Artículos de revistas: "Discrimination factor"

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Chatzis, Sotirios P. "Maximum entropy discrimination factor analyzers". Neurocomputing 216 (diciembre de 2016): 409–15. http://dx.doi.org/10.1016/j.neucom.2016.08.007.

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Thomas, Kevin L. "Discrimination: A new cardiovascular risk factor?" American Heart Journal 156, n.º 6 (diciembre de 2008): 1023–25. http://dx.doi.org/10.1016/j.ahj.2008.08.028.

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Albig, Christian, Evgeniya Tikhonova, Silke Krause, Oksana Maksimenko, Catherine Regnard y Peter B. Becker. "Factor cooperation for chromosome discrimination inDrosophila". Nucleic Acids Research 47, n.º 4 (12 de diciembre de 2018): 1706–24. http://dx.doi.org/10.1093/nar/gky1238.

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Gomleksiz, Mufit, Senel Poyrazli y Ruken Akar Vural. "Discriminatory Attitudes: A Scale Development in Turkish". Psychological Reports 103, n.º 3 (diciembre de 2008): 921–30. http://dx.doi.org/10.2466/pr0.103.3.921-930.

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This study presented the development of a reliable and valid scale, the Discriminatory Attitudes Scale, for use in research related to discrimination in a Turkish context. First, related literature was searched and a pool of 69 items was generated to cover the basic forms of discrimination. Then, data were collected from 840 college students and subjected to exploratory factor analysis with varimax rotation, leaving 21 items. Next, a confirmatory factor analysis was performed, which confirmed a 4-factor structure. These factors were named Discrimination Against Homosexuals, Discrimination Against Women, Discrimination Based on Race or Ethnicity and Religion, and Discrimination Against Foreigners. Correlational analyses with ratings from the Left–Right Orientation Scale, Cronbach coefficient alpha, and expert opinion provided evidence on validity and internal consistency and reliability of the Discriminatory Attitudes Scale.

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Woodward, Paul J., Jay G. Svinicki y Elizabeth Carrow-Woolfolk. "A Factorial Study of the Carrow Auditory-Visual Abilities Test with Normal and Clinical Children". Journal of Speech and Hearing Disorders 52, n.º 3 (agosto de 1987): 223–31. http://dx.doi.org/10.1044/jshd.5203.223.

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A factor analysis was conducted on the Carrow Auditory-Visual Abilities Test for the purpose of identifying common factors measured by the test. Two sets of scores were used, one from a normal population of 1,032 children and one from a clinical population of 141 children. Two basic factors accounted for a good portion of the total variance. The subtests that loaded on Factor 1 were Visual Discrimination Matching, Visual Discrimination Memory, Visual Motor Copying, Visual Motor Memory, Motor Speed Accuracy, Picture Memory, and Auditory Blending. The subtests that loaded on Factor 2 were Picture Sequence Selection; Digits Forward; Sentence Repetition; Word Repetition 1, 2, 3; and Total. Subtests that did not fall clearly into either factor were Digits Backward and the two Auditory Discrimination subtests. Except for the Auditory Discrimination subtests, there were no essential differences in the factor matrix between normal and clinical populations.

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Elliott, Lois L. y Michael A. Hammer. "Fine-Grained Auditory Discrimination". Journal of Speech, Language, and Hearing Research 36, n.º 2 (abril de 1993): 396–409. http://dx.doi.org/10.1044/jshr.3602.396.

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This research tested the hypothesis that as children's language development matures, factor-analytic structural changes occur that are associated with measurements of fine-grained auditory discrimination, receptive vocabulary, receptive language, speech production, and three performance subtests of the WISC-R. Among 6- to 7-year-old children, the percent of total variance attributed to the factor defined by fine-grained auditory discrimination measures was approximately 43% for children who were intellectually impaired (Experiment 2), 27% for youngsters who had language-learning problems, and 16% for regularly progressing children (Experiment 1). The WISC-R subtest scores, generally, did not load on the auditory discrimination factor. The difference in variance explained by the auditory discrimination factor was interpreted as representing greater relative importance of auditory discrimination among children with less-well-developed language competencies than among children with more mature language skills. This interpretation was strengthened by the finding of no distinct auditory discrimination factor for 8- to 11-year-old children who were either regularly progressing or language-disabled even though the language/speech factor at this age closely resembled that found among younger children. Results were consonant with Ackerman’s (1987) model, suggesting that task-specific variance associated with tasks that remain resource-dependent may diminish after practice and experience.

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Diener, Don. "A factor analytic study of hue discrimination". Perception & Psychophysics 38, n.º 5 (septiembre de 1985): 443–49. http://dx.doi.org/10.3758/bf03207175.

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Sgro, Pasquale M. "Factor Substitution and Discrimination in Labor Markets". Southern Economic Journal 52, n.º 4 (abril de 1986): 1103. http://dx.doi.org/10.2307/1059168.

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Choi, So Young y Sang-Joon Kim. "What Brings Female Professionals to Entrepreneurship? Exploring the Antecedents of Women’s Professional Entrepreneurship". Sustainability 13, n.º 4 (6 de febrero de 2021): 1765. http://dx.doi.org/10.3390/su13041765.

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This study explores how female professionals engage in starting their own businesses, known as professional entrepreneurship. In particular, this study specifies what factors foster the likelihood of self-employment of female professionals. Drawing upon the push and pull theories of entrepreneurship, we argue that individual capabilities (as a pull factor) make the self-employment of female professionals less likely, while discrimination experiences (as a push factor) make the self-employment of female professionals more likely. Given such bifurcated effects of these factors, we examine the combinatory effects of individual capabilities and discrimination experiences (which are specified as attribute-based and family-based discrimination experiences) on the rate of self-employment of female professionals. With a sample of 1356 female lawyers in the U.S., we test our hypotheses predicting the rate of self-employment with respect to prior salary and discrimination experiences. Our results reveal that prior salary (a pull factor) motivates female lawyers to stay at the traditional law firms, whereas attribute-based discrimination experiences (a push factor) motivate them to open their own office. Furthermore, we find that such a push effect is pronounced only among the female lawyers with lower salaries. Then, the empirical findings are discussed to elaborate the process of female professionals’ entrepreneurship.

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Song, Le Xin, Xue Qing Guo, Zheng Dang y Mang Wang. "ChemInform Abstract: Molecular Discrimination Behavior, Discrimination Level and Discrimination Factor of Cyclodextrins and Their Derivatives to Guest Molecules". ChemInform 42, n.º 36 (11 de agosto de 2011): no. http://dx.doi.org/10.1002/chin.201136251.

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Kumar, C. D. y Samantha Rathnayake. "Corporate Age Discrimination and Inclusion as a Mitigating Measure: A Sri Lankan Perspective". Journal of Business and Social Sciences Research 6, n.º 2 (31 de diciembre de 2021): 41–66. http://dx.doi.org/10.3126/jbssr.v6i2.44712.

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Age discrimination and its harmful effects are widespread. However, the corporate sector’s contribution in causing it has received neither due attention nor appropriate counteraction. While practising age discrimination, organisations strive to curb the same as they are challenged by an acute lack of knowledge and expertise. Discrimination/Inclusion predominantly deals with race, colour, religion, etc., ignoring age discrimination/ age inclusion. Further, the constructs of Discrimination/ Inclusion have no dedicated theories, nor have been adequately studied, tested, or measured in the corporate context. This presents a grave theoretical and empirical void which the current study aims to address. Given the study's exploratory nature, qualitative research under the Interpretivist paradigm employing in-depth one-on-one interviews of 20 employees and two focus groups of six employees each was adopted. Based on thematic analysis of data, the study found three key findings (Annexure I & II); one, organisations generate age discrimination through age-based bias, age-prototyping and institutionalisation of discriminative practices. Two, under the individual factor, work-related generational competency/ incompetency creates age discrimination. Finally, inclusion is experienced through feelings of “uniqueness and belongingness” and “conducive climate and supportive infrastructure” that supports performance and wellbeing.

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Carolan, J. Veliscek, D. Mazumder, C. Dimovski, R. Diocares y J. Twining. "Biokinetics and discrimination factors for δ13C and δ15N in the omnivorous freshwater crustacean, Cherax destructor". Marine and Freshwater Research 63, n.º 10 (2012): 878. http://dx.doi.org/10.1071/mf11240.

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Knowledge and understanding of biokinetics and discrimination factors for carbon-13 (δ13C) and nitrogen-15 (δ15N) are important when using stable isotopes for food-web studies. Therefore, we performed a controlled laboratory diet-switch experiment to examine diet–tissue and diet–faeces discrimination factors as well as the biokinetics of stable-isotope assimilation in the omnivorous freshwater crustacean, Cherax destructor. The biokinetics of δ13C could not be established; however, the δ15N value of C. destructor tissue reached equilibrium after 80 ± 35 days, with an estimated biological half-time for 15N of 19 ± 5 days. Metabolic activity contributed to the turnover of 15N by nearly an order of magnitude more than growth. The diet–tissue discrimination factors at the end of the exposure were estimated as –1.1 ± 0.5‰ for δ13C and +1.5 ± 1.0‰ for δ15N, indicating that a δ15N diet–tissue discrimination factor different from the typically assumed +3.4‰ may be required for freshwater macroinvertebrates such as C. destructor. The diet–faeces discrimination factor for δ15N after 120 days was estimated as +0.9 ± 0.5‰. The present study provides an increased understanding of the biokinetics and discrimination factors for a keystone freshwater macroinvertebrate that will be valuable for future food-web studies in freshwater ecosystems.

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Lyon, Lori y Rick Houser. "Psychometric Evaluation of the Attitudes to Disability Scale for Use With Nurse Educators". Journal of Nursing Measurement 24, n.º 3 (2016): 465–76. http://dx.doi.org/10.1891/1061-3749.24.3.465.

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Background and Purpose: This article tests the construct validity of the Attitudes to Disability Scale (ADS) for use with nurse educators. The ADS was designed to assess the attitudes of people with disabilities and the general population. Methods: The responses of 126 nurse educators were analyzed using multivariate statistics. Results: Reliability analysis of the original ADS factors yielded Cronbach’s alpha of .655, .689, .781, and .621 (Inclusion, Discrimination, Gains, and Prospects, respectively). Principal component analysis confirmed factors Discrimination and Gains and identified two new factors. Principal axis factor confirmed Discrimination and Gains and defined one new factor (Opportunity) with a Cronbach’s alpha of .73. Conclusions: The original form ADS is not reliable for use with nurse educators although a modified version may prove suitable.

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MERIGAN, WILLIAM H. y HONG AN PHAM. "V4 lesions in macaques affect both single- and multiple-viewpoint shape discriminations". Visual Neuroscience 15, n.º 2 (febrero de 1998): 359–67. http://dx.doi.org/10.1017/s0952523898152112.

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The role of cortical area V4 in complex shape discriminations was studied by testing the effects of V4 lesions in macaques on the ability to visually discriminate between images of three-dimensional (3D) objects from different viewpoints. Stimuli were presented in pairs in the lower left or lower right visual field quadrants about 4 deg from the fovea, and the monkeys judged on each trial whether the two views were of the same or of different objects. Object similarity was varied to determine a threshold shape difference. V4 lesions caused profound, retinotopic, and apparently permanent disruptions of discrimination, regardless of whether the images represented single or multiple viewpoints. In V4 lesioned portions of the visual field, monkeys could discriminate objects only when they differed much more grossly in shape than was true in control locations. These effects of the lesion were virtually identical for discriminations that had been learned before lesions were placed and for those learned afterwards. As in previous studies, V4 lesions elevated contrast thresholds by approximately a factor of two, but control observations showed that this was not the basis of the disruption of shape discrimination. Manipulation of cues to shape showed that in control locations, monkeys maintained excellent shape discrimination despite a variety of stimulus alterations, whereas in V4 lesioned areas their performance was easily disrupted. This finding suggests that V4 may support visual shape discriminations by facilitating the use of multiple visual cues. However, the fact that single-viewpoint and multiple-viewpoint discriminations were similarly affected indicates that the disruption was not specific to 3D shape discrimination, but may apply to a variety of subtle discriminations.

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Burkard, Alan W., James A. Jones y Michael P. Johll. "Hierarchical Factor Analysis of the Quick Discrimination Index". Educational and Psychological Measurement 62, n.º 1 (febrero de 2002): 64–78. http://dx.doi.org/10.1177/0013164402062001005.

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Yu, B. "Modelling an omitted factor in employment discrimination cases". Law, Probability and Risk 8, n.º 2 (1 de junio de 2009): 153–58. http://dx.doi.org/10.1093/lpr/mgp012.

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Wilson, Megan, Lydia Ong, Gabrielle Pfund, Anthony Burrow y Nancy Sin. "CUMULATIVE DAILY DISCRIMINATION AS A RISK FACTOR FOR REDUCED PURPOSE". Innovation in Aging 6, Supplement_1 (1 de noviembre de 2022): 120. http://dx.doi.org/10.1093/geroni/igac059.478.

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Abstract Past research shows that discriminatory experiences may reduce sense of purpose among older adults, though these associations are inconsistent across groups. Work is needed both to understand the nuanced role discrimination plays on individuals’ sense of purpose, whether it leads to feeling derailed from life goals, and if effects differ for younger versus older adults. The current study asked 354 American adults (age 19-74) to complete daily surveys over the course of two weeks, to examine whether experiencing discrimination during that two-week period led to a decline in purposefulness. Overall, findings suggest marked stability in sense of purpose during this short timeframe. However, greater daily discrimination predicted decreases in sense of purpose, and increases in derailment over the two weeks. While these associations were similar across age, older adults did report less discrimination at baseline. Findings will be discussed with a focus on successful aging among marginalized groups.

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Stepanova, Elena V., David J. Echevarria, Adam D. Collier, Cristobal S. Cruz, Nafiyah Kirkland y David J. Drobes. "Discrimination, Stress and Reactivity to Alcohol Cues". Journal of Social and Clinical Psychology 38, n.º 10 (diciembre de 2019): 836–59. http://dx.doi.org/10.1521/jscp.2019.38.10.836.

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Introduction: Our study investigated whether discrimination affects psychologi-cal/physiological stress and alcohol craving. Method: Participants (N = 92) were asked to recall and write about (a) a neutral, (b) a negative, or (c) a discriminatory experience in the past and then completed a cue-reactivity procedure assessing their alcohol craving. In addition, we assessed levels of perceived stress before and after the discrimination manipulation, chronic substance use and craving, prior perceived discrimination, and strength of racial/ethnic identity. Results: Results revealed a small effect in which the discrimination condition increased alcohol cue-elicited craving relative to the other conditions. Chronic craving moderated effects of discrimination on cortisol levels. Self-reported stress levels were increased in the discrimination and negative memory conditions relative to baseline. Strength of racial identity served as a protective factor for substance abuse in those who reported chronic high levels of discrimination. Discussion: We discussed the direct link established between acute exposure to discrimination and craving, and experimental evidence for the relationship between discrimination and self-reported stress, but also addressed potential limitations of this work. It is further discussed how some individual differences factors (e.g., chronic craving) predict physiological stress in discriminatory settings. This work underscored the role of racial identity as a protective factor against alcohol abuse in individuals reporting high levels of discrimination.

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Guo, Weiqing, Haohui Kong, Junzhang Wu y Feng Gan. "Odor Discrimination by Similarity Measures of Abstract Odor Factor Maps from Electronic Noses". Sensors 18, n.º 8 (13 de agosto de 2018): 2658. http://dx.doi.org/10.3390/s18082658.

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The aim of this study is to improve the discrimination performance of electronic noses by introducing a new method for measuring the similarity of the signals obtained from the electronic nose. We constructed abstract odor factor maps (AOFMs) as the characteristic maps of odor samples by decomposition of three-way signal data array of an electronic nose. A similarity measure for two-way data was introduced to evaluate the similarities and differences of AOFMs from different samples. The method was assessed by three types of pipe and powder tobacco samples. Comparisons were made with other techniques based on PCA, SIMCA, PARAFAC and PARAFAC2. The results showed that our method had significant advantages in discriminating odor samples with similar flavors or with high VOCs release.

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Küey, L. "What do Health/Mental Health Professionals Have to do With Racial Discrimination?" European Psychiatry 65, S1 (junio de 2022): S15—S16. http://dx.doi.org/10.1192/j.eurpsy.2022.64.

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There is a growing evidence that social determinants of health influence the health outcomes. These non-medical factors, i.e., social determinants of health / mental health, are defined as the conditions in which people are born, grow, live, work and age, including the factors shaping these conditions. They either have direct effects on health and ill health or work as mediators. In this respect, racial discrimination is a fundamental social determinant of ill health / mental health and health inequalities. A strong correlation between reported experiences of racial discrimination and poor general health and poor mental health has been reported. Besides, racial discrimination may lead to risk taking behaviors increasing poor health / mental health especially in vulnerable disadvantaged populations. A leading factor mediating the negative effects of any biopsychosocial factor on mental ill health is the degree of discrimination. Furthermore, racial discrimination is one of the processes explaining and reinforcing racial disparities in health and ill health. From a conceptual point of view, racial discrimination and its effects on ill health could be discussed in the context of the issue of othering and related dehumanization and violence. Psychiatrists and mental health workers have accumulated considerable knowledge and experience on understanding and overcoming some of the consequences of racial discrimination, especially via anti-stigma studies. The unfair and avoidable influences of racial discrimination on mental health are neither fated nor inevitable. As Gramsci had said, we have the pessimism of the intellect and optimism of the will. Disclosure No significant relationships.

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Branstetter, Brian K., Rachel Brietenstein, Gavin Goya, Megan Tormey, Teri Wu y James J. Finneran. "Spatial acuity of the bottlenose dolphin (Tursiops truncatus) biosonar system with a bat and human comparison". Journal of the Acoustical Society of America 151, n.º 6 (junio de 2022): 3847–57. http://dx.doi.org/10.1121/10.0011676.

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Horizontal angular resolution was measured in two bottlenose dolphins using a two-alternative forced-choice, biosonar target discrimination paradigm. The task required a stationary dolphin positioned in a hoop to discriminate two physical targets at a range of 4 m. The angle separating the targets was manipulated to estimate an angular discrimination threshold of 1.5°. In a second experiment, a similar two-target biosonar discrimination task was conducted with one free-swimming dolphin, to test whether its emission beam was a critical factor in discriminating the targets. The spatial separation between two targets was manipulated to measure a discrimination threshold of 6.7 cm. There was a relationship between differences in acoustic signals received at each target and the dolphin's performance. The results of the angular resolution experiment were in good agreement with measures of the minimum audible angle of both dolphins and humans and remarkably similar to measures of angular difference discrimination in echolocating dolphins, bats, and humans. The results suggest that horizontal auditory spatial acuity may be a common feature of the mammalian auditory system rather than a specialized feature exclusive to echolocating auditory predators.

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Shiraishi, M. y H. Sumiya. "Plant Identification From Leaves Using Quasi-Sensor Fusion". Journal of Manufacturing Science and Engineering 118, n.º 3 (1 de agosto de 1996): 382–87. http://dx.doi.org/10.1115/1.2831041.

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The method described here identifies plants by using a machine vision technique. This method achieves effective image detection independent of surrounding conditions, dimensionless image detection in each growth stage, and determination of the critical factor for discriminating individual plants. These are the fundamental factors for successful automatic thinning, cropping, weeding, and harvesting using intelligent agricultural robots. Color, aspect ratio, size, radius permutation in leaf profiles, complexity, and curvature are used to classify each plant. Effective discrimination is obtained by using a quasi-sensor fusion combined with a total occurrence range for decision making.

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Kim, Dahee y Kyuho Lee. "The Moderating Impact of Attending Services on the Effect of Older Adults’ Discrimination Experiences on Loneliness". Innovation in Aging 4, Supplement_1 (1 de diciembre de 2020): 323. http://dx.doi.org/10.1093/geroni/igaa057.1035.

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Abstract Research has shown that perceived discriminations impact physical and mental health in later life. Discrimination experiences could make older adults consider themselves as a social misfit and decrease their social interactions, which finally increases their loneliness. Religious behaviors has been reported as a key factor of a lower sense of isolation. Considering that religious behaviors provide opportunities to engage in more extensive social networks and have supportive social ties with community members, attending religious services might decrease the impact of older adults’ perceived discrimination on loneliness. The current research aims to examine the moderating role of religious services attendance in the association between older adults’ perceived discrimination and loneliness. We used data of 4,488 adults aged 50 to 80 (M=66.27, SD=10.15) from the Health and Retirement Study (HRS) collected in 2012 and 2014. Linear regression analysis was performed to investigate whether older adults’ religious service attendance might decrease the impact of their perceived discriminations in daily life on the level of loneliness. The results indicated that more perceived discriminations older adults face on a daily basis were significantly associated with higher levels of loneliness. However, participants who frequently attended religious services showed a lower impact of perceived discriminations on their loneliness. These findings highlight the positive effects of engaging in religious activities on discriminated older adults’ social well-being. These findings also emphasize the role of the religious community as a social resource for socially marginalized older adults.

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Fickett, J. W. "Quantitative discrimination of MEF2 sites." Molecular and Cellular Biology 16, n.º 1 (enero de 1996): 437–41. http://dx.doi.org/10.1128/mcb.16.1.437.

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Myocyte-specific enhancer factor 2 (MEF2) is a family of closely related transcription factors that play a key role in the differentiation of muscle tissues and are important in the muscle-specific expression of a number of genes. Given the centrality of MEF2 in muscle differentiation, regulatory regions newly determined to be muscle specific are often studied for potential MEF2 binding sites. Possible sites are often located by comparison to a homologous gene or by matching to the consensus MEF2 sequence. Enough data have accumulated that a richer description of the MEF2 binding site, a position weight matrix, can be reliably constructed and its usefulness can be assessed. It was shown that scores from such a matrix approximate MEF2 binding energy and enable recognition of naturally occurring MEF2 sites with high sensitivity and specificity. Regulation of genes via MEF2-like sites is complicated by the fact that a number of transcription factors are involved. Not only is MEF2 itself a family of proteins, but several other, nonhomologous, transcription factors overlap MEF2 in DNA-binding specificity. Thus, more quantitative methods for recognizing potential sites may help with the lengthy process of disentangling the complex regulatory circuits of muscle-specific expression.

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Conceição, R., L. Gibilisco, M. Pimenta y B. Tomé. "Gamma/hadron discrimination at high energies through the azimuthal fluctuations of air shower particle distributions at the ground". Journal of Cosmology and Astroparticle Physics 2022, n.º 10 (1 de octubre de 2022): 086. http://dx.doi.org/10.1088/1475-7516/2022/10/086.

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Abstract Wide field-of-view gamma-ray observatories must fight the overwhelming cosmic ray background to identify very-high-energy astrophysical gamma-ray events. This work introduces a novel gamma/hadron discriminating variable, LCm, which quantifies the azimuthal non-uniformity of the particle distributions at the ground. This non-uniformity, due to the presence of hadronic sub-showers, is higher in proton-induced showers than in gamma showers. The discrimination power of this new variable is then discussed, as a function of the air shower array fill factor, in the energy range 10TeV to 1PeV, and compared to the classical gamma/hadron discriminator based on the measurement of the number of muons at the ground. The results obtained are extremely encouraging, paving the way for the use of the proposed quantity in present and future large ground-array gamma-ray observatories.

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Clark, Alice, Sari Stenholm, Jaana Pentti, Paula Salo, Theis Lange, Eszter Török, Tianwei Xu et al. "Workplace discrimination as risk factor for long-term sickness absence: Longitudinal analyses of onset and changes in workplace adversity". PLOS ONE 16, n.º 8 (5 de agosto de 2021): e0255697. http://dx.doi.org/10.1371/journal.pone.0255697.

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Workplace discrimination may affect the health of the exposed employees, but it is not known whether workplace discrimination is also associated with an increased risk of long-term sickness absence. The aim of this study was to examine the longitudinal associations of changes in and onset of workplace discrimination with the risk of long-term sickness absence. Data on workplace discrimination were obtained from 29,597 employees participating in survey waves 2004, 2006, 2008 and/or 2010 of the Finnish Public Sector Study. Four-year changes in long-term sickness absence (≥10 days of medically certified absence with a mental or non-mental diagnosis) were assessed. This covered successive study waves in analyses of onset of workplace discrimination as well as fixed effect analyses of change in workplace discrimination (concurrent i.e. during the exposure year and 1-year lagged i.e. within one year following exposure), by using each employee as his/her own control. The risk of long-term sickness absence due to mental disorders was greater for employees with vs. without onset of workplace discrimination throughout the 4-year period, reaching a peak at the year when the onset of discrimination was reported (adjusted risk ratio 2.13; 95% confidence interval (CI) 1.80–2.52). The fixed effects analyses showed that workplace discrimination was associated with higher odds of concurrent, but not 1-year lagged, long-term sickness absence due to mental disorders (adjusted odds ratio 1.61; 95% CI 1.33–1.96 and adjusted odds ratio 1.02; 95% CI 0.83–1.25, respectively). Long-term sickness absence due to non-mental conditions was not associated with workplace discrimination. In conclusion, these findings suggest that workplace discrimination is associated with an elevated risk of long-term sickness absence due to mental disorders. Supporting an acute effect, the excess risk was confined to the year when workplace discrimination occurred.

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Williams, Natasha, Andrea Grant, Omonigho Bubu, Alicia Chung y Douglas Wallace. "0791 Perceived racial discrimination predicts poor PAP adherence: a pilot study". Sleep 45, Supplement_1 (25 de mayo de 2022): A343—A344. http://dx.doi.org/10.1093/sleep/zsac079.787.

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Abstract Introduction Although racial and ethnic differences in continuous positive airway pressure (CPAP) adherence for people with obstructive sleep apnea (OSA) are well known, no studies have examined the influence of racial discrimination on CPAP use. The aim of this study was to determine if racial discrimination influenced CPAP use trajectories. Methods Participants with OSA initiating CPAP were enrolled from two sleep centers in New York City. Participants completed questionnaires including sociodemographics, perceived discrimination, daytime sleepiness, and depressive symptoms. Racial discrimination was measured via the validated Everyday Discrimination scale (EDS) , Participants endorsed at least one discriminatory experience “at least once a year” and race was the main reason for this treatment. Sociodemographic and questionnaire comparison were performed between participants reporting the presence and absence of racial discrimination. To examine differences in the trajectory of CPAP use based on racial discrimination status (between-subjects factor), we performed a two-factor repeated measures ANOVA with mean hours of daily use at 7, 30 and 90 days serving as the time dependent variable (within-subjects factor). Analyses were adjusted for depressive symptoms. Results The sample consisted of 88 participants (40% female; 40% Non-Hispanic Black; mean age of 57 ± 14 yrs). Twenty-two individuals (25% of the cohort) reported racial discrimination. In unadjusted two-factor repeated measures ANOVA, the test statistic for equality of racial discrimination CPAP adherence means over time was highly significant [ F = 9.71 (1, 68); p = 0.003] while the test for interaction between racial discrimination and time was marginally significant [F = 3.19 (1.53, 103.8); p = 0.059). Main effects for time were significant for participants reporting discrimination (p=0.04) but not for those without racial discrimination experiences (p=0.25). Thus, people reporting racial discrimination experienced greater decrement in CPAP use over time while a more stable CPAP use pattern was observed in those not perceiving racial discrimination. Conclusion Racial discrimination status may determine future poor CPAP adherence. Larger studies examining mechanisms of how perceived racial discrimination mediates worse CPAP adherence may assist in mitigating CPAP adherence disparities. Support (If Any) Natasha Williams was supported by grant from the National Institutes of Health: K23125939

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Виниченко, М., M. Vinichenko, Петер Караксони, Peter Karaksoni, С. Макушкин y S. Makushkin. "Negotiation of Discrimination of Talents As a Factor of Reducing the Competitiveness of Modern Organizations". Management of the Personnel and Intellectual Resources in Russia 8, n.º 4 (31 de octubre de 2019): 16–23. http://dx.doi.org/10.12737/article_5d7b8d1050d0e5.97415304.

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The article deals with the problem of discrimination of talents in an organization from the position of reducing the potential of an organization in the competitive struggle in the market of goods and services and the labor market. In the conditions of economic instability, the leadership of various states and organizations is looking for additional opportunities to increase competitiveness. The most important of these is human potential. However, its implementation, especially among talented employees, is hampered for a number of objective and subjective reasons. Identifying the causes and identifying ways to overcome discrimination of talent is a pressing issue for both Russia and the entire world community, which was the goal of this work. Discrimination of talents is investigated for various reasons: by gender, age, national and racial characteristics, religious motives, belonging to a political party or to a social movement and other reasons. The article presents a comparative analysis of discrimination of talents of the population of the Moscow region of Russia and a number of countries of the European Union, the South Asian region, the United States based on data obtained using such methods as a questionnaire using Google Form online service, a secondary analysis of data from sociological research, focus groups, interviewing, etc. In the course of the study, it was possible to establish that there is discrimination in organizations in the Moscow region on various grounds. So says 40% of respondents. The management of organizations is doing some work, but due to insufficient training, it has not managed to achieve the elimination of talent discrimination in organizations. 76% of the respondents consider gender discrimination of talents as a fact, while women with children are worse off. Age discrimination is most acute among employees of retirement age. Their potential in the future is really considered only in 6% of cases, while young people — in 52%. Discrimination on ethnic, racial or religious grounds reaches 34%. For belonging to political parties and (or) social movement, they are constantly subjected to persecution in no more than 4% of cases. In general, the statistics obtained is correlated with foreign experience and shows that discrimination of talents is limited. However, it should be remembered that the number of talented employees is usually not large, and each of them can significantly improve the efficiency of the organization. The article suggests ways to overcome discrimination of talents. The research results can be applied in the public sector and business structures in Russia and abroad.

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Cuevas, Adolfo G., Frank D. Mann, David R. Williams y Robert F. Krueger. "Discrimination and anxiety: Using multiple polygenic scores to control for genetic liability". Proceedings of the National Academy of Sciences 118, n.º 1 (31 de diciembre de 2020): e2017224118. http://dx.doi.org/10.1073/pnas.2017224118.

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An established body of research indicates that discrimination is associated with increased symptoms of anxiety and negative affect. However, the association cannot be interpreted unambiguously as an exposure effect because a common set of genetic factors can simultaneously contribute to increased liability for symptoms of anxiety, negative affect, and the perception of discrimination. The present study elucidates the association between discrimination and anxiety/negative affect by implementing strict genetic controls in a large sample of adults. We used data from the biomarker project of the Study of Midlife Development in the United States (MIDUS), a national probability sample of noninstitutionalized, English-speaking respondents aged 25 to 74 y. Participants who consented to provide genetic data were biologically unrelated and of European ancestry as determined by genotype principal components analysis (n = 1,146). A single structural regression model was fit to the data with three measures of discrimination specified to load onto a latent factor and six measures of anxiety and negative affect specified to load onto a second latent factor. After accounting for potential genetic confounds—polygenic scores for anxiety, depression, and neuroticism and the first five genetic principal components—greater discrimination was associated with greater anxiety/negative affect (β = 0.53, SE = 0.04, P < 0.001). Findings suggest that measures of perceived discrimination should be considered environmental risk factors for anxiety/negative affect rather than indices of genetic liability for anxiety, depression, or neuroticism. Clinical interventions and prevention measures should focus on ways to mitigate the impact of discrimination to improve mental health at the population level.

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Singh, S. P. "Two Forty Phase Code Design with Good Discrimination Factor". EQUATIONS 2 (2 de julio de 2022): 94–99. http://dx.doi.org/10.37394/232021.2022.2.15.

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Sequences with good discrimination factor are useful for radar and communication applications. In this paper Two Forty Phase sequences are synthesized using Modified Genetic Algorithm (MGA). Modified Genetic Algorithm is used as a statistical technique for obtaining approximate solutions to combinatorial optimization problems. This algorithm combines the good methodologies of the two algorithms like global minimum converging property of Genetic Algorithm (GA) and fast convergence rate of Hamming scan algorithm. The synthesized sequences have discrimination factor better than well-known Frank codes. The synthesized sequences also have complex signal structure which is difficult to detect and analyze by enemy electronics support measure.

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Squires, G. D. y W. Vélez. "Mortgage Lending and Race: Is Discrimination Still a Factor?" Environment and Planning A: Economy and Space 28, n.º 7 (julio de 1996): 1199–208. http://dx.doi.org/10.1068/a281199.

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Hummel, T., P. Mohammadian y G. Kobal. "Handedness is a determining factor in lateralized olfactory discrimination". Chemical Senses 23, n.º 5 (1 de octubre de 1998): 541–44. http://dx.doi.org/10.1093/chemse/23.5.541.

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Jordan, Pascal y Martin Spiess. "Rethinking the Interpretation of Item Discrimination and Factor Loadings". Educational and Psychological Measurement 79, n.º 6 (6 de mayo de 2019): 1103–32. http://dx.doi.org/10.1177/0013164419843164.

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Factor loadings and item discrimination parameters play a key role in scale construction. A multitude of heuristics regarding their interpretation are hardwired into practice—for example, neglecting low loadings and assigning items to exactly one scale. We challenge the common sense interpretation of these parameters by providing counterexamples and general results which altogether cast doubt on our understanding of these parameters. In particular, we highlight the counterintuitive way in which the best prediction of a test taker’s latent ability depends on the factor loadings. As a consequence, we emphasize that practitioners need to shift their focus from interpreting item discrimination parameters by their relative loading to an interpretation which incorporates the structure of the model-based latent ability estimate.

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Halbmayer, Walter-Michael, Alexander Haushofer, Veronika Angerer y Michael Fischer. "The Discrimination of Factor XII Deficiency and Lupus Anticoagulant". Thrombosis and Haemostasis 75, n.º 04 (1996): 698–99. http://dx.doi.org/10.1055/s-0038-1650349.

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STANZEL, Manfred, Astrid SCHON y Mathias SPRINZL. "Discrimination against misacylated tRNA by chloroplast elongation factor Tu". European Journal of Biochemistry 219, n.º 1-2 (enero de 1994): 435–39. http://dx.doi.org/10.1111/j.1432-1033.1994.tb19956.x.

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Taylor, Donald M., Karen M. Ruggiero y Winnifred R. Louis. "Personal/group discrimination discrepancy: Towards a two-factor explanation." Canadian Journal of Behavioural Science / Revue canadienne des sciences du comportement 28, n.º 3 (julio de 1996): 193–202. http://dx.doi.org/10.1037/0008-400x.28.3.193.

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Kinz-Thompson, Colin D. y Ruben L. Gonzalez. "Dynamics of Stop Codon Discrimination by Release Factor 1". Biophysical Journal 110, n.º 3 (febrero de 2016): 235a—236a. http://dx.doi.org/10.1016/j.bpj.2015.11.1298.

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Russell, Brian H., Ken Hedlin, Fred J. Hilterman y Lawrence R. Lines. "Fluid‐property discrimination with AVO: A Biot‐Gassmann perspective". GEOPHYSICS 68, n.º 1 (enero de 2003): 29–39. http://dx.doi.org/10.1190/1.1543192.

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This analysis draws together basic rock physics, amplitude variations with offset (AVO), and seismic amplitude inversion to discuss how fluid‐factor discrimination can be performed using prestack seismic data. From both Biot and Gassmann theories for porous, fluid‐saturated rocks, a general formula is first derived for fluid‐factor discrimination given that both the P and S impedances are available. In essence, the two impedances are transformed so that they better differentiate between the fluid and rock matrix of the porous medium. This formula provides a more sensitive discriminator of the pore‐fluid saturant than the acoustic impedance and is especially applicable in hard‐rock environments. The formulation can be expressed with either the Lamé constants and density, or the bulk and shear moduli and density. Numerical and well‐log examples illustrate the applicability of this approach. AVO inversion results are then incorporated to show how this method can be implemented using prestack seismic data. Finally, a shallow gas‐sand example from Alberta and a well‐log example from eastern Canada are shown to illustrate the technique.

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Fielding, Anthony S., David H. Turpin, Robert D. Guy, Stephen E. Calvert, David W. Crawford y Paul J. Harrison. "Influence of the carbon concentrating mechanism on carbon stable isotope discrimination by the marine diatom Thalassiosira pseudonana". Canadian Journal of Botany 76, n.º 6 (1 de junio de 1998): 1098–103. http://dx.doi.org/10.1139/b98-069.

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There is no clear explanation why phytoplankton δ13C values are more negative in colder waters, but one current theory suggests that because colder waters hold more CO2, there is less diffusional limitation of CO2. This results in more discrimination against 13C and more negative phytoplankton δ13Cvalues. However, many species are able to actively take up CO2 or HCO3-, the latter being the major inorganic carbon species present in the dissolved inorganic carbon (DIC) pool of modern oceans. A previous study suggests that carbon concentrating mechanism (CCM) induction would affect carbon isotope discrimination, and this study confirms the presence of a relationship between discrimination and induction of a CCM in the marine diatom Thalassiosira pseudonana. CCM induction was measured by determining the half-saturation constant of photosynthesis (K0.5DIC). Values of K0.5DIC increased from 85 to 470 m M DIC over a range of ambient DIC levels from 0.2 to 2.7 mM. The fractionation factor increased from 10 to 21.3omicron over this same range. There was a significant relationship between K0.5DIC and the fractionation factor suggesting that CCM induction state influences carbon isotope discrimination. Other factors that influence discrimination may act through CCM induction.Key words: carbon isotope discrimination, carbon concentrating mechanism, Thalassiosira pseudonana, active carbon uptake, marine phytoplankton.

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Prieto, Sarah, Savana M. Jurgens y Jasmeet P. Hayes. "6 Examining Relationships Between Perceived Discrimination, Metabolic Syndrome, and Cognition". Journal of the International Neuropsychological Society 29, s1 (noviembre de 2023): 687. http://dx.doi.org/10.1017/s1355617723008597.

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Objective:Discrimination on the basis of race, gender identity, and age, among others, has been associated with negative cognitive outcomes. However, the mechanisms by which perceived discrimination impacts cognition are not yet well understood. Discrimination can lead to chronic stress, which disrupts glucocorticoid pathways and induces susceptibility to metabolic dysregulation. On the basis of this prior work, and the known associations between metabolic syndrome and cognition, the current study examined the hypothesis that metabolic syndrome mediates the relationship between discrimination and cognition.Participants and Methods:1,063 adults (Mean age = 54.92 years, SD = 11.68) who participated in the Midlife in the United States project were included. Confirmatory factor analysis was used to examine the acceptability of a bifactor model of metabolic syndrome using four subfactors (insulin resistance, adiposity, dyslipidemia, and blood pressure). The mediating effect of the metabolic syndrome latent factor on the association between discrimination and cognition was tested using PROCESS (Hayes, 2013). Exploratory analyses were conducted to examine which cognitive domains and which metabolic syndrome subfactors were driving these relationships. Mediation analyses adjusted for age, race, sex, and education.Results:The three most frequently reported reasons for discrimination were gender (n = 209), age (n = 174), and race (n = 129). The CFA of metabolic symptoms was deemed acceptable based on previously outlined goodness of fit criteria (CFI = 0.986, TLI = 0.976, RMSEA = 0.040, SRMR = 0.034). Results of the mediation analysis indicated a significant indirect effect of major events discrimination on the total cognition composite through the general metabolic syndrome factor (B = -0.0029, 95% CI [-0.0016, -0.0066]). Further examination revealed that this relationship was driven through an indirect path of metabolic syndrome on the relationship between discrimination and executive functioning (B = -0.0024, 95% CI -0.0059, -0.0001]). We examined which subfactors were driving these relationships and found that there were significant indirect effects of major events discrimination on total cognition through the insulin resistance (B = -0.0028, 95% CI -0.0065, -0.0003]) and dyslipidemia factors (B = -0.0026, 95% CI -0.0064, -0.0002]).Conclusions:Our findings provide evidence that metabolic syndrome can help explain differences in cognitive functioning based on experiences of discrimination, even after adjusting for relevant demographic factors. Results from this study suggest that understanding the impact of perceived discrimination on metabolic syndrome and developing lifestyle interventions that can improve metabolic syndrome may be helpful in reducing stress-related cognitive disparities.

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LOFICHENKO, OLGA y NIKITA IVANNIKOV. "GENDER DISCRIMINATION AS AN AGGRAVATING FACTOR OF THE GLOBAL FOOD PROBLEM". History and modern perspectives 2, n.º 4 (28 de diciembre de 2020): 24–31. http://dx.doi.org/10.33693/2658-4654-2020-2-4-24-31.

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This article is devoted to the study of the impact of gender discrimination on malnutrition in the world, which has not lost its relevance for many years. The aim of the work is to identify the correlation between the level of tension of the global food problem and the degree of involvement of women in all spheres of human life, in particular the economy, on an equal basis with men. To achieve this goal, the authors identified the factors that contribute to world hunger, of which gender discrimination as an issue unresolved over decades was analyzed. In order to understand the importance of the gender issue, the paper presents facts and indicators that show that in many countries of the world the gap in rights between men and women actually exists. Without denying the possibility of the existence of the individual cases of gender discrimination against men, the authors consider women as the discriminated party. The work demonstrates women's contribution to world food security and identifies the limitations associated with different types of discrimination that prevent women from realizing their potential in this regard. Possible cases for both male and female gender were studied as well as cases related exclusively to women's physiological features.

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Park, Ju Ae y Young Il Cho. "The Study of Elderly Living Arrangement on Crime Victimization Experience: Focusing on the Multiple Mediating Effects of Discrimination and Depression". Korean Society of Private Security 22, n.º 3 (30 de septiembre de 2023): 69–96. http://dx.doi.org/10.56603/jksps.2023.22.3.69.

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This study aimed to analyze the factors influencing the experiences of crime victimization among the elderly in the context of an aging society and to propose effective strategies to reduce crime victimization among the elderly. Utilizing the “2020 Elderly Survey”, the study examined the mediating effects of both social factors, such as “discrimination” and mental health factors, such as “depression”, in the relationship between the elderly's living arrangements (living alone or not) and their experiences of crime victimization. Summarizing the analysis results: Frist, The living arrangements of the elderly statistically did not have a significant direct impact on crime victimization. Second, However, the living arrangements of the elderly had a positive(+) mediating effect through discrimination on crime victimization. Third, living arrangements had a positive(+) mediating effect through depression on crime victimization. Fourth, Living arrangements sequentially mediated through discrimination and depression to have a positive (+) effect on crime victimization. Fifth, When comparing the indirect effects of discrimination and depression, it was found that the mediating effect of discrimination, a social factor, was more influential than that of depression, a mental health factor. This study found that the elderly's living arrangements did not directly impact crime victimization experiences. Instead, it was revealed that living arrangements influenced crime victimization experiences through mediating factors such as discrimination and depression. Based on these results, the study suggests the following strategies: 1) Introducing job opportunities and mentor programs to improve negative perceptions of the elderly among the younger generation. 2) Establishing peer-based elderly communities and local community welfare programs to reduce depression. 3) Highlighting the necessity of crime prevention education to decrease crime victimization.

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Geiger, Elizabeth F. y Melanie E. Brewster. "Development and Evaluation of the Individuals With Learning Disabilities and/or Difficulties Perceived Discrimination Scale". Counseling Psychologist 46, n.º 6 (agosto de 2018): 708–37. http://dx.doi.org/10.1177/0011000018794919.

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The present two studies describe the development and psychometric evaluation of the Learning Disability/Difficulty Perceived Discrimination Scale used to assess the self-reported discrimination experiences of people with learning difficulties and/or disabilities. In Study 1 ( N = 202) an exploratory factor analysis yielded two factors, Inferior and Cheating the System. In Study 2 ( N = 216) a confirmatory factor analysis supported the stability of this two-factor correlated model and a bifactor model. Across studies, subscale and full-scale items offered evidence of good reliability, convergent validity, and concurrent validity. Preliminary support for a minority stress framework is explored. Limitations, research, and clinical work with learning difficulties and/or disabilities populations are discussed.

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Isaac, Kendall D. "Is It “A” or Is It “The”?" Texas A&M Law Review 1, n.º 1 (octubre de 2013): 55–81. http://dx.doi.org/10.37419/lr.v1.i1.2.

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The recent Supreme Court decision in University of Texas Southwestern Medical Center v. Nassar has brought exposure to a prevalent problem in employment discrimination and retaliation cases: there is great discrepancy in how plaintiffs have to prove and courts have to assess these claims. Depending on whether the case is based on discrimination or retaliation pursuant to the ADA, ADEA, or Title VII, the standard that needs to be met might be that the plaintiff must prove that discrimination was “the” motivating-factor for the adverse employment action or that it was “a” motivating-factor for the action. Adding even greater confusion is the fact that, if an employee argues that they are the victim of discrimination (such as on the basis of national origin) and retaliation, the employee might have to prove that their national origin was “a” motivating-factor in the discrimination case and “the” motivating-factor in the retaliation aspect of the case. If this sounds confusing to scholars and attorneys, imagine how confusing these various standards within one case can be for potential litigants, judges unfamiliar with employment law, and a member of the jury! This Article delves into these muddy waters and attempts to highlight the issues, spotlight the statutes, and ultimately formulate a working motivating-factor standard that can be infused into all of the various employment discrimination statutes and thus result in a consistency in interpretation and application.

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Thompson, Kerri A. "Countenancing Employment Discrimination". Texas A&M Law Review 8, n.º 1 (mayo de 2020): 63–88. http://dx.doi.org/10.37419/lr.v8.i1.2.

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Employing facial recognition technology implicates anti-discrimination law under Title VII of the Civil Rights Act when used as a factor in employment decisions. The very technological breakthroughs that made facial recognition technology commercially viable—data compression and artificial intelligence— also contribute to making facial recognition technology discriminatory in its effect on members of classes protected by Title VII. This Article first explains how facial recognition technology works and its application in employee background checks. Then, it analyzes whether the use of facial recognition technology in background checks violates Title VII under the disparate impact theory of liability due to the known issue of skewed data sets and disproportionate inaccuracy on some populations. The Article concludes by calling on the Equal Employment Opportunity Commission to issue specific guidance warning employers of impending liability under Title VII, including class action liability, due to the use of facial recognition technology, and to use its enforcement authority to file lawsuits against employers who continue to use the technology.

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McDermott, Elana R., Adriana J. Umaña-Taylor y Stefanie Martinez-Fuentes. "Measuring Latino Adolescents’ Coping With Ethnic-Racial Discrimination". Journal of Psychoeducational Assessment 37, n.º 6 (16 de agosto de 2018): 730–42. http://dx.doi.org/10.1177/0734282918792384.

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Few studies have examined coping strategies specific to ethnic-racial discrimination among Latino youth. The current study examined the psychometric properties of the Discrimination Coping Strategies Scale (DCSS) including its factor structure, validity, and longitudinal measurement invariance. Data came from four waves of a longitudinal study of 323 Latino adolescents (Wave 1 Mage = 15.31 years, SD = .76; 49.5% female). Exploratory factor analysis and confirmatory factor analysis suggested a factor structure that included a three-item latent factor and two manifest variables. Analyses suggested that the factor structure for the latent construct was invariant across four waves of repeated measures. Support for construct validity emerged with tests of convergent, divergent, and predictive validity. Taken together, findings provide support for the validity of the proactive coping subscale of the DCSS as a measure of Latino adolescents’ proactive coping with ethnic-racial discrimination.

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Haleem, Maryam y Sobia Masood. "Translation and Validation of Perceived Discrimination Scale in the Urdu Language". IUB Journal of Social Sciences 4, n.º 2 (31 de diciembre de 2022): 99–110. http://dx.doi.org/10.52461/ijoss.v4i2.1412.

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Perceived discrimination is an area that has been recognized as one of the important strains in relation to antisocial and delinquent outcomes. The purpose of this study was to translate and confirm the factor structure of the Perceived Discrimination Scale (PDS) in the Urdu language. The validation and translation were done in three phases. During phase I, the scale was translated using the standard forward and backward translation procedure. Language equivalence was established on a sample of 100 young adults (N = 100; 56 men and 44 women) through cross-language validation in phase II. Construct validity of the scale was established in phase III consisting of an independent study of 326 young adults with an age range from 18 to 25 (M = 21.23; SD = 1.68). The data was collected from universities across Pakistan. The factor structure of the scale was evaluated through two models: a two-factor structure model with Perceived Individual Discrimination and Perceived Group Discrimination and a unification model. The findings confirmed the factor structure of both the first-order and higher-order models of PDS. The findings confirmed the PDS as a psychometrically sound tool for measuring perceived discrimination in the Pakistani context

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Asif, Farwa y Anam Rehman. "The Impact of Gender Discrimination on Workplace Environment and Job Satisfaction". Research Journal for Societal Issues 3, n.º 1 (31 de diciembre de 2021): 28–38. http://dx.doi.org/10.56976/rjsi.v3i1.28.

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Gender discrimination is a concept that is ever explained by law in detail in the workplace. It describes unequal advantages or disadvantages to a group in consideration of another group in the workplace. Gender discrimination affects the employees rapidly discrimination factor reducing increased satisfaction, motivational level, commitment to the organization, and stress level, increasing the working capability of employees in the organization. Gender discrimination factor which is in public and private organizations. 155 female employees of EEFU Humaya Takaful, University of Agriculture, Orient group of Company, Haier Group Company, and Ali Gohar are selected with the help of convenience sampling. Current research proposes the three hypotheses for direct relation and on for the mediational effect. All the hypotheses are accepted and the organizational environment plays a partial mediator between gender discrimination and job satisfaction.

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Pereira, Vitor, Filipe Tavares, Petya Mihaylova, Valeri Mladenov y Petia Georgieva. "Factor Analysis for Finding Invariant Neural Descriptors of Human Emotions". Complexity 2018 (2018): 1–8. http://dx.doi.org/10.1155/2018/6740846.

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A major challenge in decoding human emotions from electroencephalogram (EEG) data is finding representations that are invariant to inter- and intrasubject differences. Most of the previous studies are focused in building an individual discrimination model for every subject (subject dependent model). Building subject-independent models is a harder problem due to the high data variability between different subjects and different experiments with the same subject. This paper explores, for the first time, the Factor Analysis as an efficient technique to extract temporal and spatial EEG features suitable to build brain-computer interface for decoding human emotions across various subjects. Our findings show that early waves (temporal window of 200–400 ms after the stimulus onset) carry more information about the valence of the emotion. Also, spatial location of features, with a stronger impact on the emotional valence, occurs in the parietal and occipital regions of the brain. All discrimination models (NN, SVM, kNN, and RF) demonstrate better discrimination rate of the positive valence. These results match closely experimental psychology hypothesis that, during early periods after the stimulus presentation, the brain response—to images with highly positive valence—is stronger.

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O’Brien, Kymberlee M., Jerrold Meyer, Edward Tronick y Celia L. Moore. "Hair cortisol and lifetime discrimination: Moderation by subjective social status". Health Psychology Open 4, n.º 1 (enero de 2017): 205510291769517. http://dx.doi.org/10.1177/2055102917695176.

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Discrimination has been associated with elevated cortisol as measured in saliva, blood, and urine. This study investigated the association between lifetime discrimination and hair cortisol concentrations, considered a measure of chronic stress. We recruited 180 young adults from diverse backgrounds. Participant responses to lifetime discrimination, home stress, and subjective status measures were recorded. Lifetime discrimination significantly predicted hair cortisol concentrations, supporting past research that discrimination experiences impact neuroendocrine systems. To our knowledge, these are the first findings associating hair cortisol concentrations with discrimination and supports prior evidence positing discrimination as a chronic stressor that serves as a risk factor for chronic disease.

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