The factor structure of the Social Interaction Anxiety Scale (SIAS) and the Social Phobia Scale (SPS) was evaluated in a Spanish university student sample. The objective of this study was to examine whether these scales are reliable measures in other languages and/or cultures. High levels of internal consistency were found. The results from the factor analyses replicated the structure proposed by the original authors and revealed that both scales are unidimensional and appear to measure different aspects of the social anxiety construct. Further, as in previous studies, gender differences were found on the SPS but not on the SIAS. Results support the psychometric properties of both the SIAS and the SPS in the assessment of Spanish-speaking samples.

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Although social phobia is one of the most common mental disorders in adolescents, there are few reliable and valid assessment instruments for this age group. This study examined the factor structure and psychometric properties of a brief version of the Social Phobia and Anxiety Inventory (SPAI; Turner, Beidel, Dancu, & Stanley, 1989 ) in a sample of adolescents. Although the original 45-item SPAI has excellent psychometric properties, its utility is limited by its length. We developed and piloted a brief, 16-item version of the SPAI that has good psychometric properties, assesses cognitive, behavioral, and somatic symptoms, consistent with the original scale, which may be particularly useful as a screening measure. Limitations and suggestions for future research are discussed.

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This study examined the impact of applicant ethnicity, job type, and prejudice on evaluation biases and intentions to interview in an experimental simulation. We suggest that bias and discrimination are more likely when foreign applicants who belong to disliked ethnic groups apply for jobs that require high interpersonal skills, and when raters are prejudiced against immigrants. Subjects were Swiss university students who evaluated Swiss, Spanish, and Kosovo Albanian fictitious applicants. Foreign applicants were second‐generation immigrants, i.e., Swiss‐born descendants of immigrants. Thus, all applicants had similar schooling and language proficiencies but differed with respect to ethnicity. As predicted, discrimination was only observed for members of the disliked ethnic group (Kosovo Albanian) and not for members of the well‐accepted group (Spanish). Moreover, this discrimination was only apparent when applying for a job requiring high interpersonal skills and not when applying for a job requiring high technical skills. Symbolic prejudice towards second‐generation immigrants interacted with applicant ethnicity and job type to affect evaluations of foreign applicants: Persons high in symbolic prejudice devalued foreign applicants belonging to the disliked group but only when applying for a job requiring high interpersonal skills. Overt prejudice was unrelated to evaluations and intentions to interview. These results suggest that discrimination against immigrants is highly specific, targeting only members of certain ethnic groups who apply for certain types of jobs. Moreover, evaluation biases may be more apparent in raters who are prejudiced. Thus, our results support the notion that discrimination for employment results from a complex interaction between characteristics of the applicant, the job, and the rater.