Perceptions of Women Condom Proposers Among Chinese Americans,Japanese Americans,and European Americans1

This study was a comparison of the judgments made about a sexually active female condom proposer by men and women of 3 ethnic groups: Chinese Americans, European Americans, and Japanese Americans. Results indicate that Chinese Americans reacted more negatively to the female condom proposer than did European Americans. Japanese Americans could not be distinguished between either of the groups on most measures. However, Japanese Americans did perceive the female condom proposer to be less sexually attractive than did the other 2 groups. These findings underscore the importance of distinguishing among subgroups of Asian Americans, especially when considering issues related to gender and sexuality.     

TOWARD AN UNDERSTANDING OF EMPLOYMENT DISCRIMINATION CLAIMING: AN INTEGRATION OF ORGANIZATIONAL JUSTICE AND SOCIAL INFORMATION PROCESSING THEORIES

This research examines predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories. This study investigated initial decisions to claim in a sample of 439 terminated workers who were surveyed at several unemployment offices. Logistic regression was used to examine how the decision to claim for discrimination was affected by procedural and distributive justice, social guidance, minority status, gender, age, tenure, and education. All of the variables except education and gender were found to be significant. Thus, the results support variables from each of the theories. Social guidance was found to have a major influence on discrimination-claiming. A counter-intuitive finding for minority status was found such that Whites were more likely to claim than minorities. Theoretical and practical implications are discussed.     

MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH

Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from commercial banks, and the other of autonomous business units at the level of the job. Results of all 3 studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research into the HR firm performance relationship are discussed.     

Perception-of-Relationships Test and Bricklin Perceptual Scales: Validity and Reliability Issues,Part II of Two Parts

In Part I we considered the requirements of a paradigm that could generate child custody data in a scientifically acceptable manner. Part II presents test-retest data obtained over an eight-month interval from the PORT (n = 127) and the BPS (n = 93). We address when concurrent validity data will be similar to future validity data, and the desirability of distinguishing errors of measurement from true changes in measured variables. We also present system-specific validity data for the PORT.