Predictability of clinical assessments for driving performance

PROBLEM: As the number of older drivers grows, it is increasingly important to accurately identify at-risk drivers. This study tested clinical assessments predictive of real-time driving performance. METHOD: Selected assessment tools considered important in the identification of at-risk older drivers represented the domains of vision, cognition, motor performance, and driving knowledge. Participants were administered the battery of assessments followed by an on-road test. A univariate analysis was conducted to identify significant factors (<.05) to be included in a multivariate regression model. RESULTS: Assessments identified as independently associated with driving performance in the regression model included: FACTTM Contrast sensitivity slide-B, Rapid Pace Walk, UFOV rating, and MMSE total score. DISCUSSION: The domains of vision, cognitive, and motor performance were represented in the predictive model. SUMMARY: Due to the dynamic nature of the driving task, it is not likely that a single assessment tool will identify at risk drivers. IMPACT ON INDUSTRY: By standardizing the selection of clinical assessments used in driving evaluations, practitioners should be able to provide services more efficiently, more objectively, and more accurately to identify at-risk drivers.     

The path(s) to employee trust in direct supervisor in nascent and established relationships: A fuzzy set analysis

While many of the propositions advanced by Mayer, Davis, and Schoorman's (1995) integrative model of interpersonal trust have been supported empirically, we still know little about how time impacts the relative importance of the model's elements. In addition, there may be situations in which trust can develop with lesser degrees of any of the trustworthiness facets or propensity to trust. Hence, we apply a configurational set‐theoretic perspective to examine what combinations will be sufficient to produce the presence of trust in a direct supervisor across nascent and established relationships. We find three distinct configurations associated with trust in supervisor, which allows us to elaborate theory and provide novel insights to trust research. In particular, we find that in both nascent and established relationships, perceptions of high supervisor ability, benevolence, and integrity constitute a sufficient configuration for high trust in supervisor. In established relationships, however, there were two paths to high trust in supervisor: (i) perceptions of high supervisor ability and integrity, or (ii) perceptions of high supervisor ability and benevolence, accompanied by high propensity to trust. As such, in established relationships, perceptions of high supervisor benevolence and high propensity to trust may be substitutable with perceptions of high supervisor integrity. Copyright © 2016 John Wiley & Sons, Ltd.