PERCEIVED INGROUP AND OUTGROUP PREFERENCE: A LONGITUDINAL CAUSAL INVESTIGATION

Although there has been substantial research on perceptions of preference in hiring, there is considerably less focus on perceptions of preference in organizational activities more generally. Researchers seldom assess perceptions of preference for both historically high- and low-status groups and for both one's own group and others. Using a three-wave longitudinal survey of 1,094 employees, the causal direction between perceived preference and satisfaction with management, moderators of that relationship, and whether responses to perceived preference differed by group were examined. On average, groups perceived more outgroup than ingroup preference. The satisfaction to perceived preference causal direction was significantly stronger than the reverse for outgroup preference, suggesting that increased satisfaction with management leads to decreased future perceptions of outgroup preference more so than vice versa. The relationship between satisfaction with management and perceived outgroup preference was moderated by perceived organizational tolerance of discrimination, suggesting that positive diversity climate can alleviate the negative effects of dissatisfaction with management on perceived outgroup preference.     

DEATH AND DEPRIVATION

Abstract:  The view that death is the loss of a person's future is less defensible than many philosophers have thought, in part because it is often presented as a response to an indefensibly crude Epicurean doctrine. But the most direct argument for this view suffers from two sorts of ambiguity – the first concerning what it is to "have" a future to lose, the second concerning what the loss consists in. However, another conception of what is lost is possible, and this alternative, which is more congenial to the Epicurean outlook, does not depend on considerations about the future.     

How They View Their Role: A Survey of Counselors in Different Secondary Schools

This study investigated how counselors in differently structured secondary schools look at their functions. Differences found were examined in relationship to expectations set forth in professional guidelines.     

Career Counseling and Life Planning With Lesbian Women

The psychological development and “coming out” process of lesbian women are examined with regard to career planning. The interaction of these issues with a model of lesbian identity provides a framework for career counselors who work with individuals or lesbian couples.     

RELATIONSHIPS BETWEEN GRADUATE TRAINING, PROFESSIONAL AFFILIATION, AND INDIVIDUAL PSYCHOLOGICAL ASSESSMENT PRACTICES FOR PERSONNEL DECISIONS

Survey data on 321 psychologists who conduct individual assessments were analyzed to compare practices and opinions of those with differing graduate training (I/O or non-I/O) and professional affiliation (SIOP or non-SIOP). Differences in practice on the basisof training and affiliation occur in licensing, types of assessments conducted, specific testing instruments used, and knowledge of legal guidelines governing selection practices. However, when purpose of assessment was controlled for by examining only managerial selection assessments, few practice differences related to training and affiliation emerged. Implications for the training of individual assessors are discussed, and several practice variations warranting further research are presented.     

THE EFFECTS OF PERCEIVED SYSTEM KNOWLEDGE ON THE AGREEMENT BETWEEN SELF-RATINGS AND SUPERVISOR RATINGS

The viability of self-assessment in the performance appraisal process has been the focus of recent work. Although some contend that self-appraisals can be beneficial, the consistent finding of lenient and inaccurate self-ratings has led others to discount and doubt their usefulness. Recent research (Farh & Dobbins, 1989a,b) has investigated the influence of a variety of factors in improving the accuracy of self-ratings. The present study was conducted to examine the effect of perceived system knowledge (PSK) on the discrepancy between self- and supervisor ratings. Seventy-three employees of two banking institutions participated by completing a questionnaire on their perceived knowledge of the performance appraisal system. The results of moderated regression analyses suggest that the level of knowledge did in fact influence the agreement among subordinates and supervisors. Self-ratings were more congruent with supervisors'ratings when the subordinates reported high levels of perceived system knowledge. Implications of these findings for organizations and areas for future research are discussed.     

Adult attachment style and partner choice: Correlational and experimental findings

Three studies were conducted to assess the role of attachment style in partner selection using both correlational and experimental methods. Study 1 (n = 83 couples) assessed correlations between partner ratings on attachment-style dimensions and the relations between own and partner attachment style and relationship satisfaction. In Study 2 (n = 226) and Study 3 (n = 146), participants who varied in terms of attachment style rated the desirability of potential partners who also differed in terms of attachment style. Results of all three studies generally suggested that individuals were most attracted to partners with similar attachment styles. For example, anxious individuals tended to be dating anxious partners in Study 1, and they preferred anxious partners over secure and avoidant partners in Studies 2 and 3 (combined data). Thus, not all individuals preferred secure partners. Second, unlike previous studies that looked primarily at partner correlations, there was no evidence of anxious/avoidant matching. In fact, anxious individuals seemed particularly averse to avoidant partners. Finally, ratings of parental caregiving styles (especially ratings of mothers) were associated with adult attachment dimensions and partner choices. For example, individuals who rated their mothers as more cold and ambivalent were less attracted to secure partners. Clinical and research implications are discussed.     

ATTITUDES AND EFFECTIVENESS: EXAMINING RELATIONS AT AN ORGANIZATIONAL LEVEL

Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, and turnover were examined at the branch level for a large automobile finance company. Using data from 142 branches in 2 consecutive years, several significant relations between attitude factors and performance were observed. In addition, causal analyses conducted at the branch level suggested that customer satisfaction led to employee attitudes, rather than the opposite. Additional analyses to explain this result suggested that economic conditions and related factors might be the causal mechanism at the aggregated level. Other potential interpretations of these findings and caveats about generalizing organizational-level findings to the individual level are discussed.     

Gender differences in the development of depression

The present study attempted to examine possible gender differences in the vulnerability to depression, specifically with regard to eliciting factors, marital status, age of onset, season of hospitalization, and type of treatment. The records of all patients (67 women and 34 men), treated during 1991 for major depression, dysthymia, or depression NOS at a psychiatric hospital in Southeastern Sweden were examined, and placed in empirically derived categories regarding eliciting factors.
The results indicated significant gender differences with regard to eliciting factors, marital status, and age. The eliciting factor in female depression was most commonly "threat to social bonds" whereas in male depression it was "threat to self esteem" or "threat to self respect". Married women were more prone to depression than were married men, as were men living alone compared to women living alone. Women above 60 years of age were significantly more prone to depression than were men of this age group. The results were discussed from two theoretical perspectives: gender role theory and gender-specific developmental theory.