Employing persons with severe disabilities: much work remains to be done

This article presents statistical data depicting the employment of persons with disabilities at a federal installation using a recruitment intervention designed to increase the presence of persons with disabilities. The data were obtained by reviewing archival recruitment accessions that span 5 years (1999–2003). The organization under study is a highly technical Department of Defense organization constituted primarily of engineers and scientists and has been in existence and a major contributor in national defense for many years. Earlier recruitment data are not available.     

Future Thinking in Disadvantaged Situations: The Role of Outcome Delays and Competitive Issues in Negotiation

Extant literature suggests that delaying the outcomes of negotiations can have salutary effects on the joint outcomes of participants. However, this literature has not examined the impact that outcome delays have on the success of individual negotiators. We argue that in situations where a player's preference on an issue involves a lack of legitimacy, an outcome delay may advantage the presentation of that issue. In addition, we suggest that this effect is more likely to be present in situations where competition is high, specifically, where the parties have few opportunities for cooperation. An experimental dyadic negotiation exercise involving 306 undergraduate participants was conducted to test these hypotheses. Results suggest that the introduction of an outcome delay helps to reduce the negative effects of a legitimacy disadvantage in the absence of alternate opportunities for collaboration.     

Information-motivation-behavioral skills model-based HIV risk behavior change intervention for inner-city high school youth.

This study assessed the effects of 3 theoretically grounded, school-based HIV prevention interventions on inner-city minority high school students' levels of HIV prevention information, motivation, behavioral skills, and behavior. It involved a quasi-experimental controlled trial comparing classroom-based, peer-based, and combined classroom- and peer-based HIV prevention interventions with a standard-of-care control condition in 4 urban high schools (N = 1,532, primarily 9th-grade students). At 12 months postintervention, the classroom-based intervention resulted in sustained changes in HIV prevention behavior. This article discusses why both of the interventions involving peers were less effective than the classroom-based intervention at the 12-month follow-up and, more generally, suggests a set of possible limiting conditions for the efficacy of peer-based interventions.     

The effects of member expertise on group decision-making and performance

This study assesses the effects of member expertise on group decision-making and group performance. Three-person cooperative groups and three independent individuals solved either an easy or moderately difficult version of the deductive logic game Mastermind. Experimental groups were given veridical performance information, i.e., the members' rankings on prior individual administrations of the task. Control groups were not provided with this information. Results supported the predictions of this study: (1) groups gave more weight to the input of their highest performing members with the group decision-making process being best approximated by post hoc “expert weighted” social decision schemes and (2) groups performed at the level of the best of an equivalent number of individuals.     

Alternatives to traditional mentoring in fostering career success

Researchers have called for an examination of the roles that alternatives to traditional mentoring play in individuals’ career success. This study tests how important, but less examined factors, such as employees’ direct leader, personal and work factors such as ability and the formality of the organization, and employees’ engagement in career management strategies relate to career outcomes. Mechanisms intervening in the relationship between mentoring alternatives and career success were examined, including the moderating effect of individual differences (e.g., proactive personality, career motivation, and career stage) and the mediating role of employees’ career self-efficacy. We discuss how our results continue the examination of alternative sources of mentoring and contribute to existing theory. Finally, we elaborate on the practical importance of our results for situations where alternatives to traditional mentoring are needed.     

Segmenting the stream of consciousness: the psychological correlates of temporal structures in the time series data of a continuous performance task

Using principal component analysis, we examined whether structural properties in the time series of response time would identify different mental states during a continuous performance task. We examined whether it was possible to identify regular patterns which were present in blocks classified as lacking controlled processing, either behaviourally (as a failure to withhold a response to a target) or subjectively (as an off task report at a thought probe). Principal component analysis identified three components present in response times accounting for 58.8% of the variance in the data. Of these components, the second largest factor showed two features that implied it was a marker for mind wandering. First, it was stronger under slow relative to fast stimulus presentation conditions, and so paralleled the distribution of mind wandering reports. Second, it was more powerful prior to behaviour markers of mind wandering (failures in response inhibition) and less powerful prior to reports of task focused thinking (on task reports). Taken together, the use of principal components analysis on response times seem a viable tool for differentiating different mental states and so could help identify the neural substrates which underpin mind wandering and other subjective states.     

Beyond Positivist Ecology: Toward an Integrated Ecological Ethics

A post-positivist understanding of ecological science and the call for an “ecological ethic” indicate the need for a radically new approach to evaluating environmental change. The positivist view of science cannot capture the essence of environmental sciences because the recent work of “reflexive” ecological modelers shows that this requires a reconceptualization of the way in which values and ecological models interact in scientific process. Reflexive modelers are ecological modelers who believe it is appropriate for ecologists to examine the motives for their choices in developing models; this self-reflexive approach opens the door to a new way of integrating values into public discourse and to a more comprehensive approach to evaluating ecological change. This reflexive building of ecological models is introduced through the transformative simile of Aldo Leopold, which shows that learning to “think like a mountain” involves a shift in both ecological modeling and in values and responsibility. An adequate, interdisciplinary approach to ecological valuation, requires a re-framing of the evaluation questions in entirely new ways, i.e., a review of the current status of interdisciplinary value theory with respect to ecological values reveals that neither of the widely accepted theories of environmental value—neither economic utilitarianism nor intrinsic value theory (environmental ethics)—provides a foundation for an ecologically sensitive evaluation process. Thus, a new, ecologically sensitive, and more comprehensive approach to evaluating ecological change would include an examination of the metaphors that motivate the models used to describe environmental change.

Change driven by nature: A meta-analytic review of the proactive personality literature

This study provides the first comprehensive review of literature examining proactive personality. The authors use career success as a broad organizing framework, meta-analyzing 313 correlations from 107 studies. Results indicate proactive personality is positively related to objective and subjective career success. Further, results indicate proactive personality relates to variables consistent with contest mobility (e.g., job performance) and sponsored mobility (e.g., taking charge/voice behavior) avenues to career success. Proactive personality’s relationship with supervisor-rated overall job performance is particularly noteworthy in that it is stronger than that reported for any of the Big Five factors or the Big Five collectively. Proactive personality is positively related to a variety of employability-related variables (e.g., learning goal orientation, career self-efficacy), four Big Five trait factors (extraversion, openness to experience, conscientiousness, and neuroticism), but is unrelated to social desirability. The authors’ literature review indicates only the original 17-item scale and 10-item scale tend to exhibit good internal consistency.