With the introduction of new information communication technologies, employers are increasingly engaging in social media screening, also known as cybervetting, as part of their hiring process. Our research, using an online survey with 482 participants, investigates young people’s concerns with their publicly available social media data being used in the context of job hiring. Grounded in stakeholder theory, we analyze the relationship between young people’s concerns with social media screening and their gender, job seeking status, privacy concerns, and (...) social media use. We find that young people are generally not comfortable with social media screening. A key finding of this research is that concern for privacy for public information on social media cannot be fully explained by some “traditional” variables in privacy research. The research extends stakeholder theory to identify how social media data ethics should be inextricably linked to organizational practices. The findings have theoretical implications for a rich conceptualization of stakeholders in an age of social media and practical implications for organizations engaging in cybervetting. (shrink)

Although applications are being developed and have reached the market, nanopharmacy to date is generally still conceived as an emerging technology. Its concept is ill-defined. Nanopharmacy can also be construed as a converging technology, which combines features of multiple technologies, ranging from nanotechnology to medicine and ICT. It is still debated whether its features give rise to new ethical issues or that issues associated with nanopharma are merely an extension of existing issues in the underlying fields. We argue here that, (...) regardless of the alleged newness of the ethical issues involved, developments occasioned by technological advances affect the roles played by stakeholders in the field of nanopharmacy to such an extent that this calls for a different approach to responsible innovation in this field. Specific features associated with nanopharmacy itself and features introduced to the associated converging technologies- bring about a shift in the roles of stakeholders that call for a different approach to responsibility. We suggest that Value Sensitive Design is a suitable framework to involve stakeholders in addressing moral issues responsibly at an early stage of development of new nanopharmaceuticals. (shrink)

According to Hugo Münsterberg, the direct application of experimental psychology to the practical problems of education, law, industry, and art belonged by definition to the domain of psychotechnics. Whether in the form of pedagogical prescription, interrogation technique, hiring practice, or aesthetic principle, the psychotechnical method implied bringing the psychological laboratory to bear on everyday life. There were, however, significant pitfalls to leaving behind the putative purity of the early psychological laboratory in pursuit of technological utility. In the Vocation Bureau, for (...) example, psychological instruments were often deemed too intimidating for a public unfamiliar with the inner workings of experimental science. Similarly, when psychotechnical means were employed by big business in screening job candidates, ethical red flags were raised about this new alliance between science and capital. This tension was particularly evident in Münsterberg's collaboration with the Paramount Pictures Corporation in 1916. In translating psychological tests into short experimental films, Münsterberg not only envisioned a new mass medium for the dissemination of psychotechnics, but a means by which to initiate the masses into the culture of experimental psychology. (shrink)

Despite the rapid adoption of technology in human resource departments, there is little empirical work that examines the potential challenges of algorithmic decision-making in the recruitment process. In this paper, we take the perspective of job applicants and examine how they perceive the use of algorithms in selection and recruitment. Across four studies on Amazon Mechanical Turk, we show that people in the role of a job applicant perceive algorithm-driven recruitment processes as less fair compared to human only or (...) algorithm-assisted human processes. This effect persists regardless of whether the outcome is favorable to the applicant or not. A potential mechanism underlying algorithm resistance is the belief that algorithms will not be able to recognize their uniqueness as a candidate. Although the use of algorithms has several benefits for organizations such as improved efficiency and bias reduction, our results highlight a potential cost of using them to screen potential employees during recruitment. (shrink)

In the United States, screening the urine of employees or job applicants for the presence of drugs has become commonplace. A survey of 794 large- and mediumsized companies, conducted by the American Management Association in January 1994, found that 87 percent of them now test job applicants for drug use. In 1987, a similar survey found that 22 percent screened job applicants. Federally mandated drug testing programs with random testing requirements affect millions of workers in the transportation industry, the (...) nuclear power industry, and the United States civil and military services.As some of these programs pass their fifth anniversary since being instituted, it is important to assess the forces that led to their creation. Whether or not these programs are considered successful depends on what one expects to achieve by such widespread testing. (shrink)

The focus of this Perspective article is on the comparison of two of the most popular initial applicant screening methods: Resumes and application forms. The viewpoint offered is that application forms are superior to resumes during the initial applicant screening stage of selection. This viewpoint is supported in part based on criterion-related validity evidence that favors application forms over resumes. For example, the biographical data inventory, which can contain similar questions to those used in application forms, (...) is one of the most valid predictors of job performance, whereas job experience and years of education, which are often inferred from resumes and cover letters, are two of the least valid predictors of job performance. In addition to validity evidence, making decisions based on application forms as opposed to resumes is likely to help organizations defend against claims of discriminatory hiring while enhancing their ability to hire in a more diverse, equitable, and inclusive manner. For example, applicant names on resumes can lead to screening bias against members of identifiable subgroups, whereas an applicant’s name can be easily and automatically hidden from decision-makers when reviewing application forms. Despite these convincing arguments focused on applicant quality and diversity, a substantial research–practice gap regarding the use of resumes and cover letters remains. (shrink)

In the United States, screening the urine of employees or job applicants for the presence of drugs has become commonplace. A survey of 794 large- and mediumsized companies, conducted by the American Management Association in January 1994, found that 87 percent of them now test job applicants for drug use. In 1987, a similar survey found that 22 percent screened job applicants. Federally mandated drug testing programs with random testing requirements affect millions of workers in the transportation industry, the (...) nuclear power industry, and the United States civil and military services.As some of these programs pass their fifth anniversary since being instituted, it is important to assess the forces that led to their creation. Whether or not these programs are considered successful depends on what one expects to achieve by such widespread testing. (shrink)

128 female Ss were asked to make 4 judgments about a young woman after reading her "job application portfolio." Five characteristics of the young woman were manipulated orthogonally. Ss were asked to report how each of the 5 manipulated factors had influenced each of their judgments. "Observer Ss," who had access only to very impoverished descriptions of each of the 5 factors, were asked to predict how each of the factors would influence each of the judgments. Results show that S (...) reports about the effects of the factors on the judgments were in general highly inaccurate; observer predictions were extremely similar to S reports; for the single judgment for which Ss showed substantial accuracy, observer predictions were as accurate as S reports. Results indicate that whatever introspective access to cognitive processes may exist, it is not sufficient to produce generally accurate reports about such processes, nor even to produce reports that differ much from those of poorly informed outside observers. (shrink)

Recent perspectives on corporate social responsibility have called for increased research on how CSR affects individuals. Research is needed to examine whether individual differences affect the relationship between CSR and individual reactions to CSR. In response, this experimental study examined how perceptions of corporate citizenship influence job applicant attraction and work role definitions. Personal values and education concerning CSR are considered as interactive factors affecting the influence of perceptions of corporate citizenship. Results indicate that perceived corporate citizenship had a (...) greater impact on job applicant attraction for those individuals who received prior education regarding CSR and for those who were higher in other-regarding value orientation. Furthermore, perceived corporate citizenship had a positive impact on the extent to which participants defined CSR as a personal work role responsibility. The authors also discuss the practical implications of these results for job applicant attraction and employee socialization. (shrink)

This study assesses the extent to which job application forms violate the New Zealand Human Rights Act. The sample for the study includes 229 job application forms, collected from a variety of large and small, public- and private-sector organizations that together employ approximately 200,000 workers. Two hundred and four or 88% of the job application forms contain at least one violation of the Act. One hundred and sixty five or 72% contain two or more and 140 or 61% contain three (...) or more violations. The most common violations concern age, gender, nationality, and disability. The least common concern political opinion, ethical belief, religious belief, and sexual orientation. Despite widespread violations, many forms do have non-discriminatory questions that yield the same kind of useful information as discriminatory questions. Employers could incorporate these into their job application forms to bring themselves into compliance with the law. The same lessons also generally apply to North American employers, given the high degree of comparability between American, Canadian, and New Zealand anti-discrimination laws. (shrink)

Mass drug screening offers a deceptively simple solution to the problem of drug use among workers. Even a very effective test is subject to error. In any given group of tested individuals, some will unavoidably be falsely accused. Even though scientific tests appear to provide efficient solutions to social and legal problems, these tests should not be accepted unless they also meet our standards for fair dealing.

Companies increasingly deploy artificial intelligence technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient. AI applications can be found in various stages of recruiting, such as writing job ads, screening of applicant resumes, and analyzing video interviews via face recognition software. As these new technologies significantly impact people’s lives and careers but often trigger ethical concerns, the ethicality of these AI applications needs to be comprehensively understood. However, given the novelty (...) of AI applications in recruiting practice, the subject is still an emerging topic in academic literature. To inform and strengthen the foundation for future research, this paper systematically reviews the extant literature on the ethicality of AI-enabled recruiting to date. We identify 51 articles dealing with the topic, which we synthesize by mapping the ethical opportunities, risks, and ambiguities, as well as the proposed ways to mitigate ethical risks in practice. Based on this review, we identify gaps in the extant literature and point out moral questions that call for deeper exploration in future research. (shrink)

Traditional mental health models focus on psychopathological symptoms. In contrast, a dual-factor model of mental health integrates psychopathology and subjective well-being into a mental health continuum, and it is adjustment and supplement for traditional mental health research paradigm. The present study explores the applicability of a dual-factor model of mental health in mental health screening of Chinese college students. To assess mental health statuses of 2,065 college students, we used Flourishing Scale Chinese Version, Satisfaction With Life Scale, the seven-item (...) Patient Health Questionnaire, the Mental Health Continuum–Short Form, and Purpose in Life Test–Short Form. Results showed that the dual-factor model of mental health has a good fit index. Also, a feasible screening scale was addressed. The results indicate the importance of addressing both subjective well-being and psychopathology in evaluating mental health screening of college students. (shrink)

ObjectiveDepression is one of the most prevalent mental disorder in college students. The traditional screening method for is psychological measurements or scales, but social desirability can cause students to mask their thoughts, and an auxiliary projective test may be needed. This study was designed to measure the validity of applying human figure drawing test as an auxiliary tool for depression screening in this population.MethodsThe HFD test was administered to 113 clinical participants diagnosed with major depressive disorder and 97 (...) healthy college students with self-rating depression scale scores <50. Correlation analysis, chi-square tests, and logistic regression were conducted to identify specific drawing features that associated with depression and could differentiate between the clinical and control subjects. ROC curve was also implemented to evaluate the diagnostic accuracy.ResultsEleven drawing features were significantly related to depression based on the chi-square test results and seven drawing features were associated with depression based on correlation analysis. After logistic regression by controlling gender and age, three drawing features were associated with depression: shaded eyes, drawing clothes in detail, and drawing other personal belongings. Further, drawing clothes in detail and drawing other personal belongings were two significant variables in ROC curve analysis.ConclusionLogistic regression showed that shaded eyes, drawing clothes in detail and drawing other personal belongings were significant drawing features. Individuals with depression will have less energy to put extra effort into drawing and are less likely to have detailed drawings. And the shading of eyes may represent that depressive individuals have a low willingness to communicate and tend to isolate themselves. The results indicated that Human Figure Drawing could be used as an auxiliary tool in college students’ depression screening. Further, the ROC curve analysis showed low discrimination of single drawing features, suggesting that the application of Human Figure Drawing should be considered as a whole instead of focusing on the single drawing feature. (shrink)

Employers’ access to and use of criminal records as a selection mechanism in the labor market makes it far more difficult for ex-offenders to find jobs, especially regular, well-paid jobs, than those without criminal convictions. The paper asks whether there is anything morally problematic about this practice. The aims of the paper are twofold. First, arguments based on premises of wrongful discrimination against the current, commonest use of criminal records are critically discussed. It is argued that employers do not necessarily (...) engage in morally wrongful discrimination against job applicants when they use criminal records in recruitment screening. But it is also argued that ex-offenders who apply for jobs are subject to what can be called “structural and morally wrongful discrimination” when laws allow employers to request (or directly access) a job applicant’s full criminal record. Second, preliminary proposals on how criminal records can be used by employers in a way that avoids wrongful structural discrimination of ex-offenders will be presented and critically assessed. I suggest that it should be lawful for an employer to access an applicant’s criminal records only where there is a relevant and special match or link between the crime on the records and the job being applied for and the crime is serious. This proposal is defended against two objections, one based on concerns about crime prevention and the other based on the employer’s interest in knowing whom not to hire. (shrink)

At a time when more corporate employers are using genetic information as a cornerstone of their hiring practices, when workers find their chromosomes considered alongside their resumes, the ramifications of genetic testing demand further examination. Risky Business analyzes health screening in the workplace - three major types of testing are examined: genetic screening in which job applicants and employees are tested for inherited traits that may predispose them to the disease:genetic monitoring that aims to detect genetic damage among (...) current employees that could indicate exposure to dangerous chemicals; and teratogenic risk in which laboratory cultures and animals are used to provide evidence of the effects of chemical exposure on humans. (shrink)

A review of extent business ethics research uncovered well over 200 published articles that investigated the role of job functions within a business organization as an explanatory factor of ethical or unethical behavior. While an important body of work, ethical breaches are often found to cut across job functions and involve multiple disciplines embedded in a business organization. This research seeks to explore a crossfunctional explanation for ethical reasoning by using an instrument new to business ethics research, the Wason selection (...) task, but well-grounded and validated in cognitive research and evolutionary psychology, to assess an individual's ability to detect rule-based social contract violations. A sample of 276 full-time business practitioners, enrolled in part-time M.B.A. programs, from the accounting, finance, information technology, marketing, supply chain, and human resource management job functions were compared on their ability to detect rule violators across a series of production scenarios in the Wason selection task. Rates of cheater detection were calculated to determine if substantive differences existed across job functions. This was followed by a series of pairwise comparisons of percentages of cheater detection across the job functions using z-tests for assessing statistical significance. The data analysis showed differences in cheater detection, with most of the variance due to the marketing job function group. Insights from this study for scholars, educators, and practitioners in the business ethics field are discussed. (shrink)

The SARS-COVID-2 virus that causes the Coronavirus has been having a challenging and devastating impact on finances and jobs worldwide. More specifically, in South Africa, the COVID-19 pandemic is having a crippling effect on jobs. Companies and businesses are struggling to operate and retain workers as revenue streams are drying up. Owners of companies and businesses have been forced to make difficult decisions. An example is the retrenchment of workers by some organizations because of the financial fall-out due to the (...) coronavirus pandemic. Also, before the pandemic, South Africa had unemployment challenges, economic downgrading, and high levels of inequality. These challenges bring to mind what the employment method and strategy will look like during the -COVID-19. In view of these challenges, one question that comes to mind is: given the COVID-19pandemic and the fact that the job losses affected people of all races, should the policies of affirmative action and preferential hiring still be considered in South Africa? Thus, this paper is a philosophical reflection on COVID-19, job losses, affirmative action, and preferential hiring in South Africa. In reflecting on the above, this paper aims to show that affirmative action and preferential hiring should not be considered in South Africa during the -COVID-19. I conclude that in the face of this tragedy, for the sustainability of the economy, everyone needs to work together to re-establish and reconstruct the country and build an inclusive economy. Keywords: Affirmative action, COVID-19 pandemic, Job losses, Preferential hiring, South Africa. (shrink)

The release of the Vatican instruction on homosexuality in the priesthood and Catholic seminaries poses several challenging ethical issues for the psychologists who conduct psychological screening evaluations for those men interested in religious life as Catholic priests. This brief article reviews some of the key ethical issues associated with these evaluations in light of the new Vatican instruction on homosexuality. The RRICC model based on the American Psychological Association's Code of Ethics (i.e., responsibility, respect, integrity, competence, and concern) is (...) used to highlight some of the ethical challenges for psychologist evaluators. (shrink)

The Principle of common cause has its significance in providing explanations of phenomena in terms of causal theories. Though the principle has its own epistemological advantages, there can be certain situations where the principle might fail. In the first part of the paper, I offer a preliminary assessment of the PCC and then I turn to make an attempt to illustrate those scenarios where the PCC might misguide us in providing explanation of phenomena in terms of common cause.

Prenatal screening pathways, as nowadays offered in most Western countries consist of similar tests. First, a risk‐assessment test for major aneuploides is offered to pregnant women. In case of an increased risk, invasive diagnostic tests, entailing a miscarriage risk, are offered. For decades, only conventional karyotyping was used for final diagnosis. Moreover, several foetal ultrasound scans are offered to detect major congenital anomalies, but the same scans also provide relevant information for optimal support of the pregnancy and the delivery.Recent (...) developments in prenatal screening include the application of microarrays that allow for identifying a much broader range of abnomalities than karyotyping, and non‐invasive prenatal testing (NIPT) that enables reducing the number of invasive tests for aneuploidies considerably. In the future, broad NIPT may become possible and affordable.This article will briefly address the ethical issues raised by these technological developments. First, a safe NIPT may lead to routinisation and as such challenge the central issue of informed consent and the aim of prenatal screening: to offer opportunity for autonomous reproductive choice. Widening the scope of prenatal screening also raises the question to what extent ‘reproductive autonomy’ is meant to expand. Finally, if the same test is used for two different aims, namely detection of foetal anomalies and pregnancy‐related problems, non‐directive counselling can no longer be taken as a standard. Our broad outline of the ethical issues is meant as an introduction into the more detailed ethical discussions about prenatal screening in the other articles of this special issue. (shrink)

The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected job resources, in terms (...) of support from supervisor, job autonomy, and participation in decision making, to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining work-family conflict, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with work-family conflict. Secondly, job resources, including support from supervisor and participation in decision making, buffered this association, which was stronger when resources were low. On the contrary, job autonomy did not buffer the association between workload and work-family conflict. Overall, the results of this study are consistent with the Job Demands-Resources model and contribute to to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely support from supervisor and participation in decision making, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing work-family conflict among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of work-family conflict. (shrink)

Prenatal screening pathways, as nowadays offered in most Western countries consist of similar tests. First, a risk-assessment test for major aneuploides is offered to pregnant women. In case of an increased risk, invasive diagnostic tests, entailing a miscarriage risk, are offered. For decades, only conventional karyotyping was used for final diagnosis. Moreover, several foetal ultrasound scans are offered to detect major congenital anomalies, but the same scans also provide relevant information for optimal support of the pregnancy and the delivery. (...) Recent developments in prenatal screening include the application of microarrays that allow for identifying a much broader range of abnomalities than karyotyping, and non-invasive prenatal testing that enables reducing the number of invasive tests for aneuploidies considerably. In the future, broad NIPT may become possible and affordable. This article will briefly address the ethical issues raised by these technological developments. First, a safe NIPT may lead to routinisation and as such challenge the central issue of informed consent and the aim of prenatal screening: to offer opportunity for autonomous reproductive choice. Widening the scope of prenatal screening also raises the question to what extent ‘reproductive autonomy’ is meant to expand. Finally, if the same test is used for two different aims, namely detection of foetal anomalies and pregnancy-related problems, non-directive counselling can no longer be taken as a standard. Our broad outline of the ethical issues is meant as an introduction into the more detailed ethical discussions about prenatal screening in the other articles of this special issue. (shrink)

Persuasive technologies are interactive systems designed to change and shape users’ behaviours towards specific goals. By discussing the case of screen-time management applications, this paper explores how persuasive systems transform self-awareness and the self’s cognitive architecture. Drawing on the notion of tectonoetic awareness, I will illustrate how artefacts enable the transition from the temporal bounded experience characterizing first-person perspective (noetic awareness) to the ability of reflecting on oneself from a third person and temporally extended perspective (autonoetic awareness). I will argue (...) that persuasive systems make possible new modalities of self-recognition and self-projection while they simultaneously affect the sense of agency by interfering with users’ actions and intentions. (shrink)

Some children may face some developmental problems in one ormore areas of their developmental milestones. One of them is speech delay. Todate, a screening tool for speech delay early detection among children is stilllacking, especially in Malaysia. Parents do not know where to refer and whichorganisation can help them especially for first-time parents. The objective ofthis paper is twofold. First, this paper analyses existing screening system orapplication for speech delay in children. Second, this paper proposes a mobileapplication designed (...) for Malaysian parents to help them detect speech delayin their children. A qualitative expert review was used to design and build theapplication. The screening application proposed is for early detection and tourge parents to seek for early intervention through appropriate assessments. Inconclusion, early detection in speech delay is critically important to increasethe chances for improving speech and communication skills. Thus, a speechdelay screening tool is needed for parents to seek proper treatment for theirchildren. (shrink)

What should authorities establish as the job of ethics committees and review boards? Two answers are: review of proposals for consistency with the duly established and applicable code and review of proposals for ethical acceptability. The present paper argues that these two jobs come apart in principle and in practice. On grounds of practicality, publicity and separation of powers, it argues that the relevant authorities do better to establish code-consistency review and not ethics-consistency review. It also rebuts bad code and (...) independence arguments for the opposite view. It then argues that authorities at present variously specify both code-consistency and ethics-consistency jobs, but most are also unclear on this issue. The paper then argues that they should reform the job of review boards and ethics committees, by clearly establishing code-consistency review and disestablishing ethics-consistency review, and through related reform of the basic orientation, focus, name, and expertise profile of these bodies and their actions. (shrink)

With the new and highly accurate noninvasive prenatal test, new options for screening become available. I contend that the current state of the art of NIPT is already in need of a thorough ethical investigation and that there are different points to consider before any chromosomal or subchromosomal condition is added to the screening panel of a publicly funded screening program. Moreover, the application of certain ethical principles makes the inclusion of some conditions unethical in a privately (...) funded scheme, even if such screening would enhance a woman’s reproductive autonomy. On the one hand, a screening program aimed solely at the detection of Down syndrome is subject to the technological imperative and should be reassessed in the light of technologies that allow for the detection of conditions that are at least as severe. On the other hand, some chromosomal conditions should not be included in any screening programs, because this would violate certain ethical principles, such as the right of the future child to genetic privacy. (shrink)

PurposeExisting research suggests that the competitive advantage provided by technological development depends to a large extent on the speed and coordination of the technology’s implementation, and on how adoptable the technological applications are considered. While accepting this argument, the authors consider the explanatory model to be inadequate. This study aims to contribute to the theoretical discussion by analysing institutionalised industrial relations and other organisation-level factors, which are important for workplace restructuring and societal change.Design/methodology/approachThe analysis is based on a representative nation-wide (...) work and working conditions survey (N= 4,100) from Finland, which includes a variety of themes, including practices, changes and well-being at work. Changes are understood as organisational changes, focusing on modern technologies such as robotisation and digitalisation.FindingsThe results indicate that occupational division at workplace (low-skilled vs high-skilled occupations) affects job insecurity and acceptance of technologies at work. The characteristics of workplaces, such as the employees’ participation and involvement in the development of the organisation, play a significant part in both the acceptance and the implementation and outcomes of the technological transformations in the workplace.Practical implicationsThe research provides new and interesting insights into working life practices. Furthermore, it reveals how technology acceptance and employment perspectives relate to working conditions and lessons learned from past reforms.Originality/valueThe authors consider current theories such as technology acceptance model at the micro level and that way rationalise the need for this study. This study shows the importance of individual, organisational and wider contextual factors in technology acceptance. (shrink)

Moore and Donnelly argue in the paper ‘The job of “ethics committees”’ that research ethics committees should be renamed and that their job should be specified as “review of proposals for consistency with the duly established and applicable code” only.1 They raise a large number of issues, but in this comment I briefly want to suggest that two of their arguments are fundamentally flawed. The first flawed argument is the argument related to the separation of powers. Moore and Donnelly proceed (...) from the premise that it is pro tanto better to have an institutional arrangement that separates code-making powers and decisional powers, and then proceed to argue that this separation is not feasible for what they call ‘ethics consistency review’ because “no matter who established any prespecified review standards, the review decision maker must be empowered at review to revise those standards when this would make for an ethical improvement. This is because any understanding of ethics-consistency standards themselves and of their implications for any case is fallible and improvable in …. (shrink)

ABSTRACT:Autistic adults suffer from an alarmingly high and increasing unemployment rate. Many companies use pre-employment personality screening tests. These filters likely have disparate impacts on neurodivergent individuals, exacerbating this social problem. This situation gives rise to a bind. On the one hand, the tests disproportionately harm a vulnerable group in society. On the other, employers think that personality test scores are predictors of job performance and have a right to use personality traits in their decisions. It is difficult to (...) say whether these negative disparate impacts are a case of wrongful discrimination. Nevertheless, we will show that pre-employment personality tests prey on several features of autism in an unfair way, and for this reason, we suggest the contours of some regulation that we deem necessary. (shrink)

The stories we tell and show, in whatever medium, play varied roles in human cultures. One such role is to contribute to moral understanding. Moral understanding goes beyond moral knowledge; it is a complex cognitive achievement that may consist of one or more of the following: the ability to understand why, to ask the right questions, categorization, the application of models to specific incidents, or the capacity to make connections between morally charged situations that have a common underlying meaning. -/- (...) While the disciplines of communication, psychology, philosophy, and film and media studies have all made significant scholarly progress on this issue, they make different grounding assumptions and use different terminologies. Screen Stories and Moral Understanding approaches the topic from an interdisciplinary perspective and explores the conditions under which stories we view on screens-movies, streamed series, and television-can lead to moral understanding in viewers. -/- In five sections, this book explores the nature of moral understanding in relation to screen stories, the means by which moving image fictions can transfer knowledge to and cultivate perspectives in viewers, the role of affect in generating moral understanding, the viewer's engagement with characters, and what we do with screen stories after viewing them. (shrink)

Informed consent is a key condition for prenatal screening programmes to reach their aim of promoting reproductive autonomy. Reaching this aim is currently being challenged with the introduction of non-invasive prenatal testing (NIPT) in first-trimester prenatal screening programmes: amongst others its procedural ease—it only requires a blood draw and reaches high levels of reliability—might hinder women’s understanding that they should make a personal, informed decision about screening. We offer arguments for a renewed recognition and use of informed (...) consent compared to informed choice, and for a focus on value-consistent choices and personalized informational preferences. We argue for a three-step counselling model in which three decision moments are distinguished and differently addressed: (1) professionals explore women’s values concerning whether and why they wish to know whether their baby has a genetic disorder; (2) women receive layered medical-technical information and are asked to make a decision about screening; (3) during post-test counselling, women are supported in decision-making about the continuation or termination of their pregnancy. This model might also be applicable in other fields of genetic (pre-test) counselling, where techniques for expanding genome analysis and burdensome test-outcomes challenge counselling of patients. (shrink)

Informed consent is a key condition for prenatal screening programmes to reach their aim of promoting reproductive autonomy. Reaching this aim is currently being challenged with the introduction of non‐invasive prenatal testing (NIPT) in first‐trimester prenatal screening programmes: amongst others its procedural ease—it only requires a blood draw and reaches high levels of reliability—might hinder women’s understanding that they should make a personal, informed decision about screening. We offer arguments for a renewed recognition and use of informed (...) consent compared to informed choice, and for a focus on value‐consistent choices and personalized informational preferences. We argue for a three‐step counselling model in which three decision moments are distinguished and differently addressed: (1) professionals explore women’s values concerning whether and why they wish to know whether their baby has a genetic disorder; (2) women receive layered medical‐technical information and are asked to make a decision about screening; (3) during post‐test counselling, women are supported in decision‐making about the continuation or termination of their pregnancy. This model might also be applicable in other fields of genetic (pre‐test) counselling, where techniques for expanding genome analysis and burdensome test‐outcomes challenge counselling of patients. (shrink)

Many scholars have suggested the relationship between corporate social performance and its ability to attract a large number of high-quality job applicants, because previous literature indicates that employees with strong social awareness help create a high-performance organization. For that reason, an important issue for successful business recruitment is how to boost the pursuit intention of job seekers. This study discusses such issue by proposing a model based on signaling theory and cognitive dissonance theory. In the proposed model of this study, (...) the positive relationships between four dimensions of corporate social performance and job pursuit intention are hypothetically moderated by socio-environmental consciousness. The proposed hypotheses of this research were empirically tested using the data from graduating students seeking a job. The empirical findings of this study complement previous literature by discussing how corporate social performance benefits business firms from a perspective of strengthened human resources and recruitment. Finally, managerial implications for business managers based on the findings herein are provided. (shrink)

BackgroundThe boundaries between health-related research and practice have become blurred as initiatives traditionally considered to be practice increasingly use the same methodology as research. Further, the application of different ethical requirements based on this distinction raises concerns because many initiatives commonly labelled as “non-research” are associated with risks to patients, participants, and other stakeholders, yet may not be subject to any ethical oversight. Accordingly, we sought to develop a tool to facilitate the systematic identification of risks to human participants and (...) determination of risk level across a broad range of projects and health-related contexts. This paper describes the development of the Public Health Ontario Risk Screening Tool.MethodDevelopment of the PHO Risk Screening Tool included: preparation of a draft risk tool ; expert appraisal; internal stakeholder validation; external validation; pilot testing and evalution of the draft tool; and revision after 1 year of testing.ResultsA risk screening tool was generated consisting of 20 items organized into five risk domains: Sensitivity; Participant Selection, Recruitment and Consent; Data/Sample Collection; Identifiability and Privacy Risk; and Commercial Interests. The PHO Risk Screening Tool is an electronic tool, designed to identify potential project-associated risks to participants and communities and to determine what level of ethics review is required, if any. The tool features an easy to use checklist format that generates a risk score associated with a suggested level of ethics review once all items have been completed. The final score is based on a threshold approach to ensure that the final score represents the highest level of risk identified in any of the domains of the tool.ConclusionsThe PHO Risk Screening Tool offers a practical solution to the problem of how to maintain accountability and appropriate risk oversight that transcends the boundaries of research and practice. We hope that the PHO Risk Screening Tool will prove useful in minimizing the problems of over and under protection across a wide range of disciplines and jurisdictions. (shrink)

This article investigates how age categorisation and prejudicial use of age are mobilised in talk by job applicants during job interviews and how recruiters affiliate with these. The institutional goal of recruitment is to ensure an unbiased process and evaluation, nevertheless, ageism against older workers emerges as unchallenged and culturally acceptable in authentic job interviews. In line with the discursive psychology (DP) approach, the analysis focuses on -isms as discursively constructed and categories as resources to accomplish social actions. A case (...) study is conducted based on video recordings of 24 real job interviews held at an Italian staffing agency and analysed through membership categorisation and conversation analysis. The analysis provides evidence of how job applicants resort to age co-membership with recruiters to achieve affiliation – or remedy misalignment – by complaining about older workers. The study contributes to DP’s re-specification of prejudices as interactional practices and links microanalysis to macro phenomena, such as ageism, through categorisation practices. (shrink)

Decades of tobacco control initiatives have turned public opinion against cigarette smoking. Smokers, once considered glamorous, are now stigmatized in domains including the workplace. Extant literature lacks scrutiny of smoker stigmatization and devaluation within the job selection process, and mechanisms that lead to such outcomes. Using an experimental design, we empirically examine initial reactions to job applicants’ smoking behaviors within two samples. We show that initial impressions are significantly worse when job applicants smoke versus do not in a store-based context. (...) Moreover, this effect occurs indirectly through perceived likelihood of engaging in counterproductive work behaviors, and is conditional upon respondents’ own attitudes towards smoking. These relationships—similar for customer service and inventory management jobs—are indicative of potential biases within the hiring process. Implications of these findings, and the moral dilemmas they raise around the treatment of smokers, are discussed from the ethical perspective of human resource management. (shrink)

We are currently observing a shift in the relevance of ethical concerns regarding security screening systems. Due to technological progress, so my hypothesis goes, more direct consequences that such systems may have on the screening subjects' health and bodily privacy become increasingly unimportant compared to more indirect ones resulting from unrestrained information processing and excessive proliferation. However, a specific technical design of a screening system may help to prevent ethically unacceptable applications.

The central focus of this essay is Isaiah Berlin’s arguments about the concepts of negative freedom and positive freedom, developed in his philosophical work Two Concepts of Liberty. By adopting a philosophical standpoint, this essay explores the application of Berlin’s notions of freedom at the organizational level, within the workplace, and in the management field. This essay presents three philosophical arguments that provide some clarifications about the potential challenges associated with autonomy in organizations. These arguments incorporate Berlin’s ideas of freedom (...) with philosophical insights from Heidegger, Sartre, Frankfurt, and Confucius to highlight the missing elements of autonomy in management literature and its implementation in organizations, explaining the challenges of autonomy and the reasons for some unexpected results. Recommendations for future studies and managerial implications are discussed. (shrink)

Background and aims: Recent investigations have highlighted the value of neuropsychological testing for the assessment and screening of Alcohol-Related Brain Damage. The aim of the present study was to evaluate the suitability of the Addenbrooke’s Cognitive Examination and the Repeatable Battery for the Assessment of Neuropsychological Status for this purpose. Methods: Comparing 28 participants with ARBD and 30 alcohol-dependent participants without ARBD we calculated Area Under the Curve statistics, sensitivity and specificity values, base-rate adjusted predictive values, and likelihood ratios (...) for both tests. Results: High levels of screening accuracy were found for the total scores of both the ACE-III and RBANS at multiple cut-off points. Removing participants with a history of polysubstance from the samples improved the diagnostic capabilities of the RBANS substantially, while only minor improvements to the ACE-III’s accuracy were observed. Conclusions: Overall, both the ACE-III and RBANS are suitable tools for ARBD screening within an alcohol-dependent population, though the RBANS is the superior of the two. Clinicians using these tools for ARBD screening should be cautious of false-positive outcomes and should therefore combine them with other assessment methods and more detailed neuropsychological testing before reaching diagnostic decisions. (shrink)

Research on individuals at clinical high risk for psychological and physical disorders has grown exponentially in recent years, with a variety of new screening tools and early intervention techniques being implemented. One recent example is Attenuated Psychosis Syndrome, a diagnosis for individuals who are at clinical high risk for psychosis, which was recently included in Section III of the Diagnostic and Statistical Manual of Mental Disorders. Given the focus on prevention at early stages, at-risk individuals will continue to be (...) a topic of significance not only in psychosis research but also in other illnesses. This document provides a comprehensive summary of the ethical dilemmas that clinicians or researchers may encounter in this domain, and possible actions consistent with the current Canadian Code of Ethics for Psychologists. We use clinical high risk for psychosis and the Canadian Code of Ethics for Psychologists as a way to illuminate these ethical issues; however, application to other jurisdictions and disciplines, as well as other high-risk populations, is also of relevance. (shrink)