Exploring the Construct of Perceived Job Discrimination in Selection

This paper examines the new concept of perceived job discrimination (PJD) and an associated model relating to applicant propensity to case initiation (APCI) in selection. The construct is explored and related concepts and avenues for future research are suggested. In particular we propose potential avenues for further theoretical development including the use of attribution theory and self‐serving bias, the theory of relational demography and we introduce the concept of ‘political validity’ to be considered when evaluating selection practices. We suggest a variety of research design approaches to consider in investigating the PJD construct and associated APCI further.     

Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection

This paper develops and proposes the novel concept of perceived job discrimination (PJD) and a conceptual model of applicant propensity to case initiation (APCI) in employee selection. Distinguishing PJD from actual job discrimination (AJD) as traditionally viewed in selection, this paper puts forward a definition of PJD that emphasizes perceived unfair treatment and violations of the (pre‐)employment psychological contract. Differences between AJD and PJD are highlighted and a number of crucial situational features and measurement imperatives noted for PJD to be deemed to have occurred. Extending this construct, a detailed model of APCI is proposed specifying the key inputs, processes, and outcomes of applicant complaint and case initiation for unfair discrimination. Both concepts are argued to be relevant regardless of country‐specific legal requirements governing AJD. Future directions for research and selection practices in both PJD and APCI are noted throughout the paper.     

The association between personality and cognitive ability: Going beyond simple effects

To examine the relationship between the Big Five and cognitive ability, we investigated whether we could replicate in a heterogeneous population sample the positive association between cognitive ability and Openness and Emotional Stability and its negative association with Conscientiousness. Besides analyzing the pure associations, we shed further light on sources of these associations by investigating potential moderating effects of education and labor force participation. Our results clearly replicate the previously found positive association between cognitive ability and Emotional Stability and Openness and the negative relationship between Conscientiousness and cognitive ability. The correlation between cognitive ability and Openness was found to be moderated by educational attainment, the negative association between Conscientiousness and cognitive ability was moderated by labor force participation.     

Going beyond a single list: Modeling the effects of prior experience on episodic free recall

We present an extension of the search of associative memory (SAM) model that simulates the effects of both prior semantic knowledge and prior episodic experience on episodic free recall. The model incorporates a memory store for preexisting semantic associations, a contextual drift mechanism, a memory search mechanism that uses both episodic and semantic associations, and a large lexicon including both words from prior lists and unpresented words. These features enabled the model to successfully account for the effects of prior semantic knowledge and prior episodic learning on the pattern of correct recalls and intrusions observed in free recall experiments.     

Going beyond the Human: Christians and Other Transhumanists

Abstract

Today's transhumanists ask good questions about the human future. What about their answers? Is their version of transhumanism useful or acceptable to Christian theology today? No, at least not in its usual form. Transhumanism and Christianity divide on how we think about the cause of the changes that lie ahead for humanity. For transhumanists, the cause or the agent of human transcendence is technology. For Christians, it is grace, the underserved goodness of God who gives life and wholeness to the creation. Our core question is whether it is proper for Christian theology to see technology as contributing in any way to the future that a gracious God has in store for the creation. Does God work through technology? Yes. We may contribute through technology to what God is doing; but it is always God's doing.     

Going beyond the Human: Christians and Other Transhumanists

Transhumanism is a Christian concept. Although today's transhumanism has secularized the original Christian promise for divinization or theosis by adding evolution and technological progress, Christians should critically re‐take ownership of the role transhumanism plays in the sanctification process.     

Jung's mediatory science as a psychology beyond objectivism

In this paper, the author argues that Jung's non-objectivist--yet scientific--epistemology and his empirical/hermeneatic methods of inquiry situate him within a psychological tradition that, in many respects, began with William James and, today, is finding expression in the work of many non-Jungian cognitive scientists. In an effort to encourage dialogue between Jungians and scholars within related intellectual traditions, the author presents evidence from the corpus of Jung's work that demonstrates that, like William James, Jung intentionally rejected the absolutist claims of objectivism and the opposite position on 'anything goes' relativism, emotivism, or subjectivism. Instead, Jung forged a path that led to the meta-psychological position similar to internal realism (Putnam 1981) or experientialism (Lakoff 1987) and to a theoretical psychology that gave a central place both to unconscious cognitive structure and to imagination. This he labelled a 'mediatory science'. The psychological theories developed within this mediatory science framework represent an early articulation of key constructs that are currently used by a number of cognitive scientists seeking to understand how we make sense of experience.     

A Closer Look at the Mechanisms of Perceived Job Discrimination: ‘How I think you think about us’

Anderson (2011) provides a rich conceptual framework describing the factors that may affect perceived job discrimination in selection. Although this framework presents a detailed agenda for future research, it is currently less clear how these factors are assumed to lead to perceived job discrimination. To advance our theoretical understanding of the mechanisms involved, I propose that research on perceived job discrimination might benefit from drawing on the social psychological literature on metastereotypes. In the current commentary, I briefly describe the concept of metastereotypes, summarize factors that have been found to affect metastereotypes and delineate potential counterintuitive implications of activated metastereotypes for dealing with perceived job discrimination and complaints in selection.     

Going beyond self-esteem to predict life satisfaction: The Chinese case

The present study examined three fundamental components contributing to life satisfaction among Chinese college students − who you are, how you conceive of yourself, and how you understand the world in which you function. To account for life satisfaction beyond self-esteem, we used two comprehensive measures of personality and social beliefs that have recently established their cross-cultural applicability: the Cross-Cultural Personality Assessment Inventory and the Social Axioms Survey. It was found that the personality variables tapping interpersonal relationship and social axioms tapping perceptions of social contexts were significantly related to life satisfaction over and above its relationship to self-esteem. These and other constructs were discussed as emic and possibly pancultural contributors to subjective well-being.     

Perceived agency in retirement and retiree drinking behavior: Job satisfaction as a moderator

Based on recent findings that post-retirement adjustment may be influenced by the conditions leading up to the decision to retire, we examine the impact of individual agency in the retirement decision on problematic drinking behavior, as well as the extent to which such an effect may itself depend upon the valence of the pre-retirement work experience. Using a sample of 304 blue-collar retirees, our findings indicate that, when controlling for pre-retirement drinking behavior, perceptions of retirement as the result of a more forced or involuntary decision are associated with greater alcohol consumption, while perceptions of retirement as the result of a more volitional or voluntary process are associated with lower levels of alcohol consumption and a lower risk of problematic drinking behavior. Our results also indicate that pre-retirement job satisfaction amplifies the former relationship, while attenuating the latter one.     

Perceived agency in retirement and retiree drinking behavior: Job satisfaction as a moderator

Based on recent findings that post-retirement adjustment may be influenced by the conditions leading up to the decision to retire, we examine the impact of individual agency in the retirement decision on problematic drinking behavior, as well as the extent to which such an effect may itself depend upon the valence of the pre-retirement work experience. Using a sample of 304 blue-collar retirees, our findings indicate that, when controlling for pre-retirement drinking behavior, perceptions of retirement as the result of a more forced or involuntary decision are associated with greater alcohol consumption, while perceptions of retirement as the result of a more volitional or voluntary process are associated with lower levels of alcohol consumption and a lower risk of problematic drinking behavior. Our results also indicate that pre-retirement job satisfaction amplifies the former relationship, while attenuating the latter one.     

The Perceived Ethnic Discrimination Questionnaire: Development and Preliminary Validation of a Community Version1

This paper describes 2 studies that evaluated a new instrument, the Perceived Ethnic Discrimination Questionnaire‐Community Version (PEDQ‐CV). The PEDQ‐CV can be used across ethnic groups to assess perceived racism or ethnic discrimination. The scales measure several subdimensions of racism, permitting the examination of different forms of this race‐related stressor. The first study evaluated the psychometric properties of the PEDQ‐CV in a large sample of community‐dwelling adults. The second evaluated psychometric properties of a brief version of the PEDQ‐CV, developed for research protocols requiring a shorter administration time. Tests were made of reliability and several forms of construct validity. Both versions of the PEDQ‐CV have good reliability and construct validity. The PEDQ‐CV can facilitate the development of an integrative body of knowledge across different ethnic groups regarding the existence, determinants, and consequences of discrimination.     

An Exploratory Study of Perceived Career Change and Job Attitudes Among Job Changers

The study examined the effects of job change characteristics on perceived career change and attitudes toward the new job. The job change characteristics examined were content of change, magnitude of change, direction of change, volitionality of job choice, and duration of the unemployment period between the two jobs. The subjects were 222 university educated men and women. It was found that perceived career change was firmly related to job change characteristics reflecting both "internal" and "external" career perspectives. After controlling for the direction of change, the magnitude of change had a negative impact on satisfaction with the new job, while the volitionality of job choice and the duration of unemployment were positively associated with job satisfaction. Contrary to expectation, the volitionality of job choice and the duration of unemployment did not increase the commitment to continue in the new job.