Assessing the predictive validity of cultural intelligence over time

The Level of Service Inventory—Revised (LSI-R) is an actuarially derived risk assessment instrument with a demonstrated reputation and record of supportive research. It has shown predictive validity on several offender populations. Although a significant literature has emerged on the validity and use of the LSI-R, no research has specifically examined change scores or the dynamics of reassessment and its importance with respect to case management. Flores, Lowenkamp, Holsinger, and Latessa and Lowenkamp and Bechtel, among others, specifically identify the importance and need to examine LSI-R reassessment scores. The present study uses a sample of parolees ( N = 179) from various community corrections programs that were administered the LSI-R at two different times. Results indicate that both mean composite and subcomponent LSI-R scores statistically significantly decreased between Time 1 and Time 2. The practical, theoretical, and policy implications of these results are discussed.

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Reliability and Predictive Validity of Dental Arch Relationships Using the 5-Year-Olds’ Index and the GOSLON Yardstick to Determine Facial Growth

The Cleft Palate-Craniofacial Journal ◽

10.1177/1055665620960971 ◽

2020 ◽

pp. 105566562096097

Author(s):

Marie Pegelow ◽

Sara Rizell ◽

Agneta Karsten ◽

Hans Mark ◽

Jan Lilja ◽

...

Keyword(s):

Predictive Validity ◽

Predictive Value ◽

Cleft Lip ◽

Cleft Lip And Palate ◽

Age Groups ◽

Dental Arch ◽

Facial Growth ◽

Prediction Rate ◽

Group 3 ◽

Over Time

Aims: To determine reliability and predictive validity of the 5-year-olds’(5YO) Index and GOSLON Yardstick in 119 patients born with unilateral cleft lip and palate at 5, 7/8, 10, 15/16, and 19 years. Methods: Five hundred thirty-four dental study models were appraised by 2 teams in 2 centers, twice in each center. Intrateam and interteam reliability in scoring the models was calculated using κ. Dental arch prediction rates were calculated as the proportion of models remaining in the same category (good–scores 1 and 2; fair–score 3; poor–scores 4 and 5) over time. Results: Intrateam and interteam κ statistics ranged from 0.74 to 0.89 and from 0.74 to 0.81, respectively. The 5YO Index and GOSLON Yardstick at 5 years produced almost identical results. The prediction rate of 19-year-old (n = 106) outcome was >80% for those in groups 1 and 2 at 5 years, while for those in groups 4 and 5 prediction was poor (<40%). Prediction of groups 4 and 5 remained poor until 10 years when it increased to 77%. At 15/16 years prediction rate was 93% for those in groups 4 and 5. Prediction of cases in group 3 was very poor at all ages. Conclusions: These results question the predictive value of “poor” dental arch relationships before 10 years of age. However, the predictive value of “good” dental arch relationship scores over time is good in all age groups. This has implications for audit policies to predict facial growth outcomes.

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Predictive Validity of Career Decision-Making Profiles Over Time Among Chinese College Students

Journal of Career Development ◽

10.1177/0894845313495590 ◽

2013 ◽

Vol 41 (4) ◽

pp. 282-300 ◽

Cited By ~ 10

Author(s):

Lin Tian ◽

Yanjun Guan ◽

Sylvia Xiaohua Chen ◽

Nimrod Levin ◽

Zijun Cai ◽

...

Keyword(s):

College Students ◽

Decision Making ◽

Predictive Validity ◽

Career Decision ◽

Career Decision Making ◽

Chinese College Students ◽

Over Time

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Cultural Quotient

Handbook of Research on Cross-Cultural Business Education - Advances in Logistics, Operations, and Management Science ◽

10.4018/978-1-5225-3776-2.ch015 ◽

2018 ◽

pp. 325-339

Author(s):

Manohar Kapse ◽

Sanjib Bhattacharjee ◽

Priya Raj

Keyword(s):

Cultural Competency ◽

Personality Trait ◽

Intelligence Quotient ◽

Cultural Intelligence ◽

Culturally Competent ◽

The World ◽

Business Needs ◽

Human Side ◽

Over Time

Analytical competency is an essential skill when it comes to the present-day business scenario of the world. However, these days we see a shift in the business needs when it comes to working in a globalized environment. Not only is the intelligence quotient (IQ) looked at but organizations these days are in pursuit of individuals who have another side to their profile – the culturally intelligent side (assessed using the cultural quotient). The need of such a skill can be attributed to the fact that organizations are now churning out their human side of addressing the employees when it comes to ensuring that they blend in the organization with ease. Acquiring a workforce which possesses high cultural intelligence can be a tough task; however, training employees to become culturally competent can be a doable task. Like any other personality trait which can be imbibed over time through constant analysis and observation, cultural competency is one such area which may be cultivated through various methodologies and practices.

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Mindfulness

Encyclopedia of Strategic Leadership and Management ◽

10.4018/978-1-5225-1049-9.ch033 ◽

2017 ◽

pp. 460-469

Author(s):

Nancy Kymn Harvin Rutigliano ◽

Roger M. Samson ◽

Alexandria S. Frye

Keyword(s):

Perceived Stress ◽

Cultural Intelligence ◽

Neural Circuits ◽

Scientific Research ◽

Cognitive Strategy ◽

Leadership And Management ◽

Mindfulness Practices ◽

Creativity And Innovation ◽

Overall Effectiveness ◽

Over Time

Mindfulness is a cognitive strategy that can be employed by leaders and managers to counteract the often negative and sometimes overwhelming factors of stress, including ever-flowing information, data, and demands for attention, decisions, and accountability. Scientific research has shown that mindfulness can heighten productivity, creativity and innovation, and overall effectiveness. Mindfulness practices can, over time, alter brain chemistry and produce changes in neural circuits, often leading to reductions in perceived stress, increases in empathy, and broader emotional and cultural intelligence through heightened perception. Utilizing the benefits of mindfulness can fuel strategic leadership and management as well as individual and organizational success.

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Categorizing Patients With Occupational Low Back Pain by Use of the Quebec Task Force Classification System Versus Pain Pattern Classification Procedures: Discriminant and Predictive Validity

Physical Therapy ◽

10.1093/ptj/84.3.243 ◽

2004 ◽

Vol 84 (3) ◽

pp. 243-254 ◽

Cited By ~ 74

Author(s):

Mark W Werneke ◽

Dennis L Hart

Keyword(s):

Low Back Pain ◽

Back Pain ◽

Predictive Validity ◽

Pattern Classification ◽

Task Force ◽

Time Dependent ◽

Work Status ◽

Low Back ◽

Classification Procedures ◽

Over Time

Abstract Background and Purpose. Quebec Task Force Classification (QTFC) and pain pattern classification (PPC) procedures, including centralization and noncentralization, are common classification procedures. Classification was done to estimate validity of data obtained with QTFC and PPC procedures for differentiating patient subgroups at intake and for use in predicting rehabilitation outcomes at discharge and work status at 1 year after discharge from rehabilitation. Subjects. Patients (n=171, 54% male; mean age=37 years, SD=10, range=18–62) with acute work-related low back pain referred for physical therapy were analyzed. Methods. Patients completed pain and psychosocial questionnaires at initial examination and discharge and pain diagrams throughout intervention. Physical therapists classified patients using QTFC and PPC data at intake. Patients were classified again at discharge by PPC (time-dependent PPC). Results. Analysis of variance of showed QTFC and PPC data could be used to differentiate patients by pain intensity or disability at intake. Analysis of covariance showed that intake PPC predicted pain intensity and disability at discharge, but QTFC did not. Logistic regression showed that PPC predicted work status at 1 year, but QTFC did not. Classifying patients over time using time-dependent PPC data reduced the false positive rate by 31% and increased percentage of change in pretest-posttest probability of return to work by 16% compared with classifying patients at intake. Discussion and Conclusion. Results support the discriminant validity of the QTFC data at intake and predictive validity of the PPC data at intake. Tracking PPC over time increases predictive validity for 1-year work status.

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Refined biomimetic model of chronic pain is healed with erythropoietin

10.1101/051979 ◽

2016 ◽

Author(s):

Mary R. Hannaman ◽

Douglas A. Fitts ◽

Rose M. Doss ◽

David E. Weinstein ◽

Joseph L. Bryant

Keyword(s):

Chronic Pain ◽

Neuropathic Pain ◽

Soft Tissue ◽

Predictive Validity ◽

Tissue Repair ◽

Pain Behavior ◽

Neural Regeneration ◽

Opioid Induced Hyperalgesia ◽

Neural Remodeling ◽

Over Time

AbstractHumans suffering with chronic pain may have no evidence of a lesion or disease. They are managed with a morass of drugs and invasive procedures. In many, their persistent pain occurs after the healing of a soft tissue injury, with a neural source hypothesized. Opiates, commonly used to mitigate their symptoms, can cause an increase in neuropathic pain over time. Current animal models of neuropathic pain commonly create direct neural damage with open surgeries using ligatures, neurectomies, chemicals or other forms of intentional trauma. However, we have observed clinically that after an injury in humans, the naturally occurring process of tissue repair can cause chronic neural pain. We show here how the refined biomimetic NeuroDigm GELTM Model, in the mature male rat, gradually induces neuropathic pain behavior with a nonsurgical percutaneous injection of tissue-derived hydrogel in the tunnel of the distal tibial nerve. This perineural model creates a mononeuritis with the biogenic matrix induction of tissue remodeling, the last stage of tissue repair. Repeated behavioral analgesic testing over 5 months in the model implied a unique predictive validity for all analgesics tested. Morphine, initially effective, had an increase in pain behavior over time, suggesting an opioid-induced hyperalgesia, as seen in humans. Celecoxib produced no analgesia, while gabapentin and duloxetine at low doses had profound analgesia. Histology reveals focal neural remodeling, with neural regeneration, as in human biopsies. For the first time, targeted erythropoietin appears to heal neural pain, by extinguishing bilateral pain behavior present for over 4 months.translational model, neuropathic pain, erythropoietin, neural regeneration, soft tissue injuries, neuritis, tissue repair, hydrogel, animal model of disease, neural remodeling, age, opioid-induced hyperalgesia, morphine resistance, analgesics, refined pain model, matrix remodeling, neuroinflammation, predictive validity, habituation, estrogen

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High Performers = Better Leaders? Probing the Validity of Meritocratic Promotion Strategies to Fill Leader Positions

10.31234/osf.io/q3vma ◽

2020 ◽

Author(s):

Joyce Elena Schleu ◽

Stefan Krumm ◽

Alfred Zerres ◽

Joachim Hüffmeier

Keyword(s):

Predictive Validity ◽

Employee Performance ◽

Face Validity ◽

Job Complexity ◽

High Stakes ◽

Promotion Strategy ◽

High Performing ◽

Performance Requirements ◽

Leader Performance ◽

Over Time

Promoting high-performing employees to leadership positions is a pervasive practice and has high face validity. However, little is known about the actual link between employee and subsequent leader performance, as prior results are inconclusive. Given the prevalence of this meritocratic promotion strategy, we conducted a study to address this inconsistency. To account for the diverging results, we (a) competitively tested predictions from different theoretical perspectives (i.e., the performance requirements perspective, the follower-centric perspective, and the Theory of Expert Leadership), (b) considered possible changes in the predictive validity of this strategy over time, and (c) included job complexity as potential moderator of the link between employee and subsequent leader performance. In a high stakes context (i.e., the first German soccer division), we tested the initial predictive validity of employee performance for leader performance immediately following the promotion and the ensuing development over time. Our results suggest a low validity of meritocratic promotion, as we could not find evidence for a link between employee performance and later leader performance—neither initially nor over time, which is consistent with the performance requirements perspective. We, thus, caution against the (sole) application of meritocratic promotion principles.

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