University of Central Florida

About: University of Central Florida is a education organization based out in Orlando, Florida, United States. It is known for research contribution in the topics: Laser & Population. The organization has 18822 authors who have published 48679 publications receiving 1234422 citations. The organization is also known as: UCF.

Gold nanoparticle-enabled biological and chemical detection and analysis

Abstract: Gold nanoparticles (AuNPs) are some of the most extensively studied nanomaterials. Because of their unique optical, chemical, electrical, and catalytic properties, AuNPs have attracted enormous amount of interest for applications in biological and chemical detection and analysis. The purpose of this critical review is to provide the readers with an update on the recent developments in the field of AuNPs for sensing applications based on their optical properties. An overview of the optical properties of AuNPs is presented first, followed by a more detailed literature survey. As the last part of this review, we compare the advantages and disadvantages of each technique, briefly discuss their commercialization status, and some technical issues that remain to be solved in order to move the technique forward (151 references).

Reconsidering the use of personality tests in personnel selection contexts

Abstract: Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high-stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Journal of Applied Psychology (2 primary outlets for such research), who have collectively reviewed over 7,000 manuscripts and who have no vested interest in personality testing, reconsider the research on the use of personality tests in environments where important selection decisions are made. Their comments are based on a panel discussion held at the 2004 SIOP conference. Collectively, they come to several conclusions. First, faking on self-report personality tests cannot be avoided and perhaps is not the issue; the issue is the very low validity of personality tests for predicting job performance. Second, as such, using published self-report personality tests in selection contexts should be reconsidered. Third, personality constructs may have value for employee selection, but future research should focus on finding alternatives to self-report personality measures.

Elicitation using multiple price list formats

Abstract: We examine the properties of a popular method for eliciting choices and values from experimental subjects, the multiple price list format. The main advantage of this format is that it is relatively transparent to subjects and provides simple incentives for truthful revelation. The main disadvantages are that it only elicits interval responses, and could be susceptible to framing effects. We consider extensions to address and evaluate these concerns. We conclude that although there are framing effects, they can be controlled for with a design that allows for them. We also find that the elicitation of risk attitudes is sensitive to procedures, subject pools, and the format of the multiple price list table, but that the qualitative findings that participants are generally risk averse is robust. The elicitation of discount rates appear less sensitive to details of the experimental design.