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Deoxyribonucleic Acid (DNA) evidence has been shown to have a strong effect on juror decision-making when presented in court. While DNA evidence has been shown to be extremely reliable, fingerprint evidence, and the way it is presented in court, has come under much scrutiny. Forensic fingerprint experts have been working

Deoxyribonucleic Acid (DNA) evidence has been shown to have a strong effect on juror decision-making when presented in court. While DNA evidence has been shown to be extremely reliable, fingerprint evidence, and the way it is presented in court, has come under much scrutiny. Forensic fingerprint experts have been working on a uniformed way to present fingerprint evidence in court. The most promising has been the Probabilistic Based Fingerprint Evidence (PBFE) created by Forensic Science Services (FSS) (G. Langenburg, personal communication, April 16, 2011). The current study examined how the presence and strength of DNA evidence influenced jurors' interpretation of probabilistic fingerprint evidence. Mock jurors read a summary of a murder case that included fingerprint evidence and testimony from a fingerprint expert and, in some conditions, DNA evidence and testimony from a DNA expert. Results showed that when DNA evidence was found at the crime scene and matched the defendant other evidence and the overall case was rated as stronger than when no DNA was present. Fingerprint evidence did not cause a stronger rating of other evidence and the overall case. Fingerprint evidence was underrated in some cases, and jurors generally weighed all the different strengths of fingerprint testimony to the same degree.
ContributorsArthurs, Shavonne (Author) / McQuiston, Dawn (Thesis advisor) / Hall, Deborah (Committee member) / Schweitzer, Nicholas (Committee member) / Arizona State University (Publisher)
Created2012
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There are some factors that have been used to explain why the presence of a calling (i.e., “an approach to work that reflects the belief that one's career is a central part of a broader sense of purpose and meaning in life and is used to help others or advance

There are some factors that have been used to explain why the presence of a calling (i.e., “an approach to work that reflects the belief that one's career is a central part of a broader sense of purpose and meaning in life and is used to help others or advance the greater good in some fashion” (Duffy & Dik, 2013, p. 429) reduces work stress and its potential negative outcomes, such as absenteeism, job performance and productivity, work-related accidents and overall employee health. The effect of problem-focused coping, however, remains largely untested as a potential mediator in this relation. The present study was conducted to quantitatively test whether problem-focused coping would mediate the relation between having a calling to work and perceived work stress in zookeepers. Participants were recruited through an online survey. They responded to questionnaires regarding calling, problem-focused coping, and work stress. Using hierarchical regression analyses, it was found that problem-focused coping partially mediated the relation between presence of a calling and perceived work stress. Specifically, having the presence of a calling to work predicted greater problem-focused style of coping, which, in turn, led to lower perceived work stress. Future directions for research were discussed.
ContributorsKemsley, Jourdan (Author) / Miller, Paul (Thesis advisor) / Hall, Deborah (Committee member) / Duran, Nicholas (Committee member) / Arizona State University (Publisher)
Created2018
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This chapter integrates from cognitive neuroscience, cognitive psychology, and social psychology the basic science of bias in human judgment as relevant to judgments and decisions by forensic mental health professionals. Forensic mental health professionals help courts make decisions in cases when some question of psychology pertains to the legal issue,

This chapter integrates from cognitive neuroscience, cognitive psychology, and social psychology the basic science of bias in human judgment as relevant to judgments and decisions by forensic mental health professionals. Forensic mental health professionals help courts make decisions in cases when some question of psychology pertains to the legal issue, such as in insanity cases, child custody hearings, and psychological injuries in civil suits. The legal system itself and many people involved, such as jurors, assume mental health experts are “objective” and untainted by bias. However, basic psychological science from several branches of the discipline suggest the law’s assumption about experts’ protection from bias is wrong. Indeed, several empirical studies now show clear evidence of (unintentional) bias in forensic mental health experts’ judgments and decisions. In this chapter, we explain the science of how and why human judgments are susceptible to various kinds of bias. We describe dual-process theories from cognitive neuroscience, cognitive psychology, and social psychology that can help explain these biases. We review the empirical evidence to date specifically about cognitive and social psychological biases in forensic mental health judgments, weaving in related literature about biases in other types of expert judgment, with hypotheses about how forensic experts are likely affected by these biases. We close with a discussion of directions for future research and practice.

ContributorsNeal, Tess M.S. (Author) / Hight, Morgan (Author) / Howatt, Brian C. (Author) / Hamza, Cassandra (Author)
Created2017-04-30
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Description
The COVID-19 pandemic has greatly impacted the structure of work foremployees worldwide, as many began working remotely in response to national and local social distancing efforts. These changes occurring amid the transition to remote working conditions led to the question of how daily stress and daily uplifts occur in this new work context.

The COVID-19 pandemic has greatly impacted the structure of work foremployees worldwide, as many began working remotely in response to national and local social distancing efforts. These changes occurring amid the transition to remote working conditions led to the question of how daily stress and daily uplifts occur in this new work context. For the present thesis study, I explored how internal (i.e., optimism) and external (i.e., team flow) resources function to moderate the effects of daily hassles and uplifts on employee well-being (i.e., burnout and professional efficacy) during the COVID-19 pandemic. In a sample of 417 adults at baseline, and 266 at the follow-up, I investigated how specific resources function to protect employees experiencing occupational burnout. Additionally, I explored gender differences in these relationships. Study results demonstrated that both daily uplifts and hassles predicted burnout and professional efficacy at earlier stages of the pandemic, while at a later stage in the pandemic, the relationships between daily uplifts and burnout and daily hassles and burnout persisted, but only daily hassles were associated with professional efficacy. For males at baseline, higher scores in optimism strengthened the negative relationship between daily uplifts and burnout. Surprisingly, males with relatively low team flow in work or school settings seemed to fare better professionally with increased daily hassles. This finding indicates that males with less collaboration at work thrive as they experience increased daily stress. While these findings are specific to the COVID-19 context, they may be beneficial for companies and supervisors seeking to improve employee engagement.
ContributorsO'Brien, Mary (Author) / Mickelson, Kristin D (Thesis advisor) / Hall, Deborah (Committee member) / Luciano, Margaret (Committee member) / Arizona State University (Publisher)
Created2021