Young at heart,old at work? Relations between age, (meta-)stereotypes,self-categorization,and retirement attitudes

The aims of this study were to examine how workers' negative age stereotypes (i.e., denying older workers' ability to develop) and negative meta-stereotypes (i.e., beliefs that the majority of colleagues feel negative about older workers) are related to their attitudes towards retirement (i.e., occupational future time perspective and intention to retire), and whether the strength of these relationships is influenced by workers' self-categorization as an “older” person. Results of a study among Dutch taxi drivers provided mixed support for the hypotheses. Negative meta-stereotypes, but not negative age stereotypes, were associated with fewer perceived opportunities until retirement and, in turn, a stronger intention to retire. Self-categorization moderated the relationships between negative age (meta-)stereotypes and occupational future time perspective. However, contrary to expectations, the relations were stronger among workers with a low self-categorization as an older person in comparison with workers with a high self-categorization in this regard. Overall, results highlight the importance of psychosocial processes in the study of retirement intentions and their antecedents.     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

New directions in offender typology design,development, and implementation: Can we balance risk,treatment and control?

It should come as no surprise that there is no “one-stop shopping” offender typology available that can identify the risk level, targeted treatment protocols, and control levels of the offender groups examined in this special issue: murderers, sex offenders, batterers, violent prisoners, and violent mentally ill offenders. We are in desperate need of further research establishing the links between offender risk level, offender treatment needs, and offender control requirements for each of these offender groups. This article provides a “state of the art” discussion of the key issues that must be addressed by policymakers, practitioners, and ultimately, the public, vis-à-vis the design, development, and implementation of typologies for each of these targeted groups of offenders. This is followed by our assessment of the lessons learned from the great prison classification experiment. We conclude by providing an assessment of new directions in the development of typologies of offenders and the communities in which offenders reside, based on the simple notion that offender change–not offender control–needs to be the primary focus of the next generation of correctional classification systems.     

Web-based recruitment in the Millennial generation: Work–life balance,website usability,and organizational attraction

In this digital era, traditional recruitment efforts have increasingly been supplemented with or replaced by recruiting applicants on the Web. Concurrently, organizations are increasingly adapting to younger individuals from the Millennial generation as they enter the workforce. We combine these salient issues to examine Web-based recruitment of the Millennial generation by assessing predictors of organizational attraction. Using a sample of Millennials (N = 493), we found that perceptions of both work–life balance and website usability incrementally predicted attraction, when controlling for perceptions of other organization characteristics. In addition, person–organization fit mediated these relationships. These findings speak to the importance of examining how aspects of Web-based recruitment influence Millennial applicants.     

Line manager involvement in work-life balance and career development: can't manage,won't manage?

Line manager involvement in HRM is an increasing trend across Europe. With the numbers of employees taking advantage of work-life balance policies also on the increase, line manager responsibility for this specific policy area is likely to become more marked. In this paper, we argue that line managers have a critical role to play in the career development of reduced-hours employees, but that due to a number of cultural and institutional processes, the extent of this involvement is likely to be limited. Using qualitative data from interviews with police managers and police officers who have reduced their hours, we argue that gendered assumptions, deeply embedded in taken-for-granted organisational practices and structures, operate in ways that encourage line managers and reduced-hours workers to locate career barriers in the psyche of the latter. The implications of these processes for line manager involvement in the career development of reduced-hours professionals are explored and explicated.     

Exhausted,mistreated, or indifferent? Explaining deviance from emotional display rules at work

This article explores different theoretical explanations for deviance from display rules (DDR), which occurs when employees consciously display emotions to customers that are unsanctioned by the organization. DDR is an important outcome in service organizations because it triggers strong negative reactions from customers, such as negative reputation and business losses. To better explain why DDR occurs, the author compared predictors drawn from organizational justice theory, conservation of resources theory and goal-setting theory in a comprehensive model to explore complementary and competing effects. The model was tested using hierarchical linear modelling with data from 1146 transactions performed by 51 service employees who participated in an experience sampling study over several weeks. Results demonstrated that emotional valence mediated the transaction-level relationship between customer interpersonal injustice and DDR. Similarly, negative emotions mediated the transaction-level relationship between mental exhaustion and DDR. However, person-level differences in goal commitment to organizational display rules had a buffering effect on the relationship between negative emotions and DDR. Overall, the results demonstrate that unfair treatment from customers and mental exhaustion can promote the expression of unsanctioned emotions to customers via negative emotional experiences, but employees who are committed to emotional labour goals are more resistant to engaging in DDR.     

An American Philosopher at Moscow State University, 1964–1965

For an American philosopher participating in a cultural exchangeprogram with the Soviet Union in 1964–65, a year spent in thePhilosophy Faculty of Moscow State University, studying and doingresearch in the history of Russian philosophy, provided manyinteresting insights – some of them surprising – into the theoryand practice of Marxism-Leninism and the nature of philosophicaleducation in Russia in the 1960s.     

“I Suck at Everything”: Crime,Arrest, and the Generality of Failure

In this article, we advance the idea that getting arrested amounts to “failing at crime.” And akin to the notion of the generality of deviance—where those who engage in any given form of criminal behavior are also likely to engage in a wide array of other problematic behaviors—we examine whether failing at crime (getting arrested) is associated with other forms of life failure. Using data from multiple waves of the National Longitudinal Study of Adolescent to Adult Health, our results reveal that, independent of one’s level of self-reported criminal behavior and other key potential confounders (IQ and self-control), being arrested is a significant predictor of a host of life failures related to education, employment, relationships, and health. The key implication of our study is that it highlights the need to develop a theory of the “generality of failure.”     

Middle class and marginal? Socioeconomic status, stigma, and self-regulation at an elite university

In four studies, the authors investigated the proposal that in the context of an elite university, individuals from relatively lower socioeconomic status (SES) backgrounds possess a stigmatized identity and, as such, experience (a) concerns regarding their academic fit and (b) self-regulatory depletion as a result of managing these concerns. Study 1, a correlational study, revealed the predicted associations between SES, concerns about academic fit, and self-regulatory strength. Results from Studies 2 and 3 suggested that self-presentation involving the academic domain is depleting for lower (but not higher) SES students: After a self-presentation task about academic achievement, lower SES students consumed more candy (Study 2) and exhibited poorer Stroop performance (Study 3) relative to their higher SES peers; in contrast, the groups did not differ after discussing a nonacademic topic (Study 3). Study 4 revealed the potential for eliminating the SES group difference in depletion via a social comparison manipulation. Taken together, these studies support the hypothesis that managing concerns about marginality can have deleterious consequences for self-regulatory resources.     

Tests of Homoscedasticity,Normality, and Missing Completely at Random for Incomplete Multivariate Data

Test of homogeneity of covariances (or homoscedasticity) among several groups has many applications in statistical analysis. In the context of incomplete data analysis, tests of homoscedasticity among groups of cases with identical missing data patterns have been proposed to test whether data are missing completely at random (MCAR). These tests of MCAR require large sample sizes n and/or large group sample sizes n _i , and they usually fail when applied to nonnormal data. Hawkins (Technometrics 23:105–110, 1981) proposed a test of multivariate normality and homoscedasticity that is an exact test for complete data when n _i are small. This paper proposes a modification of this test for complete data to improve its performance, and extends its application to test of homoscedasticity and MCAR when data are multivariate normal and incomplete. Moreover, it is shown that the statistic used in the Hawkins test in conjunction with a nonparametric k-sample test can be used to obtain a nonparametric test of homoscedasticity that works well for both normal and nonnormal data. It is explained how a combination of the proposed normal-theory Hawkins test and the nonparametric test can be employed to test for homoscedasticity, MCAR, and multivariate normality. Simulation studies show that the newly proposed tests generally outperform their existing competitors in terms of Type I error rejection rates. Also, a power study of the proposed tests indicates good power. The proposed methods use appropriate missing data imputations to impute missing data. Methods of multiple imputation are described and one of the methods is employed to confirm the result of our single imputation methods. Examples are provided where multiple imputation enables one to identify a group or groups whose covariance matrices differ from the majority of other groups.     

Here’s Looking at You: Self-Objectification, Body Image Disturbance, and Sorority Rush

This study investigated the impact of sorority rush on self-objectification and body image disturbance. First-year undergraduate women either participating (n?=?68) or not participating (n?=?59) in sorority rush at a U.S. Midwestern university completed online surveys at four time points. It was predicted that rush participation would lead to increases in self-objectification, which in turn would lead to increases in body shame and eating disordered behavior and attitudes. Results supported predictions based on objectification theory at a single time point, but not longitudinally. Rush participants evidenced higher levels of self-objectification and eating disordered behavior at all time points. Body mass index predicted dropping out of the rush process and was negatively correlated with satisfaction with the rush process.     

The cerebral balance of power: confrontation or cooperation?

Two visual search experiments were carried out using as stimuli large letters made of small identical letters presented in right, or left, or central visual fields. Considering the spatial frequency contents of the stimuli as the critical variable, Experiment 1 showed that a left-field superiority could be obtained whenever a decision had to be made on a large (low frequency) letter alone, and a right-field advantage emerged when a small (high frequency) letter had to be processed. Experiment 2 showed that the two levels of structure of the stimulus were not encoded at the same rate and that at very brief exposure, only the large letter could be accurately identified. This was accompanied by a left-field superiority, whether or not the stimulus contained the target. These results are interpreted as revealing a differential sensitivity of the hemispheres to the spatial frequency contents of a visual image, the right hemisphere being more adept at processing early-available low frequencies and the left hemisphere operating more efficiently on later-available low frequencies. From these and other experiments reviewed, it is suggested that (a) cerebral lateralization of cognitive functions results from differences in sensorimotor resolution capacities of the hemispheres; (b) both hemispheres can process verbal and visuospatial information, analytically and holistically; (c) respective hemispheric competence is a function of the level of sensorimotor resolution required for processing the information available.     

Group mate absence,dissimilarity, and individual absence: Another look at “monkey see,monkey do”

In this study, we examined whether the alignment of individual and group absence depended on an individual's similarity or dissimilarity with his or her group mates. The study hypotheses were tested with organizational data, involving 1382 employees from 181 work groups. Our criterion was individual absence frequency, observed over a 12-month period. Dissimilarity indices fororganizational tenure and union affiliation were computed from organizational records. We found that the relation between group mate absence and individual absence was moderated by dissimilarity with respect to union affiliation (but not tenure dissimilarity), such that those with low union dissimilarity scores were more likely to align their absence behaviour with that of their group mates.     

Are You Looking at Me,or Am I? Anger,Aggression, Shame and Self-worth in Violent Individuals

Conclusions about the relationship between anger and violence have been drawn from research that largely uses non-clinically angry, non-violent participants. The present study assessed cognitive correlates of anger by comparing mentally disordered violent offenders (n = 22) and violent prisoners (n = 22) in their irrational beliefs, self-esteem, internalised shame, and the experience and expression of anger. Findings showed there to be no significant difference between the two groups on all of the scales used. Low self-worth, high shame and self-downing irrational beliefs were found across the whole population. Cluster analysis revealed two distinct clusters with anger as the main factor separating them. One cluster could be categorised as anger disordered and had significantly higher shame, lower self-worth and more self- and other-downing irrational beliefs than the second cluster where levels of unhealthy anger were lower. It was concluded that high levels of unhealthy anger may serve as an attempt to protect against shame and low self-worth.     

Relationships between conspiracy mentality,hyperactive agency detection,and schizotypy: Supernatural forces at work?

We examined whether belief in conspiracy theories is predicted by an overactive tendency to perceive agency in the environment, and hypothesized that this association is especially robust among high-schizotypy individuals. Samples of undergraduates (n = 209) and conspiracist website visitors (n = 37) completed measures of conspiracy mentality, hyperactive agency detection, and schizotypy. Correlation analysis indicated significant positive relationships between all pairs of variables in both groups. Multiple regression analysis showed that schizotypy is incrementally predicted by conspiracy mentality and hyperactive agency detection, with chi-square analysis revealing a significant tendency for high-schizotypal individuals to score higher on both variables. Heightened uncertainty about causally ambiguous subjective experiences likely predisposes schizotypals to greater hyperactive agency detection, thereby increasing the probability of conspiracy thinking. Findings are linked to ideological and theoretical differences between secular and supernatural conspiracist beliefs, which are readily apparent in conspiracist literature and communities, and bring into question the homogeneity of the conspiracy mentality construct.     

A Child Therapist at Work: Playing,Talking, and the Therapist’s Inner Dialogue

The author reflects on his work with a child patient struggling with affect regulation, loss, and his adoption through a detailed process account of the treatment with a focus on the therapist’s inner dialogue in relation to the child’s play and words—how each affects the other. Drawing from his personal use of clinical theory stemming from multiple theoretical influences, the author shows how his associations, identifications, and tentative formulations inform his work and how the various transference/countertransference matrices influence his inner dialogue. Attention is paid to the movement from the therapist as an object within the patient’s closed system to a system that gradually becomes more open, in which the patient is able to take in the therapist’s own person as they come upon various ways to communicate and build a narrative together.     

What predicts wisdom-related performance? A first look at personality,intelligence, and facilitative experiential contexts

Wisdom has long been suggested as a desired goal of development (see e.g. Clayton and Birren, 1980; Erikson, 1959; Hall, 1922; Staudinger and Baltes, 1994). Questions concerning the empirical investigation of wisdom and its ontogeny, however, are largely still open. It is suggested that besides person characteristics, certain types of experience may facilitate wisdom-related performance. A sample of clinical psychologists (n=36) and highly educated control professionals (n=54) ranging in age from 25 to 82 years responded verbally to two wisdom-related tasks involving life planning and completed a psychometric battery of intelligence and personality measures. Three primary findings were obtained. First, training and practice in clinical psychology was the strongest predictor of wisdom-related performance (26%) and, in addition, showed some overlap with personality variables in this predictive relationship. Second, 14% of the variance in wisdom-related performance was accounted for by standard psychometric measures of personality and intelligence. Personality variables were stronger predictors than variables of intelligence. Important personality predictors were Openness to Experience and a middle-range location on the Introversion–Extraversion dimension. Third, wisdom-related performance maintained a sizable degree of measurement independence (uniqueness). Predictive relationships were consistent with research on naive conceptions of wisdom and our own theoretical account of the ontogenesis of wisdom-related performance. © 1998 John Wiley & Sons, Ltd.     

Emotion at Work: To What Extent are We Expressing,Suppressing, or Faking It?

Emotions and emotion management are a prominent feature of organizational life and the concept of emotional labour was coined to describe the effort required to fake or suppress an emotional display because of the demands of the work role. Although much qualitative work has been conducted to investigate emotional labour, no attempts have been made to measure the degree to which this emotion work occurs. This omission is partly due to the difficulties in defining the construct and dimensions of emotional labour and this article discusses previous attempts at definition and reconceptualizes the concept in order to allow the development of a measurement tool. The process of development and testing of the tool within 12 UK companies is the focus of the remainder of the article and leads directly to the first quantitative answer to the question, to what extent are we expressing, suppressing, and faking emotion at work? Results suggest that emotional labour is performed in almost two-thirds of workplace communications, both at and away from the frontline. Implications for practitioners and researchers are outlined.