Testing Color Vision in Children

It is important to screen for acquired or hereditary color vision defects as early as possible. Color vision is a critical part of the early learning experience, and children who have color deficiencies may have difficulties compared to their peers if there is color-based schoolwork. It becomes important for career interests/goals for older children as some jobs may require normal color vision. Hereditary red-green deficiencies are X-linked and therefore affect approximately 8% of males and less than 1% of females. Acquired color vision defects and blue-yellow defects are rare in the pediatric population; therefore, these conditions will be discussed minimally in this chapter. Infants are able to discern color by 2-3 months of age, but accurate color naming may not develop until 4-6 years of age. Screening tests are sensitive, fast, and easy to administer. If a deficiency is suspected through screening, further testing must be evaluated in order to determine the type and severity of the color vision defect. Color vision is typically tested starting at age 3 years and up.

Judging What Others Enjoy: Desirability and Observability of Interests

Interests guide major life decisions such as choosing a career path, yet little is known about the subjective characteristics of individual differences in interests. Prior research on personality traits has demonstrated that subjective trait perceptions influence the validity and reliability of personality assessments. The current work expands the study of these subjective characteristics to individual differences in interests. Desirability and observability were assessed among 13 constructs: person orientation, thing orientation, RIASEC career interests, and Big Five traits. Judgments of interest dimensions varied considerably, with socially-related interests rated more desirable than thing-related interests. Some career-related interests were low in observability, and thus may be susceptible to being overlooked or categorized inaccurately. The patterns observed in interest characteristics were comparable to patterns in career choice hit rates, occupational prestige, and self-other convergence. The findings advance knowledge of differences between interest dimensions and suggest that subjective perceptions should be considered in interest assessment.

ACADEMIC CAREER INTERESTS IN ACCOUNTING AND DARK TRIAD: EVIDENCE OF THE BRAZILIAN STUDENTS

Objective: The study aimed at verifying the association between Dark Triad and the interest in activities related to academic career among postgraduate accounting students. Method: The sample consisted of 124 students from postgraduate programs in the Accounting Sciences in Brazil. Data were collected through a survey and submitted to multivariate analysis. Results: The results show that narcissism and psychopathy are related to activities inherent to the academic career, while Machiavellian traits do not exhibit the same association. The lack of correlation between Machiavellianism and academic career activities may be related to the desired academic career profile. Students with narcissistic traits are adept at academic career activities mainly related to research and teaching. Psychopathic traits were not adept at activities related to teaching and extension (service to the external community), which may be related to the lack of empathy, lack of concern related to compliance with rules and insensitivity. Contributions: The study contributes to the gap in accounting research that discusses non-pathological personality traits and career interests, since previous research has demanded attention in view of the objective and subjective issues inherent to the career and, at times, marginalize the relevant activities career choice. In addition, such discussions are presented as an advisory material for HEIs in terms of outlining the performance and interest of future teachers regarding the activities inherent to the academic career.

Stereotypical Descriptions of Computer Science Careers Are Not Representative of Most Computer Scientists

Using data from a large self-initiated online survey, we find that the career interests of many current and aspiring computer scientists diverge from the official profile of computer scientists established and promoted by the U.S. government – specifically that from the Department of Labor’s Occupational Information Network (O*NET). Five distinct profiles of career interests emerged from the data. Latent profile analysis suggests that many women in the profession value social and artistic expression in a way not currently recognized by official representations of computer scientists’ interests. Better admitting to a more nuanced and comprehensive picture of those interests has important implications for career guidance and workforce development and might help to address women’s underrepresentation in this STEM discipline.

EP.TU.520ISC0Re Begins: An independent research group for junior doctors

Research is often a difficult component of training for many surgical trainees and junior medical officers (JMOs) wanting to apply for surgical training in Australia. In 2014, we established an independent research group called Institute of Surgical Collaboration for Research (ISCoRe) to develop a research culture amongst surgical trainees and junior medical officers (JMOs). The group was chaired by an unaccredited surgical registrar with a strong interest in surgical research and a general surgeon with a wealth of experience in presentations and publications in an advisory role. Being a small independent research group allows us to work very closely with JMOs and surgical trainees to identify their career interests, coming up with research topics and ideas and guiding the research group members through the process of data collection, analysis, writing up abstracts and submitting abstracts to conferences. We have had a good initial success with the research output from the group, with multiple research abstracts accepted and presented in various international conferences in our first two years of the formation of the group. However, being an independent group does have its disadvantages. The biggest challenges we face involve manpower and financial support. We are hopeful that by training up JMOs who have been with us for one or two years, they will in turn be able to help us guide new group members.

The Effect of Type A Personality and Public Accountant Law Perception on Career Interests as Public Accountants

Individuals with type A personalities are people with high achievement-oriented, competitive, and fast workers. They are considered qualified to be public accountants. However, the perceptions of public accountant laws influence their career interests. The purpose of the research is to investigate the influence of type A personality and perception of public accountant law on career interests of accounting students as public accountants. The data were collected by disseminating questionnaires to respondents of 94 accounting students of the 7th semester and above at the private universities in Denpasar. All instruments are valid and reliable. Data distribution has been freed from classical assumptions. The findings indicate that type A personality and the perception of public accountant laws have positive and significant effects on accounting student career interests as public accountants.

Supervising and Empowering Generation Y and Z Cybersecurity Employees Through an Actionable Framework for Worker Engagement

A leading consulting and cybersecurity research firm, Consulting Ventures, predicted that cybercrime will cost $6 trilling annually by 2021. That amount is a significant increase from the $3 trillion in 2015. According to growing estimates, there could be as many as 3.5 million unfilled cybersecurity jobs by 2021. This has created a need for new expertise and workers in cybersecurity and information security from Generation Y and Generation Z. These professionals have different career interests from previous generations in terms of work environments and cultures. These younger professionals are a product of new degree programs that have been newly developed in the last 10 years. But in order to attract, recruit, and retain this younger generation of professionals with these critically needed workforce skills, managers must consider alternative management approaches that look to empower, energize, and engage this new and different generation of employees instead of the use of micromanaging and controlling antiqued performance management approaches.

Measuring undergraduate students’ beliefs about and career interest in bioproducts and bioenergy

Two survey instruments measuring undergraduate students’ beliefs about bioproducts/bioenergy and related careers were developed and validated in this research study. The Beliefs about Bioproducts/Bioenergy (BABB) and Career Interest in Bioproducts/Bioenergy (CIBB) surveys were administered to undergraduate students enrolled in courses in a natural resources college. BABB (N = 168) and CIBB (N = 203) survey results were analyzed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Validity and reliability were demonstrated. The BABB has two related scales, Personal (P) and Societal (S), which can be used together or separately. ANOVA and t-test analyses determined that students with majors closely related to bioproducts/bioenergy held significantly more positive personal and societal beliefs about bioproducts/bioenergy, as well as related career interests. Differences were identified based on gender, but not by race/ethnicity. Measuring student beliefs about bioproducts/bioenergy and interest in related careers may help to gauge trends and changes in beliefs that influence environmentally-related choices and support efforts to prepare a diverse workforce for the bioeconomy. The authors recommend the use of these surveys to measure the impacts of academic and professional development experiences.