Hubert Annen

Mood and autonomic responses to repeated exposure to the Trier Social Stress Test for Groups (TSST-G)

INTRODUCTION A group version of the Trier Social Stress Test (TSST-G) was introduced as a standardized, economic and efficient tool to induce a psychobiological stress response simultaneously in a group of subjects. The aim of the present study was to examine the efficacy of the TSST-G to repeatedly induce an affective and autonomic stress response while comparing two alternative protocols for the second examination. METHODS AND MATERIALS Healthy young male recruits participated twice in the TSST-G 10 weeks apart. In the first examination, the TSST-G consisted of a combination of mental arithmetic and a fake job interview (TSST-G-1st; n=294). For the second examination, mental arithmetic was combined with either (a) a defensive speech in response to a false shoplifting accusation (TSST-G-2nd-defence; n=105), or (b) a speech on a more neutral topic selected by the investigators (TSST-G-2nd-presentation; n=100). Affect ratings and salivary alpha-amylase (sAA) were determined immediately before and after the stress test, while heart rate (HR) and heart rate variability (HRV) were measured continuously. RESULTS TSST-G-1st resulted in a significant increase of negative affect, HR, and sAA, and a significant decrease in positive affect and HRV. TSST-G-2nd, overall, resulted in a significant increase of HR and sAA (the latter only in response to TSST-G-2nd-defence) and a decrease in HRV, while no significant affect alterations were found. When comparing both, TSST-G-2nd-defence and -2nd-presentation, the former resulted in a stronger stress response with regard to HR and HRV. DISCUSSION The findings reveal that the TSST-G is a useful protocol to repeatedly evoke an affective and autonomic stress response, while repetition leads to affective but not necessarily autonomic habituation. When interested in examining repeated psychosocial stress reactivity, a task that requires an ego-involving effort, such as a defensive speech, seems to be significantly superior to a task using an impersonal speech.

Hair cortisol concentration is unaffected by basic military training, but related to sociodemographic and environmental factors

Abstract The analysis of hair cortisol concentrations (HCC) is a promising new biomarker for retrospective measurement of chronic stress. The effect of basic military training (BMT) on chronic stress has not yet been reported. The aim of this study was to investigate the effect of 10-week BMT on HCC, while further exploring the role of known and novel covariates. Young healthy male recruits of the Swiss Army participated twice, 10 weeks apart, in data collection (1st examination: n = 177; 2nd examination: n = 105). On two occasions, we assessed HCC, perceived stress and different candidate variables that may affect HCC (e.g. socioeconomic status, meteorological data). Military training increased perceived stress from the first to the second examination, but did not affect HCC. In line with this, there was no correlation between HCC and perceived stress ratings. This could be interpreted as a missing influence of mainly physical stress (e.g. exercise) on HCC. In contrast, significant correlations were found between HCC and ambient temperature, humidity and education. Future studies should control for meteorological data and educational status when examining HCC.

Intensive two-day cognitive-behavioral intervention decreases cortisol secretion in soldiers suffering from specific phobia to wear protective mask

RESEARCH QUESTIONS Wearing a protective mask is compulsory for those in professions such as fire-fighters, rescue personnel and soldiers. The phobia to wear a protective mask is considered a specific claustrophobia and may become of major concern during military service. To date, no data are available with respect to the hypothalamus-pituitary-adrenocortical system activity (HPA SA) for both the so-called protective mask phobia (PMP) and its treatment. The aim of the present study was three-fold: 1) to assess HPA SA in soldiers suffering from PMP before and after intensive cognitive-behavioral treatment, 2) to compare these data with controls, and 3) to relate these data to subjective sleep. METHODS 46 Swiss Army recruits suffering from PMP were enrolled in a two-day intensive treatment course. During initial and final assessments, saliva was sampled to analyse HPA SA via salivary cortisol; saliva samples were also gathered in the morning. For comparison, saliva samples were gathered of 39 Emergency Rescue Service (ERS) recruits. All participants also completed a questionnaire related to sleep and to anxiety. RESULTS Compared to controls from the ERS, among army recruits suffering from PMP, cortisol secretion was significantly higher during initial and final assessments, and in the morning. Cortisol secretion decreased from initial and final assessment. Subjectively assessed sleep was more impaired in recruits suffering from PMP compared to controls. After cognitive-behavioral treatment, all recruits suffering from PMP were able to wear the protective mask. CONCLUSIONS Specific phobia about wearing a protective mask is treatable via a two-day intensive course. Treatment success is reflected in modified HPA SA. Methodology and results may be transferred to treat patients suffering from sleep apnea syndrome and presenting high anxiety about wearing continuous positive airway pressure devices.

Prognostische Validität eines Assessment Centers für den Studien- und Berufserfolg von Berufs- offizieren der Schweizer Armee

Zusammenfassung. In der vorliegenden Studie wurde das Assessment Center fur angehende Berufsoffiziere der Schweizer Armee anhand von drei Kriterien evaluiert: Studienerfolg, Leistungsbeurteilung durch den direkten Vorgesetzten sowie Status (Zugehorigkeit zum Generalstab). Dieses Instrument stellt seit 1996 die Hauptvoraussetzung dar, um zum Studium als Berufsoffizier an der Militarakademie (vormals Militarische Fuhrungsschule) an der ETH Zurich zugelassen zu werden. Speziell ist, dass dieses AC in den ersten drei Jahren (1993Ð1995) nur zur Potentialbeurteilung, nicht aber zur Selektion eingesetzt wurde. Von den Kandidaten aus diesen drei Jahren liegen nun in einem zeitlichen Abstand von sechs bis acht Jahren Leistungsbeurteilungen aus dem beruflichen Alltag sowie Angaben zum Status vor. Es zeigt sich, dass das AC gegenuber den Schulnoten sowohl bezogen auf die Studienleistung wie auch auf die beiden Berufserfolgskriterien inkrementelle Validitat aufweist. Allerdings erweist sich die Abschlussnote des Studiums als besserer Pradiktor hinsichtlich des Status. Schlusselworter: Assessment Center, Schulnoten, Studienerfolg, prognostische Validitat, beruflicher Status, berufliche Leistungsbeurteilung Predictive validity of an assessment center for the study and professional success of career officers in the Swiss Army

Adapted marching distances and physical training decrease recruits' injuries and attrition

There is evidence that progressive loading of physical demands at the beginning of basic military service and specific physical training can reduce injury incidences. Therefore, aim of this study was to measure the effects of a progressive increase in marching distances and an adapted physical training program on injury incidence and attrition rate in a Swiss Army infantry training school. One company reduced the distances covered on foot during the first 4 weeks of basic military training. A second company performed an adapted physical training program for 10 weeks. A third company participated in both interventions combined, and a fourth company served as a control group without any intervention. The injury incidences and attrition rates of 651 male recruits were registered during 21 weeks of military service. Several predictor variables for injury and attrition, such as physical fitness, previous injuries, level of previous physical activity, smoking, motivation, and socioeconomic factors, were assessed as well. The data were analyzed using binary logistic backward regressions. Each intervention separately had a favorable effect on injury prevention. However, combining the 2 interventions resulted in the greatest reduction in injury incidence rate (-33%). Furthermore, the adapted physical training successfully reduced the military service attrition rates (-53%).

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Knowing to what extent applicant reactions are related to stable individual differences and not only to characteristics of a selection procedure is important for the design and administration of the selection procedure and for dealing with applicants. The aim of this study was to explore relationships between individual differences (Big Five, core self-evaluations, trait affectivity, and general mental ability) and applicants’ perceptions of an operational assessment center (AC). Data from 294 applicants revealed that individual difference variables explained significant variance in their perceptions of the AC, even after controlling for selfrated and actual performance. Based on these results, the nature of the applicant pool should be considered for designing selection procedures, dealing with applicants, and for research purposes.

A test of the generalizability of a recently suggested conceptual model for assessment center ratings

ABSTRACT The present study replicated and extended research concerning a recently suggested conceptual model of the underlying factors of dimension ratings in assessment centers (ACs) proposed by Hoffman, Melchers, Blair, Kleinmann, and Ladd that includes broad dimension factors, exercise factors, and a general performance factor. We evaluated the criterion-related validity of these different components and expanded their nomological network. Results showed that all components (i.e., broad dimensions, exercises, general performance) were significant predictors of training performance. Furthermore, broad dimensions showed incremental validity beyond exercises and general performance. Finally, relationships between the AC factors and individual difference constructs (e.g., Big Five, core self-evaluations, positive and negative affectivity) supported the construct-related validity of broad dimensions and provided further insights in the nature of the different AC components.

Longitudinal Effects of OCB on Cadre Selection and Pursuing a Career as Militia Cadre in the Swiss Armed Forces

In the present investigation longitudinal data obtained from recruits undergoing basic military training in the Swiss Armed Forces were used to examine the effects of organizational citizenship behavior (OCB) on a subsequent cadre selection and the willingness to voluntarily pursue a career as militia cadre. Results of the hierarchical logistic regression controlling for demographic variables, cadre recommendation, and allocation to the desired branch of service showed OCB predicted both the selection as cadre and the voluntariness to pursue a career as militia cadre. These effects show to what extent OCB may predict significant additional effort. Results are discussed with regard to further examination of the effects of OCB on career outcomes and selection decisions.

Psychological distress and coping in military cadre candidates

Background Soldiers must cope with stressors during both military operations and training if they are to accomplish their missions successfully and stay mentally stable. This holds true particularly for military superiors, as they bear greater responsibilities and must meet greater demands during both deployment and training. Accordingly, in the present study, we investigated whether recruits chosen for further promotion at the end of basic training differed with regard to psychological distress and coping strategies from those not chosen for promotion, and whether recruits’ coping styles and distress levels were associated. Methods A total of 675 Swiss recruits took part in the study. At the beginning of basic training, recruits filled out self-rating questionnaires covering demographic data, psychological distress (depression, somatization, anxiety, interpersonal sensitivity, and hostility), and coping styles. Results were compared between those recruits who received a recommendation for further promotion at the end of basic training and those who did not. Results Recruits selected for promotion had lower scores for depressive symptoms and hostility, engaged more in active coping, and considered their coping to be more effective. Dysfunctional and functional coping were associated with higher and lower distress levels, respectively. Conclusion Recruits recommended for promotion exhibited less psychological distress during basic training and exhibited a socially more conducive profile of distress. They also endorsed more efficient and more prosocial coping strategies than those recruits not recommended for promotion. These cognitive–emotional features not only contribute to resilience but are also consistent with leadership research, indicating the importance of emotional stability and prosocial behavior in successful leaders.

The Impact of Selection and the Assessment Center Method on Leader Development

Personnel selection is a factor that has a big impact on the development of individual leaders. An appropriate selection instrument for leaders is the assessment center (AC) method. This is a condensed probationary period in which candidates are observed and evaluated in a variety of simulation exercises by a group of independent assessors with respect to several relevant behavioral dimensions, mostly used to identify leadership potential. But it only attains its full effect when the relevant quality standards are considered. That is, ACs have to be developed, implemented, and evaluated according to their intended purpose; organizations must analyze the target position and define success-relevant behavior with sophisticated methods, resulting in behavioral dimensions that can be defined and observed with consistency. On this basis can simulation exercises be developed which tap into all facets of previously defined competencies. During the AC process itself, assessors must use systematic procedures to record and rate assessed behavior and discuss their observations and judgments with other assessors in order to monitor and minimize the inevitable subjectivity. The whole process results in a fair and sound report on the individual assessed, which allows well-founded decisions to be made and helpful feedback to be provided. Due to its solid theoretical foundation, the involvement of the relevant stakeholders, and its systematic, multi-methodical approach, the AC is the most tangible instrument encountered in the process of leader development and also has an effect on the leadership culture in the respective organization. With the implementation and application of the AC method, the organization makes a clear statement concerning the perception of good leadership and that one is willing to invest in leader development.