The Diversity Paradox: Opportunities and Challenges of “Contact in Context” Across Development

As the United States diversifies, we review research on both the benefits and challenges of diversity in developmental science. Taking a “contact in context” approach, we focus on how structural and interpersonal diversity influence ethnic/racial developmental processes and outcomes from early childhood to adolescence. We also consider how a child’s own ethnicity/race may shape diversity experiences. We offer this review with the ultimate goal of optimizing benefits and minimizing challenges. We offer a “contact in context” conceptual model that integrates diversity at multiple levels, child ethnicity/race, and developmental changes over time. We conclude with recommendations for future research.     

Mobile-Centric Ambient Intelligence in Health- and Homecare—Anticipating Ethical and Legal Challenges

Ambient Intelligence provides the potential for vast and varied applications, bringing with it both promise and peril. The development of Ambient Intelligence applications poses a number of ethical and legal concerns. Mobile devices are increasingly evolving into tools to orientate in and interact with the environment, thus introducing a user-centric approach to Ambient Intelligence. The MINAmI (Micro-Nano integrated platform for transverse Ambient Intelligence applications) FP6 research project aims at creating core technologies for mobile device based Ambient Intelligence services. In this paper we assess five scenarios that demonstrate forthcoming MINAmI-based applications focusing on healthcare, assistive technology, homecare, and everyday life in general. A legal and ethical analysis of the scenarios is conducted, which reveals various conflicting interests. The paper concludes with some thoughts on drafting ethical guidelines for Ambient Intelligence applications.     

Comments on “Presentism and Diversity in the History of Psychology”

There is a need to understand what motivates claims of priority over insights, concepts or methods of psychology. Such claims are prompted by a sense of pride in saying that “my” ancestors got it before “their” ancestors. The right of any culture, or anybody for that matter, to define the label “psychology”, or to decide what psychology is or should be about is questionable.     

Challenges and developments: Christian‐Muslim relations in the Middle East

Abstract

After surveying the Christian period in the Middle East, this article outlines the coming of Islam and the process of conversion to Islam, before summarising the situation in Christian‐Muslim relations in 1800 and the new developments that unfolded in the nineteenth and twentieth centuries. The main body of the article surveys recent (that is, post‐1950) developments, focusing on challenges such as the impact on local Christian‐Muslim relations of the creation of the state of Israel and the ‘Islamic revival’, the problems of Christian emigration, conversion and inter‐community clashes, and more positive developments such as the concern for more accurate analysis and reporting of Christian‐Muslim issues, the growth of dialogue between the communities through meetings, publications and efforts to educate future generations, and the establishment of Christian churches in regions where they have not existed for many centuries, particularly in the Gulf.     

Memorization and “feature selection” in the acquisition of natural concepts in pigeons

Pigeons were trained on a successive discrimination task using complex visual stimuli. In Experiment 1, each photographic slide that contained a person had a corresponding “matched background” slide, one that showed the same scene with the person removed. Birds trained on a human positive discrimination acquired the matched pairs problem, but birds trained on a human negative discrimination performed poorly. This suggests a feature-positive effect for complex stimulus categories. Memorization control groups that were trained on a human-irrelevant discrimination also performed poorly with matched slides. However, subsequent experiments demonstrated that these effects depended on the use of matched pairs of slides. The human-as-feature effect was not obtained when human positive and human negative groups were subsequently trained with non-matched slides (Experiment 2), and memorization control groups acquired a human-irrelevant discrimination when trained with nonmatched slides (Experiment 3). Additional tests conducted in Experiments 2 and 3 found that performance was not disrupted when either the reinforced or nonreinforced slides were replaced. This effect was obtained when the category was relevant to the discrimination (Experiment 2) and when the category was irrelevant to the discrimination (Experiment 3). Finally, Experiment 4 demonstrated that memorization of a set of slides is possible when slides are sufficiently dissimilar, (i.e., nonmatched) but performance is not as good when the category exemplars are irrelevant to the discrimination.     

On-line computers in psychology: The last 10 years,the next 10 years—The challenge and the promise

1980 marks the 10th anniversary of the National Conference on the Use of On-Line Computers in Psychology. There have been dramatic changes in the applications of computers to psychology during that time, with even more dramatic developments in theory and methodology. Current advances in distributed processing and the rapid dissemination of inexpensive microprocessors portends even greater change over the next decade.     

Reproducing gender inequalities? A critique of realist assumptions underpinning personnel selection research and practice

Occupational discrimination and segregation along gendered lines continue to be seen as problematic throughout the UK and the USA. Women continue to be attracted to occupations that are considered to be women's work, such as clerical, secretarial and personal service work, and inequalities persist even when women enter traditional male domains such as management. Work psychology's chief, though indirect, contribution to this field has been through personnel selection research, where methods aimed at helping organizations to make more fair and unbiased selection decisions have been carefully examined. Our aim in this paper is to argue that, on their own, such methods can make very little difference to the position of women (and other minorities) in work organizations. The processes that are fundamental to organizational attraction and adjustment cannot, we contend, be understood adequately through reductionist approaches that treat organizational and individual characteristics as context independent realities. Drawing on critical management research and using the specific example of police work, we argue that work roles and work identities can be more fruitfully understood as social constructions that, when deconstructed, illuminate more powerfully how processes that lead to the relative subordination of women (and other groups) are both reproduced and challenged.     

Investigating personnel selection from a counseling perspective: Do applicants' and recruiters' perceptions correspond?

This article considers personnel selection from a counseling perspective by investigating applicants' and recruiters' perceptions of the selection procedure. A survey was conducted among 700 applicants and 140 recruiters to investigate whether applicants' and recruiters' preferences for and expectations of the selection procedure were silmilar or dissimilar. Results of analyses of variance and t tests showed that applicants preferred a tailor‐made treatment, facilitating transparency and negotiation. Recruiters preferred a standardized objective approach to negotiation. Applicants' expectations of the selection procedure differed from the way recruiters actually treated applicants during the selection procedure. Apparently, applicants' and recruiters' perceptions do not correspond. Theoretical and practical considerations for employment counselors are discussed.     

Old,but gold? A dual-pathway model of age bias in personnel selection decisions

We present a dual-pathway model that differentiates two underlying mechanisms by which age affects selection decisions. In two experimental studies, one with lay persons (n = 316) and one with experienced Human Resource professionals (n = 103), we demonstrate that the relationship between older age and hireability is negatively mediated by perceived appearance, indicating that older candidates receive less favorable ratings because they are perceived as being less physically appealing. Moreover, we demonstrate that the relationship between older age and hireability is positively mediated by perceived experience, indicating that older candidates receive more favorable ratings because they are perceived as being more experienced. Importantly, these two pathways neutralize each other, yielding a null effect when their effects are neglected.     

Current issues and new directions in psychology and health : What happened to behaviour in the decade of behaviour?

This editorial addresses two key aspects of the investigation of behaviour: the science and the application. On the one hand, researchers and policy makers recognise a need for good scientific evidence about behaviour and behaviour change, but are slow to turn to psychology for such evidence. On the other hand, there is a gap in scientific thinking about behaviour and behaviour change.     

What Is It Like To Be in the Minority? Ethnic and Gender Diversity in the Genetic Counseling Profession

Increasingly, the genetic counseling profession is recognizing the need for greater ethnic and gender diversity. Recruitment and retention efforts may be enhanced by better understanding of the experience of individuals considered to be underrepresented in the profession. In this qualitative study, 8 genetic counseling students and 7 practicing genetic counselors who were ethnic minority and/or male participated in semi-structured telephone interviews regarding how they were introduced to the field, perceived career supports and barriers, their experiences within training programs and the field, and suggestions for increasing diversity. Introduction to the field tended to be late and accidental. There were several career supports (e.g., field combines science and helping others) and barriers (e.g., lack of information about the field). Participant experiences, although primarily positive, included instances of passive, unintentional discrimination; and there were internal and external pressures to be diversity experts and positive representatives of their group. Participants reported positively impacting colleagues’ cultural competency and offering a different presence within clinical settings. Suggestions for increasing diversity and research recommendations are given.     

Ethnic Diversity and the Use of Humor in Counseling: Appropriate or Inappropriate?

Humor can reflect the healthy release of feelings during the counseling process, the type of emotional release that leads to significant therapeutic gains. It can also be a disturbing distraction, possibly causing early termination, if used inappropriately. Counselors need to exert particular caution before attempting to apply humor in working with a client from a culture different from the counselor's. This article explores the available literature and offers contributions on the subject from 4 “ethnically diverse” perspectives. Finally, a general approach based on existential theory is presented along with 5 general conditions to ascertain the appropriate use of humor.     

What next in the psychology of musical measurement?

The Psychological Record -