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This study describes the development of a multidimensional biodata form which used explicit constructs to guide item generation and rational scale development, construct validation, criterion measurement and empirical keying. These constructs were goal-orientation, teamwork, customer service, resourcefulness, learning ability and leadership. Exploratory and confirmatory factor analyses in both applicant and incumbent samples were used to identify and test the model which included the thirteen, more differentiated rational scales relating to these six, broader constructs. Empirical keying of the rationally developed scales was conducted against criterion construct scales conceptually related to each predictor construct. Empirical keying at the item level was found to result in higher validities and crossvalidities than either empirical keying at the scale level, or rational keying. The item keyed instrument also demonstrated incremental validity over a test of cognitive ability for specific work performance domains as well as overall work performance.T he term biodata represents a selection methodology of scoring biographical or past behaviour information in a manner that maximizes prediction of an external criterion. Within industrial-organizational psychology, biodata has been shown to predict a range of criteria including work performance (Hunter and Hunter 1984), training outcomes (Drakely, Herriot and Jones 1988) and turnover (Reilly and Chao 1982). An increasingly common practice amongst biodata researchers (Hough and Paullin 1994;Mael 1991;Stokes, Hogan, and Snell 1993) has been the specification of constructs and distal psychological processes measured by biodata forms. In order to further increase psychological substantiveness, biodata item generation can be guided by general theoretical frameworks such as the social ecology model (Mael 1991), or by specific hypotheses regarding the relationship between a given biodata item and the criterion (Mumford and Owens 1987). Such trends are likely not only to improve the interpretability of a given biodata form, but also enhance theory development on the relationship between past, nonwork behaviour and work-related criteria.Issues related to psychological substantiveness of biodata have also emerged in the debate regarding the relative merits of the two major methods of scoring biodata items; rational and empirical keying. In rational keying, item scoring is based on a priori, theoretical judgements that guide item development. Typically, stronger endorsements of items are taken to reflect higher levels of a given construct, and are therefore assigned higher scores on that construct. Rational item generation and scoring tend to occur in conjunction even though they are distinguishable stages in the development of biodata forms. The rational item generation and scoring approach has been associated with scientific advancement in that it progresses understanding of factors and processes linking predictors and work performance (Hough and Paullin 1994).Empirical keyin...

A health impact assessment (HIA) is a tool that can be used to inform transportation planners of the potential health consequences of their decisions. Although dozens of transportation-related HIAs have been completed in the United States, the characteristics of these HIAs and the interactions between public health professionals and transportation decision makers in these HIAs have not been documented. A master list of completed HIAs was used to identify transportation-related HIAs. Seventy-three transportation-related HIAs conducted in 22 states between 2004 and 2013 were identified. The HIAs were conducted for projects such as road redevelopments, bridge replacements, and development of trails and public transit. Policies such as road pricing, transit service levels, speed limits, complete streets, and safe routes to schools were also assessed. Five HIAs in which substantial interactions between public health and transportation professionals took place during and after the HIA were examined in detail and included HIAs of the road pricing policy in San Francisco, California; a bridge replacement in Seattle, Washington; new transit lines in Baltimore, Maryland, and Portland, Oregon; and the BeltLine transit, trails, and parks project in Atlanta, Georgia. Recommendations from the HIAs led to changes in decisions in some cases and helped to raise awareness of health issues by transportation decision makers in all cases. HIAs are now used for many topics in transportation. The range of involvement of transportation decision makers in the conduct of HIAs varies. These case studies may serve as models for the conduct of future transportation-related HIAs, because the involvement of transportation agencies may increase the likelihood that an HIA will influence subsequent decisions.

Biodata as a selection technique is gaining greater acceptance in Australia and interest in the technique appears to be growing. There are a number of reasons for its rise in popularity, including particular advantages afforded by the technique such as enhanced validity and decreased adverse impact. This paper presents an overview of the development of a biodata instrument for large-scale recruitment and focuses specifically on how clients' needs were met by incorporating biodata in a revised recruitment system. The reader is also referred to another article in this issue by Karas and West that reports on this project, but covers technical aspects of the rational-empirical approach taken to instrument development.The biodata technique was chosen to meet specific requirements of a new selection system for entry level clerical and graduate staff of the Australian Public Service. Broadly, the system sought to assess a range of job-related skills encompassing both cognitive and noncognitive abilities and to maximize the validity and fairness of the recruitment process. The addition of a biodata questionnaire, as an integral part of the selection system, assisted in meeting these aims and providing clients with a more comprehensive process which offered greater flexibility and the reliable assessment of noncognitive attributes that are critical to success in today's workplace.