Work ethic and information security behavior

Purpose Information security is a growing issue that impacts organizations in virtually all industries, and data breaches impact millions of customers and cost organizations millions of dollars. Within the past several years alone, huge data breaches have been experienced by organizations such as Marriot, Equifax, eBay, JP Morgan Chase, Home Depot, Target and Yahoo, the latter of which impacted three billion users. This study aims to examine the utilization of pre-employment screening to identify potential hires that may require enhanced information security training to avoid such costs. Design/methodology/approach The authors hypothesize that an individual’s work ethic predicts a person’s information security behavior. The authors test this hypothesis using structural equation modeling with bootstrapping techniques. Findings Data analysis suggests that certain dimensions of work ethic do indeed predict information security posture, and thus, simple pre-employment screening techniques (i.e. questionnaires) can aid in identifying potential security threats. Practical implications The findings provide a tool for identifying problematic employee security posture prior to hiring, which may be useful in identifying training needs for new hires. Originality/value The findings provide a tool for identifying problematic employee security posture prior to hiring, which may be useful in identifying training needs for new hires.

PREVALENCE OF DIABETES AND HYPERTENSION IN THE YOUNG ADULT POPULATION.

Aims and Objectives: To estimate the prevalence of Diabetes Mellitus and Hypertension in the young adults of age 18-39 years, who have undergone pre-employment screening at a tertiary care hospital and document their parameters. Materials and methods: Records of all candidates of either gender belonging to the age group 18 completed years to 39 completed years, who had st th undergone pre-employment screening during the period of 1 January 2016 till 30 June 2020, preserved in the Department of Medical Examination were examined for the purpose of this study. The candidates who had been diagnosed as hypertensive or diabetic or both were tabulated. The results and values were tabulated in MS Excel. The statistical software JASPwas used for calculations. Results: Records of 12257 candidates were scrutinized, out of which 9176 were males and 3081 were females. Atotal of 182 candidates were found to be Diabetic, Hypertensive or both. Majority of the candidates were males (175 out of 182, 96.15%). The prevalence of Diabetes Mellitus was 179 and that of Hypertension was 1362 per 100,000 population. Conclusion: Diabetes and/or Hypertension are not uncommon in the young population of 18 to 39 years of age. Most of them are males. End organ affection can start early. Proper screening programmes can identify these cases early and ensure timely intervention.

Frequency of incidental ocular findings during pre-employment screening at a tertiary care Eye hospital

Objective: To highlight the prevalence of incidentally discovered ocular findings harvested amongst candidates of different age groups presented for pre-employment screening in a tertiary care eye hospital. Methods: This Cross sectional prospective study was conducted in Armed Forces Institute of Ophthalmology, Rawalpindi, from Jun 2018 to Dec 2019. Data was collected using non-probability consecutive sampling technique. All candidates who appeared for medical fitness examination were included. Candidates belonged to various regions of Pakistan. Complete ophthalmic checkup including visual acuity, best corrected visual acuity, anterior and posterior segment examination was performed. The data analysis was done by IBM SPSS 2.0 software. Results: One thousand and five hundred (1500) candidates underwent ophthalmic medical fitness examination during Jun 2018 to Dec 2019, out of these 86% (1290) were males and 14% (210) were females. Mean age of the candidates was 23.14 ± 5.66 years. The most common incidental ocular findings were amblyopia 24.6% (369), strabismus 10% (150), cataract 7.3% (110), macular scar 6.5% (100) and colour vision deficiencies 5.5% (82). Conclusion: The study demonstrates that out of total patients, 77% (1095) were found to be asymptomatic and 23% (405) were symptomatic. The study provides frequency for prevailing diseases and can help in improvement of eye care screening. doi: https://doi.org/10.12669/pjms.37.3.3177 How to cite this:Khan S, Rafique A, Zafar O. Frequency of incidental ocular findings during preemployment screening at a tertiary care Eye hospital. Pak J Med Sci. 2021;37(3):---------. doi: https://doi.org/10.12669/pjms.37.3.3177 This is an Open Access article distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Comparison of Different Variants of the U.S. Army Occupational Physical Assessment Test

ABSTRACT Introduction The U.S. Army Occupational Physical Assessment Test (OPAT) is a pre-enlistment physical employment screening assessment developed to place recruits and soldiers into Military Occupational Specialties (MOSs) based on their physical capabilities in order to optimize performance and limit injury. The OPAT consists of the seated power throw (SPT), strength deadlift (SDL), standing long jump, and interval aerobic run. During the scientific validation of the OPAT, two variants of the SPT and two variants of the SDL were used. Although the OPAT was validated using both variants for each test, U.S. Army scientists and policymakers have received queries regarding how these variants compare to each other. Therefore, the purpose of this study was to compare different variants of the SPT and SDL. Materials and Methods Thirty-two participants (14 male and 18 female) between the ages of 18 and 42 years visited the laboratory on one occasion and performed two variants of the SPT (seated on the ground [the current OPAT standard] versus seated in a chair with a 35 cm seat height) and two variants of the SDL (using a hex-bar [the current OPAT standard] versus using paired dumbbells). Testing order for the different variants was randomized. The protocol was approved by the U.S. Army Medical Research and Development Command Institutional Review Board. Results Performing the SPT from a chair significantly (P < .05) increased performance when compared to performing the SPT from the ground (5.4 ± 1.3 m versus 5.0 ± 1.4 m, respectively). Values for the two SPT variants were correlated (tau = 0.90). Performing the SDL using the hex-bar significantly increased the maximal weight lifted when compared to performing the SDL using paired dumbbells (86.9 ± 18.4 kg versus 83.1 ± 18.0 kg, respectively). Values for the two SDL variants were correlated (tau = 0.83). Conclusions Performing different variants of the SPT and SDL influenced the resulting score. Although these findings do not alter the administration or scoring of the OPAT, they do provide a valuable reference in the event of future inquiries regarding the development of the OPAT.

Recruiters prefer expert recommendations over digital hiring algorithm: a choice-based conjoint study in a pre-employment screening scenario

Purpose This study aims to analyze aspects of decision-making in recruitment. Using a choice-based conjoint (CBC) experiment with typified screening scenarios, it was analyzed what aspects will be more important for recruiters: the recommendation provided by a hiring algorithm or the recommendation of a human co-worker; gender of the candidate and of the recruiter was taken into account. Design/methodology/approach A total of 135 recruitment professionals (67 female) completed a measure of sex roles and a set of 20 CBC trials on the hiring of a pharmacologist. Findings Participants were willing to accept a lower algorithm score if the level of the human recommendation was maximum, indicating a preference for the co-worker’s recommendation over that of the hiring algorithm. The biological sex of neither the candidate nor the participant influenced in the decision. Research limitations/implications Participants were presented with a fictitious scenario that did not involve real choices with real consequences. In a real-life setting, considerably more variables influence hiring decisions. Practical implications Results show that there are limits on the acceptance of technology based on artificial intelligence in the field of recruitment, which has relevance more broadly for the psychological correlates of the acceptance of the technology. Originality/value An additional value is the use of a methodological approach (CBC) with high ecological validity that may be useful in other psychological studies of decision-making in management.

Trust-by-Design: Evaluating Issues and Perceptions within Clinical Passporting

A substantial administrative burden is placed on healthcare professionals as they manage and progress through their careers. Identity verification, pre-employment screening and appraisals: the bureaucracy associated with each of these processes takes precious time out of a healthcare professional's day. Time that could have been spent focused on patient care. In the midst of the COVID-19 crisis, it is more important than ever to optimize these professionals' time. This paper presents the synthesis of a design workshop held at the Royal College of Physicians of Edinburgh (RCPE) and subsequent interviews with healthcare professionals. The main research question posed is whether these processes can be re-imagined using digital technologies, specifically Self-Sovereign Identity? A key contribution in the paper is the development of a set of user-led requirements and design principles for identity systems used within healthcare. These are then contrasted with the design principles found in the literature. The results of this study confirm the need and potential of professionalising identity and credential management throughout a healthcare professional's career.

Pre-Employment MMPI-2 Measures and Later Psychological Injury-Related Absenteeism among Police Officers

Pre-employment screening to assess for psychological vulnerability is common in trauma-exposed occupations such as policing. However, the ability of such screening to predict those at increased risk of subsequent mental health problems has been questioned. The present study sought to investigate the ability of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) to predict absenteeism related to psychological injury in police officers. Pre-employment screening data from 1,399 sworn police officers was linked to organizational records. A total of 150 police officers who had taken at least 2 weeks’ sick leave with work-related mental health concerns were matched to 150 healthy controls. Conditional logistic regression was used to examine any association between MMPI-2 scales and psychological injury-related absenteeism. We found no evidence that elevations in the pre-employment MMPI-2 scores of police recruits were associated with an increased chance of future absenteeism as a result of psychological injury (P > 0.05). In addition, there was no evidence of an increased likelihood of psychological injury-related absenteeism among those with a higher number of positive pre-employment risk factors (P = 0.09). While the MMPI-2 may be able to predict different outcomes among police officers, it is important to note that based on these results, the MMPI-2, if used at pre-employment, is not able to predict later psychological injury-related absenteeism.