Academic Gender Bias and Women's Behavioral Agency Self-Efficacy

The relationship between academic gender bias and female students' agentic self-efficacy expectations was examined. Agentic self-efficacy expectations was defined as an individual's beliefs about her ability to successfully engage in proactive educational and career facilitative behaviors. Participants included 67 full-time junior and senior undergraduate women enrolled in traditional, nontraditional, and gender-neutral majors. Results revealed that perceived academic gender bias was significantly predictive of agentic self-efficacy expectations, above and beyond the contributions of sex role attitudes, gender concentration of major, and race/ethnicity. Implications for women's career development and future research are discussed.     

A factorial analysis of olfaction

Twenty-one reagents were rated on a pleasantness scale by 182 subjects. The tetrachoric correlation coefficients were determined for the variables. The correlation matrix thus obtained was subjected to a Thurstone analysis which gave rise to a 6-dimensional structure. Two of these were not clear-cut, and the last one appeared to be a residual factor. One factor, the benzene-ketone, revealed the chemical property of unsaturation and the physiological quality of possible trigeminal stimulation. The other two factors were marked by the presence of oxygen and nitrogen, respectively, and were tentatively labelled as a plant factor and an animal factor accordingly. The intercorrelations of the primaries are high.The author wishes to express his gratitude to Professor L. L. Thurstone for his kindness in providing facilities which made this study possible and for his guidance on the factorial problem; to Doctor T. G. Andrews for his many invaluable assistances and technical advice on the experimental aspect of this problem; to Miss Florence Brown for her editorial assistance; and to Mrs. Virginia Brown for her generous assistance on the computational procedures.     

Sisters of the Heart Along the Way: The Power of the Female Mentoring Relationship

Women's mentoring relationships with other women can have powerful effects on professional development and enrich the lives of both mentor and protégée. Women psychology students and early career psychologists are tasked with integrating their personal and professional identities and overcoming gender-related barriers to professional growth and career success. Mentors provide assistance negotiating these and other challenges to the junior professional's development. The author shares her experience as a woman student and early career psychologist in the context of her relationship with her woman mentor. She discusses her reconciliation of stereotyped beliefs about being a woman and a professional psychologist; processes significantly influenced by powerful characteristics of her mentoring relationship such as supportive encouragement, modeling, transparency, and spiritual connectedness. The author then explores the link between the relational qualities in the mentoring relationship and an enhanced overall approach to clinical work with patients. Last, the benefits of women's intimate relationships are discussed, followed by references that explore benefits and challenges, and models and strategies for women mentoring women. The author concludes that as a sister of the heart relationship, the mentoring bond between women can be a healing and empowering attachment.     

Multialternative decision field theory: a dynamic connectionist model of decision making

The authors interpret decision field theory (J. R. Busemeyer & J. T. Townsend, 1993) as a connectionist network and extend it to accommodate multialternative preferential choice situations. This article shows that the classic weighted additive utility model (see R. L. Keeney & H. Raiffa, 1976) and the classic Thurstone preferential choice model (see L. L. Thurstone, 1959) are special cases of this new multialternative decision field theory (MDFT), which also can emulate the search process of the popular elimination by aspects (EBA) model (see A. Tversky, 1969). The new theory is unique in its ability to explain several central empirical results found in the multialternative preference literature with a common set of principles. These empirical results include the similarity effect, the attraction effect, and the compromise effect, and the complex interactions among these three effects. The dynamic nature of the model also implies strong testable predictions concerning the moderating effect of time pressure on these three effects.     

A revalidation of the Thurstone Test of Mental Alertness as a brief measure of intelligence through comparison with the Wechsler Adult Intelligence Scale-III

In earlier research, Rossini, Wygonik, Barrett, and Friedman (1994) demonstrated that the Thurstone Test of Mental Alertness (TMA) is a valid, brief measure of intelligence by comparing it to the Wechsler Scale of Adult Intelligence-Revised, which was at that time the "gold standard" of IQ assessment. Since that study, the WAIS has again been revised and reissued in a third edition, the WAIS-III. We assessed the relationship between scores on the Thurstone Test of Mental Alertness and this latest WAIS test to see if there is still a predictive relationship between the two tests. Correlations between the two tests and the accuracy of TMA point estimates of IQ indicate that the Thurstone Test of Mental Alertness remains a viable brief measure of adult intelligence.     

Remembering Janet Taylor Spence (1923–2015)

Janet Taylor Spence was a history-making figure in professional psychology and in the study of gender. In the period between her birth in 1923 and her death in 2015, vast changes took place in both domains, and Janet Spence was at the center of both. This issue of Sex Roles is dedicated to her life and work, providing a perspective and an accounting of the contributions that she made to our field. The set of papers included here chronicle Janet’s career path, evaluate the impact of her work in the areas of anxiety and of gender, recount memories from her colleagues and students, and in a closing article, analyze her place in the larger historical domain of women in psychology.     

The New Focus for Career Development Programs in Business and Industry

The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.     

Rational emotive behavior therapy women's groups: A twenty year retrospective

Editor's Note: Janet Wofe was invited to describe her significant contributions to the evolution of cognitive/behavioral/feminist women's groups, including the personal influences that led her to this particular career focus. In this retrospective, key elements in REBT women's groups are highlinghte and illustrated with a case example; and changes that have occurred in these groups over the past twenty years are described. A comparison is made with other popular types of women's groups and suggestions offered for the further development of gender-informed REBT.     

Dr. Susan W. Gray

While Susan W. Gray is known primarily for her work with the Early Training Project, a pioneering early intervention program with low-income black children, she has also influenced the development of school psychology and the creation of Early Childhood Education as a discipline. In addition, in her own quiet way, she has supported the career development of a number of professional women who have had impact on child development, early childhood education, and school psychology. Four major themes are used to present Susan Gray's biography: (1) being ahead of her time in terms of thinking which allowed her to take advantage of opportunities; (2) the role of serendipity versus long-range planning of career trajectories; (3) specific influences on her as a woman; and (4) a lifetime of courage and dedication. Examples of work which was in advance of psychology included work in early intervention with low-income children, an emphasis on the use of scientific experimental methodology in field research, an eclectic approach which crossed disciplinary boundaries, a consultative approach to school psychology, and the inclusion of affective and cognitive education in inter-     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

When Your Race Is Almost Run,but You Feel You're Not Yet Done: Application of the Propulsion Theory of Creative Contributions to Late‐career Challenges

The propulsion theory of creative contributions is a theory that focuses on how a creative act or product builds on and adds to knowledge in various fields. In this article, we apply the propulsion theory of creative contributions not to creative discoveries or inventions, but rather to late‐career decisions about future directions in which one can steer one's career. We consider eight different kinds of career decisions one can make—replication, redefinition, forward incrementation, advance forward incrementation, redirection, reconstruction/redirection, reinitiation, and synthesis. Each offers a viable option for closing out a creative career.     

Vocational behavior and career development, 1976: A review

This review covers selections from the literature published in 1976 on topics of interest in vocational and career behavior and development. Both theoretical and research contributions are included, representing investigations in vocational choice, career maturity and development, stereotyping, measurement, vocational behavior, and related variables.     

3-9年级儿童能力观干预比较研究

摘要：Dweck研究提出,通过蕴含特定能力观的故事和表扬可以形成儿童相应的能力和目标取向。作者认为,随着儿童能力的自我意识发展,干预会产生不同的效果。本研究以3-9年级885名学生为被试,采取“天分”、“努力”、“无关”三组故事和“聪明”、“努力”、“潜能”、“不表扬”四种评价方式进行能力观干预,将目标得分变化作为干预效果的指标。实验结果显示了年龄和干预方式的交互作用效应,在一定程度上支持了Dweck的研究结论,验证并丰富了作者关于能力观干预发展性效应的设想。     

Vocational behavior and career development, 1977: A review

This review covers several books and selections from several journals published in 1977 on topics in vocational behavior and career development. Coverage includes theoretical contributions in vocational choice, development and correlates of choice, decision and indecision, assessment of career skills and interests, self-estimates, and sex bias. Material relating to the vocational behavior of adults contains sections on theory, satisfaction, performance, career development, and mid-career change. A final section is devoted to a review of studies of interventions.     

The Amazing Life and Times of Oliva Espín

ABSTRACT

Oliva Espín is a prolific feminist and multicultural writer and psychologist who has significantly contributed to feminist therapy throughout her career. This biographical article highlights her many contributions to feminism, feminist psychology, and humankind.     

A festschrift for Carolyn Ingrid Saarni

ABSTRACT

To introduce this special issue honoring Carolyn Saarni, this article provides a brief biography of her career. It highlights Carolyn’s foresight in integrating developmental science and counseling psychology to enlighten our understanding of the development of children’s emotional lives. It also describes some of her most creative research, studies that inspired many scholars to this day. It casts Carolyn’s contributions in the historical changes that have taken place in developmental psychology. Lastly, this article also previews the articles presented by contributing authors who count themselves among Carolyn’s colleagues. Those articles focus on research directions in the study of emotional competence, emotion regulation, emotion knowledge, and emotion socialization that have evolved from and been inspired by Carolyn’s rich contributions to developmental psychology.     

Life History theory and social deviance: The mediating role of Executive Function

The present work examined predicted relations among Life History strategies, Executive Functions, socially antagonistic attitudes, socially antagonistic behaviors, and general intelligence. Life History (LH) theory predicts that Executive Functions and socially antagonistic attitudes and behaviors underpin an interrelated and coherent set of behavioral strategies (LH strategies) designed to enhance reproductive success. Specifically, LH theory predicts a positive relation between Executive Functioning and LH strategies; a negative relation between socially antagonistic attitudes and behaviors and LH strategies; and that Executive Functions mediate relations among LH strategies and socially antagonistic attitudes and behaviors. Results from a Structural Equation Model (SEM), based on self-reported Life History strategies, Executive Functioning, socially antagonistic attitudes and behaviors, and general intelligence support these predictions. The structure of the model suggests that Executive Functions serve a mediating role in the relations between LH strategy and social deviance.     

Paving the Way: The Distinctive Mentoring Style of Janet Taylor Spence

Janet Taylor Spence (1923–2015), a major figure in American psychology, made seminal scientific contributions to the fields of anxiety and gender psychology. In this essay, the authors, both former Spence students, weave a tapestry of her teaching and mentoring by using as the threads Spence’s reflections on her professional life, the authors’ personal experiences with Spence, and findings from the relevant career literature. Three areas of teaching and mentoring are used to illustrate Spence’s distinctive yet highly effective style of mentoring: (a) modeling and insisting on careful thinking, (b) serving as an intentional role model, and (c) assisting in negotiating the hazards of academia. A conceptual explanation is provided for each area, together with specific examples illustrating how Spence employed these strategies.