Beneficence: Does Agglomeration Matter?

When it comes to the duty of beneficence, a formidable class of moderate positions holds that morally significant considerations emerge when one's actions are seen as part of a larger series. Agglomeration, according to these moderates, limits the demands of beneficence, thereby avoiding the extremely demanding view forcefully defended by Peter Singer. This idea has much appeal. What morality can demand of people is, it seems, appropriately modulated by how much they have already done or will do. Here we examine a number of recent proposals that appeal to agglomeration. None of them, we argue, succeeds.     

Does Religion Matter to Employment Protection? Evidence from Chinese Private Firms

Journal of Religion and Health - The upper echelons theory states that organizational engagements may replicate the experiences, personalities and values of dominant players within a firm. Based on...     

Designing Organizations: Does Expertise Matter?

From an organizational cognition standpoint, we approach organizational design as an ongoing creative sensemaking process. This study examined the role of expertise in the cognitive problem-solving patterns underlying design processes and the resulting organizational forms. The simulated problem elicited the mental models applied by naives, novices, and experts in designing an organization. The thinking-aloud protocol analysis revealed quantitative and qualitative expert/nonexpert differences in problem-solving strategies, the time spent on problem representation, and the justifications and difficulties expressed in the course of the design process. In addition, our results showed that naives created organizations consistent with mechanistic structures, while novices and experts created organizations consistent with organic structures. We discuss the implications of these findings for the understanding of the cognitive basis of organizational design and the development of effective training programs.     

Correlates of Employment Among Welfare Recipients: Do Psychological Characteristics and Attitudes Matter?

This study examines whether and how a wide range of potential barriers to work,including psychological characteristics and attitudes, are associated with current employment in a recent sample of welfare recipients in Michigan (N = 672). Psychological factors include measures of depressive symptoms, work attitudes, and perceived risks associated with leaving welfare. Over and above demographic, economic, and contextual factors, positive psychological characteristics and attitudes were found to be moderately associated with currently being employed. Implications for welfare-to-work programs and policy are discussed.     

Does Maintenance Treatment Matter?

This study examined the effects of a two-year maintenance treatment assessed at 1 and 2 years following Parent–child Interaction Therapy (PCIT). Sixty-one of 100 clinic-referred children (M age?=?4 years, 4 months) originally diagnosed with oppositional defiant disorder (ODD) completed the standard treatment and were then randomized to PCIT maintenance treatment (MT) or to an assessment-only follow-up condition (AO). Rating scale and observational measures from fathers, mothers, and children were collected before and after standard treatment and at one- and two-year follow-up assessments. Maintenance treatment involved monthly telephone contacts from the original therapist focused on relapse prevention based on principles of PCIT. At the two-year follow-up, MT families showed few changes from post-treatment, as expected. However, the expected decrements for AO control families were not seen. Few differences between MT and AO were found at either follow-up assessment, and there were no significant differences in the rates of change during follow-up. The maintenance of gains among AO families may have resulted from the continuous enhancement of standard treatment or from inadvertent reinforcement for maintenance provided by the assessments of change alone.     

Does Teaching Experience Matter?

49 pairs of counselors with and without teaching experience were asked to rate their relationships with others and their ability to perform certain school-related and guidance tasks. The pairs were obtained from throughout the United States. Counselor educators were asked to identify pairs who had graduated from their institution, were of the same sex, and were working in approximately the same situation. Ratings were then obtained using a mailed questionnaire. The major findings were: (1) After counselors had been on the job for 8 weeks or more they perceived no difference in their relationships with others in the school. (a) Counselors with teaching experience had significantly higher ratings of their ability to perform 4 of the 6 routine school tasks listed. (3) No significant differences were found in ratings of their ability to perform guidance tasks with the exception of providing vocational information. Counselors with teaching experience had higher ratings in this area.     

Does Global Inequality Matter?

Global economic and political inequalities are in most respects greater today than they have been for decades. From one point of view inequality is a bad thing simply because it involves a deviation from equality, which is thought to have value for its own sake. But it is controversial whether this position can be defended, and if it can, whether the egalitarian ideal on which the defense may depend applies at the global level as in individual societies. Setting aside directly egalitarian reasons for concern about global inequality, this paper explores several reasons for concern that derive from nonegalitarian values – primarily those associated with poverty and material deprivation, humiliation, the impact of inequality on the capacity for self-control and self-government, and the unfairness of political decision-making procedures with large economic inequalities in the background.     

Examining the Outcomes of Having a Calling: Does Context Matter?

Purpose

The purpose of this study was to examine the cognitive, affective, and behavioral outcomes of calling. Further, the study examined the conditions under which individuals with a calling thrive, specifically focusing on the moderating role of work discretion and participative decision making.

Design/Methodology/Approach

Data were collected using surveys from 298 teachers and aides working in 68 child care centers.

Implications

The study results demonstrate that having a strong work calling is beneficial for both individuals and organizations. Results show that individuals who have a strong work calling are more committed to their organizations, have less emotional exhaustion and exhibit higher levels of contextual performance. Thus, in order to reap positive outcomes from their work individuals should engage in work that enables them to pursue their calling. Also, organizations will have increased work outcomes by hiring individuals who have a strong work calling. Further, organizations will benefit greatly by creating conditions that enable individuals to pursue their calling. Findings indicate that individuals with a high calling thrive in organizations that have more participative decision-making practices and which offer high work discretion.

Originality/Value

The study significantly contributes to the scant literature on calling by examining the affective, cognitive, and behavioral outcomes of calling. The study also responds to calls for research on the conditions under which calling leads to positive individual and work outcomes and identifies the conditions under which workers with a strong calling thrive.

     

Recruiter Evaluation of Candidates for Employment: Does Study Abroad Make a Difference?

This analog study investigated recruiters’ evaluation of candidates for employment in regard to whether study abroad experience advantaged some in being selected for certain positions. Results found that candidates who completed study abroad and a relevant internship were ranked highest, with preference given by recruiters to long‐term Western experiences. However, the data also suggested that recruiter assessments varied somewhat depending on recruiters’ study abroad experience and their own characteristics. Overall, the effect of study abroad on the evaluation of candidates was simply one part of a complex of considerations.     

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers’ capacity to detect IM in 5 experimental studies using real‐time video coding of IM (N = 246 professional interviewers and 270 novice interviewers). Interviewers’ attempts to detect applicants’ IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers’ experience did not. Finally, interviewers’ perceptions of IM use by applicants were related to their evaluations of applicants’ performance in the interview. Interviewers’ attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews.     

Identity Style and Well-Being: Does Commitment Matter?

A case is made for the role that identity processing styles and identity commitment may play in personal well-being. I argue that research on identity commitment is of interest in its own right and it may also serve to clarify some of the relationships found between identity processing styles and outcome variables. Results from 2 studies are used to illustrate 3 ways in which commitment and processing styles may combine to influence outcome variables: a direct-effects model, a mediated-effects model, and a moderated-effects model. Speculations are advanced regarding different types of identity commitments and the functions they may serve in enhancing well-being and everyday functioning.     

Happiness and Regional Segmentation: Does Space Matter?

This paper examines cross-country happiness interdependencies. The sample under study includes 116 countries of diverse characteristics using averaged data for the year 2006. We divide the entire data into six groups of countries, viz., Income domain (developed and developing); Income inequality (equal and unequal); Level of political history (socialist and non-socialist). A spatial econometric technique is used to estimate the spillover effects of one country’s well-being on the well-being of the neighboring countries. Both spatial and non-spatial results indicate that corruption, health and national income serve as the best indicators of happiness for developed and equal countries, whereas unemployment affects the developing, non-socialist and unequal nations. Corruption appears to be the most significant factor, implying that a better quality government makes everybody happy. Furthermore, we find significant happiness spillovers among the above specified groups, thus indicating the importance of group clustering in the studies of happiness. The result suggests that the more homogenous the group is, the higher will be the spillover among them. We observe positive spillover for developed countries and negative spillover for socialist and equal countries. Ignoring such spatial spillover effect may lead to misunderstanding of various policy implications.     

Who's Gay? Does It Matter?

ABSTRACT— To answer the question "Who's gay?"—and its logical follow-up, "Does it matter?"—researchers usually define homosexuality with reference to one of three components or expressions of sexual orientation: sexual/romantic attraction or arousal, sexual behavior, and sexual identity. Yet, the three components are imperfectly correlated and inconsistently predictive of each other, resulting in dissimilar conclusions regarding the number and nature of homosexual populations. Depending on which component is assessed, the prevalence rate of homosexuality in the general population ranges from 1 to 21%. When investigators define the homosexual population based on same-sex behavior or identity, they enhance the possibility of finding a biological basis for homosexuality and a compromised mental health (suicidality).     

The Influence of Close Ties on Depression: Does Network Religiosity Matter?

Despite a growing body of the literature on how features of social networks influence well-being, we know little of how the religiosity of social networks matter. This study addresses three types of religious social network ties and their association with mental health: same (non)-religious ties, religious discussion ties, and ties offering prayers on an individual's behalf. Using ego-centric network data from the 2006 Portraits of American Life Study (N = 2,223), multivariate regression results suggest that a greater number of ties that discuss religion and pray for the respondent are detrimental to the mental health of those of a low religious salience. Taken together, this study demonstrates that religious dimensions of social networks exact an important influence on mental health and highlights the importance of identifying specific features of religion among core network ties.     

Business Students' Perceptions of Best University Professors: Does Gender Role Matter?

This study investigated the relationship between the gender and gender-role of students and their “best” university professors. Two hundred and ninety two business students in 2 universities in Atlantic Canada rated their best professors and themselves using Bem's Sex Role Inventory. Male business students were more likely than females to choose a male as their best professor, and female business students were more likely than males to choose a female as their best professor. The study also indicates that a student's own gender and gender role are significantly related to those of his/her best professor. Male professors with low femininity scores (but not necessarily high masculinity scores), and female professors who are gender-neutral (i.e., androgynous or undifferentiated) were more often chosen by students as their best professors. In general, masculinity seems to be valued more by older, part-time students with greater work experience. Implications of these findings for university teachers are discussed.     

Gender Ideology and Religion: Does a Masculine Image of God Matter?

A number of recent studies explore predictors of gender ideology due to its consistent influence on a range of outcomes. Another growing body of research investigates the effects of images of God on an assortment of attitudes. This study unites these two strands of research to provide an account of the association between religious belief and gender ideology. Using data from a national random survey and multivariate analysis, I examine whether a masculine image of God is significantly associated with a more conservative gender ideology. The results demonstrate that viewing God as a “he” is robustly associated with a more traditional gender ideology.