Confusion detection using cognitive ability tests

It is of great importance to detect users’ confusion in a variety of situations such as orientation, reasoning, learning, and memorization. Confusion affects our ability to make decisions and can lower our cognitive ability. This study examines whether a confusion recognition model based on EEG features, recorded on cognitive ability tests, can be used to detect three levels (low, medium, high) of confusion. This study also addresses the extraction of additional features relevant to classification. We compare the performance of the K-nearest neighbors (KNN), support vector memory (SVM), and long short-term memory (LSTM) models. Results suggest that confusion can be efficiently recognized with EEG signals (78.6% accuracy in detecting a confused/unconfused state and 68.0% accuracy in predicting the level of confusion). Implications for educational situations are discussed.

Cultural adaptation of MAB-II (Multidimensional Aptitude Battery) in Romania

This study examined the cultural adaptation of the Multidimensional Aptitude Battery II in Romania. Cultural adaptation of the items and the standardization process are described. The psychometric characteristics of the Romanian version are shown to be excellent in terms of reliability and construct validity (intertest correlations and EFA). Further studies conducted in Romania are discussed, both on the correlation with other cognitive ability tests and on the criterion validity of the MAB-II.

New frontiers in cognitive ability testing: working memory

Purpose Cognitive ability tests demonstrate strong relationships with job performance, but have several limitations; notably, subgroup differences based on race/ethnicity. As an alternative, the purpose of this paper is to develop a working memory assessment for personnel selection contexts. Design/methodology/approach The authors describe the development of Global Adaptive Memory Evaluation (G.A.M.E.) – a working memory assessment – along with three studies focused on refining and validating G.A.M.E., including examining test-taker reactions, reliability, subgroup differences, construct and criterion-related validity, and measurement equivalence across computer and mobile devices. Findings Evidence suggests that G.A.M.E. is a reliable and valid tool for employee selection. G.A.M.E. exhibited convergent validity with other cognitive assessments, predicted job performance, yielded smaller subgroup differences than traditional cognitive ability tests, was engaging for test-takers, and upheld equivalent measurement across computers and mobile devices. Research limitations/implications Additional research is needed on the use of working memory assessments as an alternative to traditional cognitive ability testing, including its advantages and disadvantages, relative to other constructs and methods. Practical implications The findings illustrate working memory’s potential as an alternative to traditional cognitive ability assessments and highlight the need for cognitive ability tests that rely on modern theories of intelligence and leverage burgeoning mobile technology. Originality/value This paper highlights an alternative to traditional cognitive ability tests, namely, working memory assessments, and demonstrates how to design reliable, valid, engaging and mobile-compatible versions.

Job applicants’ attitudes towards cognitive ability and personality testing

Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process.Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa.Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified.Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160) who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions.Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test.Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants.Contribution: This study consolidated the research findings on the determinants of attitudinal responses to cognitive ability and personality testing and produced valuable empirical findings on job applicants’ attitudes towards both test types when administered conjointly