDespite our overall negative review of the book, the author did some things well. For example, the book's main point rings true: workplace relationships are valuable both intrinsically and in their applications to well-being. Many of us spend about as much time with our coworkers as our friends and families. It is understandable, then, how these work relationships can help uplift and enrich our lives. Indeed, many people find friendships, mentors, romantic partners, and even their spouse in the workplace. The book's initial sections compellingly share this fact, challenging the reader to enhance his or her own fulfillment through work and workplace relationships. Such news could help reassure any employee close to burnout because it is a reminder that our work experiences can change and improve.The creativity to this main argument must also be noted. While we may have a natural tendency to guffaw at the idea of using psychoanalytic theories in the workplace, Costello introduces the ideas in an enticing and intriguing way.Costello relies on his years of experience as a counselor and psychotherapist to consistently apply psychoanalytic topics such as attachment styles, archetypes, or the id, ego, and superego to the workplace. While the reader may not often lie on a sprawling couch to dissect his or her dreams, almost anyone could benefit from the self-reflection that this book encourages. With the exception of performance evaluations, self-reflection is often not considered with work's fast-paced nature. Sizeable workloads, a mindset on the present, and technology's constant rings, pings, and dings make such self-developmental thought difficult to initiate. But, as the text illustrates, mindful contemplation of our inner desires, values, and vices can help inform healthy workplace interactions.And fortunately, several of these psychoanalytic approaches are well introduced, explained, and supported by the literature. For example, the book consistently discusses workplace applications of Attachment Theory. Copious volumes of research have suc...