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Retaining pregnant women and mothers is a prevalent challenge for companies in the United States. In this paper, we highlight the importance of favorable maternity benefits. Specifically, we argue that maternity benefits can signal how pregnant workers are treated within the organization, particularly as women compare their own benefits to referent others'. Drawing from identity threat response theory, we propose a conceptual framework that explains the influence of maternity benefit comparisons on perceptions of discrimination and, subsequently, turnover. Upon evaluating two studies using multi-wave survey data and two vignette studies, our results indicate that when women perceive their maternity benefits to be less favorable than referent others' benefits, they perceive more pregnancy discrimination. In turn, perceptions of pregnancy discrimination influence their subsequent turnover decisions. Consistent with identity threat response theory, our results also suggest that perceived supervisor support is a significant moderator, weakening the impact of maternity benefit comparisons on perceptions of pregnancy discrimination.  相似文献   
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ABSTRACT

Moving in time together has been shown to cultivate pro-social effects in co-actors, such as cooperation and helping. But less is known about who these effects apply to – whether they are restricted only to co-actors, or whether they generalize to those not involved in the coordination. One difference between past work finding generalized vs. restricted effects is whether these “outsiders” were present for the coordination or not. The present study explores whether the pro-social effects of coordination are seen towards observers as well as co-actors, and whether the absence or presence of observers during the coordination is a determining factor. Results show that greater cooperation following coordination is only seen amongst co- actors, regardless of whether the observers were present during the task or not. Findings are discussed in the context of the literature and alternative explanations for research showing generalized effects are suggested.  相似文献   
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Previous work from our laboratory showed that intermittently re-exposing rats to reinforcement for lever pressing in a training (A) context, while eliminating lever pressing in a second (B) context, increased ABA renewal of lever pressing relative to rats that experienced only Context B during response elimination. In the current study, we replicated these procedures while assessing renewal in the presence of a novel context (i.e., ABC renewal). Unlike the findings described above, renewal was reduced in the group that experienced re-exposure to Context A during lever-press elimination relative to rats that experienced only Context B. These findings suggest that alternating between contexts associated with reinforcement and extinction during treatment reduces the probability that organisms will respond in novel contexts. These outcomes may be the result of discrimination and/or generalization processes. Moreover, this training procedure may offer a potential mitigation strategy for ABC renewal.  相似文献   
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G.E.M. Anscombe argued that we should dispense with deontic concepts when doing ethics, if it is psychologically possible to do so. In response, I contend that deontic concepts are constitutive of the common moral experience of guilt. This has two consequences for Anscombe's position. First, seeing that guilt is a deontic emotion, we should recognize that Anscombe's qualification on her thesis applies: psychologically, we need deontology to understand our obligations and hence whether our guilt is warranted. Second, the fact that guilt is a deontic moral emotion debunks Anscombe's claim that deontic concepts are a relic of the Western, religious past: guilt feelings–hence the idea of moral duty as well–can be found in cultures without an ethics of divine command. Modern moral philosophers' interest in oughts and obligations is not an academic hobbyhorse, but a vital concern arising out of a primeval human emotion.  相似文献   
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