The high‐tech industry and its workers

The purpose of this article is to provide counselors, academic advisers, and career coaches with a basic understanding of the current state of the high‐technology (high‐tech) industry in the United States and the people who work in it. A profile of a high‐tech worker is presented, several high‐tech career developments are described, and selected industry trends and issues are discussed. The authors conclude by offering 5 specific ways employment counselors can help aspiring, disillusioned, and/or committed high‐tech workers manage their careers.     

Maternal employment and child development: a fresh look using newer methods

The employment rate for mothers with young children has increased dramatically over the past 25 years. Estimating the effects of maternal employment on children's development is challenged by selection bias and the missing data endemic to most policy research. To address these issues, this study uses propensity score matching and multiple imputation. The authors compare outcomes across 4 maternal employment patterns: no work in first 3 years postbirth, work only after 1st year, part-time work in 1st year, and full-time work in 1st year. Our results demonstrate small but significant negative effects of maternal employment on children's cognitive outcomes for full-time employment in the 1st year postbirth as compared with employment postponed until after the 1st year. Multiple imputation yields noticeably different estimates as compared with a complete case approach for many measures. Differences between results from propensity score approaches and regression modeling are often minimal.     

Dual commitment profiles and job satisfaction among temporary agency workers

Temporary agency workers (TAWs) are an ever-increasing type of employees which establish a double work relationship with both the agency and the client organization. Within this context, the concept of dual commitment has received considerable attention in the last years. The present contribution integrates dual commitment line of research with the one adopting a person-centered approach to the study of commitment configurations, to investigate commitment profiles on a large sample of TAWs. According to Sinclair et al.'s framework, we aimed to identify TAWs' commitment profiles based on their levels of dual affective commitment (to the agency and to the client organization) and on their general continuance commitment and to investigate differences in job satisfaction among profiles. Latent profile analyses on 7225 TAWs revealed 5 distinct profiles, namely Dually Free Agents, Dually Involved, Dually Allied, (Unilaterally) Client Allied and (Unilaterally) Agency Invested. The Dually Involved profile, followed by the Dually Allied profile, had the highest level of job satisfaction, whereas the Dually Free Agent profile and the (Unilaterally) Agency Invested had the lowest. Furthermore, the (Unilaterally) Client Allied group had a higher level of job satisfaction as compared to the (Unilaterally) Agency Invested profile. Implications are discussed.     

Perceiving an object and its context in different cultures: a cultural look at new look

Abstract - In two studies, a newly devised test (framed-line test) was used to examine the hypothesis that individuals engaging in Asian cultures are more capable of incorporating contextual information and those engaging in North American cultures are more capable of ignoring contextual information. On each trial, participants were presented with a square frame, within which was printed a vertical line. Participants were then shown another square frame of the same or different size and asked to draw a line that was identical to the first line in either absolute length ( absolute task ) or proportion to the height of the surrounding frame ( relative task ). The results supported the hypothesis: Whereas Japanese were more accurate in the relative task, Americans were more accurate in the absolute task. Moreover, when engaging in another culture, individuals tended to show the cognitive characteristic common in the host culture.     

Jaynes' chimeric faces: Another look into the mirror

In The Origin of Consciousness in the Breakdown of the Bicameral Mind, Jaynes (1976) presented a technique—involving the selection of the happier of two line-drawing chimeric faces—that is theorized to measure hemispheric laterality. Certain imperfections in the published stimuli have led some critics to question the task's validity, while others maintain that even the flawed stimuli are measuring some aspect of laterality. In this study, further data are presented to show that this task, despite its inherent biases, is still sensitive to differences in perception between left-handers and right-handers. The implications of this sensitivity are discussed.     

Teaming up with temps: the impact of temporary workers on team social networks and effectiveness

Temporary workers offer immediate benefits to the bottom line; yet, it is unclear how incorporating temporary workers into teams affects how they function. We apply social identity theory to propose that temporary workers significantly reduce individual- and team-level networks and team effectiveness but that commitment to the leader and intergroup competition can help temporary and permanent employees work together more effectively. Using a sample of employees nested in teams (Study 1, n = 312), we found that status differences affected member interactions resulting in sparser advice and friendship networks for temporary workers compared to their permanent counterparts. At the team level (Study 2, n = 58), these team member differences or contract diversity impacted team functioning through advice networks, such that, teams with greater contract diversity had sparser networks and were less effective. Further, commitment to the leader was found to moderate the negative impact of contract diversity on advice and friendship network density. With the increasing use of temporary worker and the prevalent use of teams, these findings have broader implications for HR functions and present possible avenues to mitigate the negative consequences of temporary workers.     

Psychological distress and burnout in australian employment service workers: Two years on

During 2001, 152 case managers providing intensive assistance to the unemployed completed the 12‐item General Health Questionnaire (D. P. Goldberg, 1978) and the Maslach Burnout Inventory (MBI; C. Maslach, S. E. Jackson, & M. P. Leiter, 1996). Of the 152 case managers, 48% endorsed responses indicating psychological distress, and on emotional exhaustion, the core dimension of burnout on the MBI, the mean for these case managers was significantly higher than that published for other human service workers. The results confirm data from a 1999 longitudinal study and indicate significant levels of burnout and distress in employment service case managers in the Australian Job Network.     

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.     

The Seven Strategies of the Sophisticated Pseudo-Scientist: a look into Freud's rhetorical tool box

In my ‘Seven Sins of Pseudo-Science’ (Journal for General Philosophy of Science 1993) I argued against Grünbaum that Freud commits all Seven Sins of Pseudo-Science. Yet how does Freud manage to fool many people, including such a sophisticated person as Grünbaum? My answer is that Freud is a sophisticated pseudo-scientist, using all Seven Strategies of the Sophisticated Pseudo-Scientist to keep up appearances, to wit, (1) the Humble Empiricist, (2) the Severe Selfcriticism, (3) the Unbiased Me, (4) the Striking but Irrelevant Example, (5) the Proof Given Elsewhere, (6) the Favorable Compromise, and (7) the Display of Methodological Sophistication. One should note that not all strategies are disreputable in themselves. But all are used very cunningly so as to hide weaknesses in Freud's arguments. To be fair, quite a few of his methodological remarks are sophisticated enough. As Freud combines these sophisticated remarks with an appalling methodology in practice, I call him a sophisticated pseudo-scientist. I do not claim that these rhetorical strategies are specific to him.     

Predicting job seeking for temporary employment using the theory of planned behaviour: The moderating role of individualism and collectivism

Using the theory of planned behaviour (TPB), the role of behavioural, normative, and control beliefs and individualism/collectivism was examined in the context of job seeking for temporary employment. Data were collected in a two‐wave longitudinal design, using a culturally diverse sample of 138 temporary workers in The Netherlands. Results supported the TPB‐relationships, with the exception of the role of perceived behavioural control (PBC). Of the behavioural beliefs, sense of security, work–life balance, and status were most strongly related to intentions to seek temporary employment. Further, hypothesized moderating effects of collectivism were confirmed such that people low on collectivism were more strongly motivated by their personal attitudes about job seeking and less by perceptions of social pressure than people high on collectivism. Thus, the TPB was demonstrated to work somewhat differently depending on people's cultural value orientations.     

The cramped and crowded room: The search for a sense of belonging and emotional well-being among temporary low-wage migrant workers

Recent scholarship on belonging examines how temporary transnational low-wage migrant workers find belonging in the host country. While this is possible for some migrant groups, it overlooks those groups who cannot. This study examines how mutually reinforcing socio-spatial processes converge to produce the unequal distribution of belonging experienced by low-wage migrants at the margins of the margin. Drawing from the emotional narratives of forty-four temporary migrant workers from eleven different countries employed in low-wage work in Dubai in the United Arab Emirates, the study reveals the exclusionary processes that limit belonging. These processes are rooted in historical hierarchies established by the state and socioeconomic elite along the lines of nationality, race, and ethnicity. The hierarchies are reinforced using socio-spatial disciplinary mechanisms that create and maintain low-wage labor. Social exclusion and the devaluing of certain nationalities are further reinforced within the space of worker accommodation in relation to the stratification of low-wage migrant groups whose behavior replicates society's vertical hierarchies. Analysis focuses specifically on the scale of the room—the cramped, confined space that low-wage migrants share—, how it was experienced spatially, socially, and emotionally, and how it can be a pathway or barrier to accessing a sense of belonging.     

The role of job security in understanding the relationship between employees' perceptions of temporary workers and employees' performance

On the basis of psychological contract and social cognition theories, the authors explored the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers by using a sample of 149 full-time employees who worked with temporaries. As hypothesized, employees' perceived job security negatively related to their perceptions that temporaries pose a threat to their jobs, but it did not relate to their perceptions that temporaries are beneficial. Furthermore, employees' job security moderated the relationships between benefit and threat perceptions and supervisor ratings of job performance. For those with high job security, there was a positive relationship between benefit perceptions and performance. For those with low job security, there was a negative relationship between threat perceptions and performance.     

The ability to look into the future (Probabilistic Prognosis)

“The Ability to Look into the Future (Probabilistic Prognosis)” is a translation of chapter five of I. M. Feigenberg’sBrain, Mind and Health [Mozg, Psikhika, Zdorov’e], published by Nauka, Moscow, in 1972. The book deals with the psychophysiology of perception, affect, and memory, as well as certain psychopathological phenomena. The main theme of the book and the author’s research is probabilistic prognosis—the prediction of future events on the basis of the probabilistic structure of the past as stored in memory. In the present essay, Feigenberg develops the concept of probabilistic prognosis in an evolutionary context, linking it with the Pavlovian conditional reflex and orienting reactions, and illustrating how the theory can be applied to both animal and human behavior.     

Accident and illness rates for younger and older workers when employment is based on medical examination

An analysis of rates of accidents and illness for a population of 180 workers (aged 23 to 75 yr.) selected by medical examination shows increased age was unassociated with greater numbers of accidents or illnesses.     

Transitioning between temporary and permanent employment: A two‐wave study on the entrapment,the stepping stone and the selection hypothesis

The present two‐wave study investigates how transitioning between temporary and permanent employment relates to a number of psychological consequences; namely, work engagement, affective organizational commitment, life satisfaction, and turnover intention. We hypothesize that temporary employment associates with unfavourable outcomes when it is a trap (entrapment hypothesis), while no such unfavourable outcomes are expected for those who transition to permanent employment (stepping stone hypothesis). Furthermore, we investigate the assumption that transitioning from permanent to temporary employment relates to unfavourable outcomes. Finally, we investigate dynamics related to selection into temporary or permanent employment. Hypotheses are tested on a sample of 1,475 workers. The results show that continuous temporary employment does not relate to unfavourable outcomes over time, while gaining permanent employment associates with increased work engagement. Also, permanent workers who transition to temporary employment are more engaged and committed after transitioning. No evidence for possible selection mechanisms is found.     

A nuanced look into youth journeys of gender transition and detransition

Some media have suggested that many youths who have previously completed a gender transition are “detransitioning”. Their experience is often framed around the idea of regrets but rare are the articles that provide a nuanced examination of their journey. This article presents the perspectives of youths who have detransitioned or discontinued a transition regarding their experiences and feelings on their journey from transition to detransition. Semi-structured interviews were conducted with 20 youths between the age of 16 and 25 years who were recruited on social media and who transitioned and detransitioned or discontinued their transition. Data were analysed according to thematic analysis. Regrets and feelings of satisfaction can both coexist. The processes of transition and discontinuation or detransition appear to be non-linear and participants do not necessarily return to a cisgender identity. Ambiguous loss theory is applied to frame youth experiences and feelings and to suggest way forward for intervention.

Highlights

• This paper examines the experiences and feelings of youth on their journey from transition to detransition.
• Their journey is experienced as non-linear, and often comprised mixed feelings and experiences about transition and detransition steps.
• Ambiguous loss theory allows a nuanced understanding of feelings and experiences of their journey from transition to detransition.

     

Open your eyes and look harder! (An investigation into the idea of a responsible visual search)

In this paper, I explore and defend the idea that we have epistemic responsibilities with respect to our visual searches, responsibilities that are far more fine‐grained and interesting than the trivial responsibilities to keep our eyes open and “look hard.” In order to have such responsibilities, we must be able to exert fine‐grained and interesting forms of control over our visual searches. I present both an intuitive case and an empirical case for thinking that we do, in fact, have such forms of control over our visual searches. I then show how these forms of control can be used to aim the visual beliefs that result from our searches toward various epistemic goals.     

assessing the effectiveness of statistical classification techniques in predicting future employment of participants in the temporary assistance for needy families program

Three classification techniques (Chi‐square Automatic Interaction Detection [CHAID], Classification and Regression Tree [CART], and discriminant analysis) were tested to determine their accuracy in predicting Temporary Assistance for Needy Families program recipients' future employment. Technique evaluation was based on proportion of correctly predicted cases and 6 other criteria. Sustained employment was associated with both recipients' subjective work‐related skills assessments and their objective test scores, and with their educational levels and marital status. Correct case classification by model was 74% for CHAID, 75% for CART, and 68% for discriminant analysis. Results suggest these classification tools can be useful supplements in assessments of clients' employment potentials.