Humans differ in how they perceive, assess, and measure animal behaviour. This is problematic because strong observer bias can reduce statistical power, accuracy of scientific inference, and in the worst cases, lead to spurious results. Unfortunately, reports and studies of measurement reliability in animal behaviour studies are rare. Here, we investigated two aspects of measurement reliability in working dogs: inter‐observer agreement and criterion validity (comparing novice ratings with those given by experts). Here, we extend for the first time a powerful framework used in human psychological studies to investigate three potential aspects of (dis)agreement in nonhuman animal behaviour research: (a) that some behaviours are easier to observe than others; (b) that some subjects are easier to observe than others; and (c) that observers with different levels of experience with the subject animal give the same or different ratings. We found that novice observers with the same level of experience agreed upon measures of a wide range of behaviours. We found no evidence that age of the dogs affected agreement between these same novice observers. However, when observers with different levels of experience (i.e., novices vs. a working dog expert) assessed the same dogs, agreement appeared to be strongly affected by the measurement instrument used to assess behaviour. Given that animal behaviour research often utilizes different observers with different levels of experience, our results suggest that further tests of how different observers may measure behaviour in different ways are needed across a wider variety of organisms and measurement instruments.
This study draws on the service climate and Big Five personality literature to examine the association between a service employee’s personality and perception of service climate. The authors further explore the moderating role of employee involvement climate strength on the personality trait–perceived service climate relationship based on situational strength theory. Hypotheses are tested against data collected using a multiple respondent (i.e., employees and customers) method from a national chain of 66 specialty retail stores in fashion and apparel, footwear, accessories, and sports equipment. Findings indicate that an employee who is conscientious, open to experience, and agreeable perceive the service climate to be more positive. Results also suggest that under a strong employee involvement climate, an employee who is conscientious, emotionally stable, and agreeable has a perception of service climate that is less positive. Finally, employees' perception of service climate was positively related to customers' satisfaction with decision to visit the store. Findings have practical implications for hiring and promoting employees with certain personalities that are more conducive to forming a positive perception of service climate. Further, results suggest that when retail stores have a weak employee involvement climate, stores benefit from possessing employees that are conscientious, emotionally stable, and agreeable.
A small scale survey was conducted among nurse educationalists within Wales as part of the ongoing monitoring of Welsh Office targets for learning disability nursing. This survey showed that there has been very little service user involvement in professional nurse education in Wales. The authors discuss the possible reasons for such low level involvement. Examples of involvement of people with learning disabilities are compared to the much more favourable situation within the mental health field. Possible reasons for the barriers to progress in this area are discussed. The history of service user involvement and the development of advocacy both within the UK and other countries is also highlighted. The impact of various government initiatives on this situation is considered.
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