Gender Discrimination and the Workplace: An Examination of Rational Bias Theory

Previous research concerning the rationalbias theory of workplace discrimination has beenconfined largely to narrow student samples. This studyextends that work with an experimental-survey design in which employed participants were asked bothhow others respond to conditions classically elicitingrational bias discrimination, and how they believepeople behave in their own firms. Participants were 148 men and 158 women (88.6% Caucasian, 4.6%Hispanic, 4% Asian, and 2.8% other racialidentification) with graduate business degrees from apublic university. Results show evidence of continuingdiscrimination, and support the theory predicting rational biasgender discrimination in the workplace. Gender ofrespondent and locus of control (defined by Spector'sWork Locus of Control scale) are also shown to be related to rational bias discrimination.Suggestions are made for further development and testingof rational bias theory.     

Examining the Effects of Exposure to Religion in the Workplace on Perceptions of Religious Discrimination

Charges of religion-related employment discrimination have doubled in the past decade. Multiple factors are likely contributing to this trend, such as the increased religious diversity of the US population and the increased interest of employees and some employers in bringing religion to work. Using national survey data we examine how the presence of religion in the workplace affects an individual’s perception of religious discrimination and how this effect varies by the religious tradition of the individual. We find that the more an individual reports that religion comes up at work, the more likely it is that the individual will perceive religious discrimination. This effect remains even after taking into account the individual’s own religious tradition, religiosity, and frequency of talking to others about religion. This effect is stronger, however, for Catholics, Mainline Protestants, and for the religiously unaffiliated. In workplaces where religion is said to never come up these groups are among the least likely to perceive religious discrimination. Jews, Muslims, Hindus, and Evangelical Protestants are more likely to perceive religious discrimination in the workplace even if they say that religion never comes up at work, which makes the effect of exposure to religion in the workplace weaker for these groups. These results show that keeping religion out of the workplace will largely eliminate perceptions of religious discrimination for some groups, but for other groups the perceptions will remain.     

Emotional Intelligence in the Workplace: A Critical Review

Cet article est une revue critique des théories et résultats empiriques favorables à l'intelligence émotionelle (I.E.) et à son prétendu rôle dans l'environnement professionnel. On s'intéresse au statut supposé de l'I.E. dans la performance au travail, la satisfaction et l'évaluation de la carrière et des compétences (surtout dans la domaine de la sélection et de l'orientation). Globalement, cette revue de questions prouve que les recherches récentes ont fait de grands pas dans la comprehénsion de l'utilité de l'I.E. au travail. Les preuves strictement scientifiques sont cependant insuffisantes, la littérature accordant une confiance excessive aux avis d'experts, aux anecdotes, aux études de cas et aux enquêtes privées non publiées. On propose, à la fin de l'article, quelques directives pratiques pour favoriser le développement et l'utilisation de mesures de l'I.E. dans les situations professionnelles.
This paper critically reviews conceptualisations and empirical evidence in support of emotional intelligence (EI) and its claimed role in the occupational environment. Consideration is given to the purported status of EI in occupational and career assessment (with particular emphasis on personnel selection and placement), job performance, and satisfaction. Overall, this review demonstrates that recent research has made important strides towards understanding the usefulness of EI in the workplace. However, the ratio of hyperbole to hard evidence is high, with over-reliance in the literature on expert opinion, anecdote, case studies, and unpublished proprietary surveys. The review concludes by providing a number of practical guidelines for the development and implementation of EI measures within occupational settings.     

Counseling in Zimbabwe: History,Current Status,and Future Trends

Counseling in Zimbabwe has a long tradition, dating back to pre‐Colonial times. In the modern context, counseling has evolved through the educational and health care sectors. Since the 1990s, Zimbabwean counselors have advocated for professional recognition, a struggle similar to that of counselors in the United States. In this article, the authors provide a historical view of counseling in Zimbabwe, discuss the current status of and future trends in counseling, and make recommendations for the advancement of the profession.     

The Development of Professional Counseling in Uganda: Current Status and Future Trends

Professional counseling in Uganda has foundations in traditional cultures of its peoples, guidance offered in schools, and counseling to curb the HIV/AIDS epidemic. Currently, a definitive professional counselor profile in Uganda is being established. The Uganda Counselling Association continues the process of seeking legal authority to regulate counselor training, supervision, and practice. Counselors need to carry out more research to make counseling more relevant to the African situations, cultures, and customs.     

Professional Counseling in Kenya: History,Current Status,and Future Trends

The authors examine the history and development of the counseling profession in Kenya. This profession is deeply rooted in responses to the HIV/AIDS epidemic, the emergence of mental health needs created by the impact of political and community‐based violence, increasing student unrest in public institutions, and government efforts to provide social–emotional support for students in public schools and universities. The authors also examine the challenges for the profession and make recommendations for the future.     

Applications of Personality Assessment to the Workplace: A Review

Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counterproductivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in training and development.     

Development and Validation of the Workplace Age Discrimination Scale

Purpose

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences.

Design/Methodology

In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups.

Findings

Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups.

Implications

Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking.

Originality/Value

The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).

     

Principles of Religious Prosociality: A Review and Reformulation

Historically, religion and religious belief have often been credited as the source of human morality. But what have been the real effects of religion on prosocial behavior? A review of the psychological literature reveals a complex relation between religious belief and moral action: leading to greater prosocial behavior in some contexts but not in others, and in some cases actually increasing antisocial behavior. In addition, different forms of religious belief are associated with different styles of co-operation. This body of evidence paints a somewhat messy picture of religious prosociality; however, recent examinations of the cognitive mechanisms of belief help to resolve apparent inconsistencies. In this article, we review evidence of two separate sources of religious prosociality: a religious principle associated with the protection of the religious group, and a supernatural principle associated with the belief in God, or other supernatural agents. These two principles emphasize different prosocial goals, and so have different effects on prosocial behavior depending on the target and context. A re-examination of the literature illustrates the independent influences of religious and supernatural principles on moral action.     

Group Psychotherapy Research: Current Status and Future Trends on the Dawn of the New Millennium

For the past two decades, the group psychotherapy research literature has been dominated by the efficacy study. Over this period of time, this laboratory-based work has acquired a number of methodological requisites all aimed at maximizing its internal validity in order that causal inferences can be made with increasing confidence. These very refinements in methodology, however, have led to increasing criticisms regarding the meaningfulness and relevance of the findings to real-world settings. This paper briefly reviews these developments and offers predictions, gleaned from the current literature, about future directions of research. In particular, three areas are highlighted: (1) the development of effectiveness studies, (2) the greater sophistication of process research, and (3) a renewal of the very early interest in group therapy treatment of medical conditions.     

Religious Discrimination Scale: Development and Initial Psychometric Evaluation

Journal of Religion and Health - This study presents the development and initial psychometric evaluation of the Religious Discrimination Scale (RDS). This 11-item instrument identified three...     

The Counseling Profession in Russia: Historical Roots,Current Trends,and Future Perspectives

Psychology was established in Russia before the Communist era. The social work profession was created in 1991 for a society in turmoil after the collapse of the Soviet Union. In 2011, the counseling profession officially emerged as a branch of social work called social psychological help. Professional counseling associations are in the formative stage. Concern about mental health issues, particularly substance abuse, suggests that the counseling profession could continue to grow in Russia.     

Trends of Religious Identification in Korea: Changes and Continuities

Korea's religious context is not simple. According to the 2005 Korean Census, the Korean population consists of 23 percent Buddhists, 18 percent Protestants, and 11 percent Catholics, with 47 percent nonreligious. To accurately describe Korean religion in recent periods, we have used 1985, 1995, and 2005 Korean Censuses. We found that Korean people became more religious from 1985 to 1995, but that change was stalled from 1995 to 2005. The percentages of Buddhists and Protestants exhibited little change, and Buddhism continues to be an important religion in the lives of Koreans. Only the number of Catholics increased from 5 percent in 1985 to 11 percent in 2005, and the increasing percentage of Catholics occurred within all subgroups, regardless of age, gender, education, home ownership, and urbanicity.     

Teaching Comparative Religious Ethics: A Review Essay

Though others have surveyed the different methods in comparative religious ethics, relatively little attention has been given to different approaches to pedagogy (exceptions include Lovin and Reynolds; Juergensmeyer; Twiss). The field of comparative religious ethics has now reached a level of maturity so that there are a variety of ways such courses can be taught. In this review I consider the approaches to comparative religious ethics found in four recent texts by Jacob Neusner, Darrell Fasching and Dell deChant, Regina Wolfe and Christine Gudorf, and Sumner Twiss and Bruce Grelle. In the essay I note the strengths and weaknesses of each text, with special attention given to how the texts might work in the classroom. I then argue that the different texts reflect different understandings of the goal of teaching comparative religious ethics, and I make these goals explicit in order to help teachers decide how they might approach the teaching in this growing field.     

An Examination of Religious Priming and Intrinsic Religious Motivation in the Moral Hypocrisy Paradigm

Reliable individual differences have not yet been identified in moral hypocrisy. This research examined whether intrinsic religious motivation combined with an experimental religious priming manipulation would predict decreased moral hypocrisy. A sample of Christian college students ( N =142) completed the Religious Orientation Scale—Revised, and the moral motivation paradigm, which tests whether participants will act in accordance with their moral beliefs at a cost to themselves. Half the participants received religious priming prior to the procedure. Intrinsic religiosity predicted decreased moral hypocrisy, but only when religiosity was primed. Findings support Allport's view of intrinsic religiosity, but with an emphasis on cognitive processes in addition to motivational ones.     

Psychological Distress Among Religious Nonbelievers: A Systematic Review

Studies of religious belief and psychological health are on the rise, but most overlook atheists and agnostics. We review 14 articles that examine differences between nonbelievers and believers in levels of psychological distress, and potential sources of distress among nonbelievers. Various forms of psychological distress are experienced by nonbelievers, and greater certainty in one’s belief system is associated with greater psychological health. We found one well-documented source of distress for nonbelievers: negative perceptions by others. We provide recommendations for improving research on nonbelievers and suggest a model analogous to Pargament’s tripartite spiritual struggle to understand the stresses of nonbelief.