Perceived Racism and Suicide Ideation: Mediating Role of Depression but Moderating Role of Religiosity among African American Adults

Suicide is a public health problem for African Americans who are young and of working age. The purpose of this study was to examine mediated and moderated effects of perceived racism on suicide ideation in a community sample of 236 African American men and women. Measures of suicide ideation, depression symptoms, intrinsic/extrinsic religiosity, and perceived racism were administered. Perceived racial discrimination was directly and indirectly associated with suicide ideation. For participants who reported low levels of extrinsic religiosity, the mediated effect of perceived racism (via depression symptoms) was significant. These findings provide some insight into suicide vulnerability for specific subgroups of African Americans.     

Sensory interaction: Control of auditory discrimination by visual stimulation in the pigeon

Two pigeons were trained to peck at different keys. each associated with a different tone Intensity. Although the test tones were of the same Intensity as those used during training, simultaneous presentation of a light With the tone altered the probability of correct key choice In the same manner as increasing the intensity of the tone.     

The pay premium for high-potential women: A constructive replication and refinement

In this constructive replication, we revisit a provocative study by Leslie, Manchester, and Dahm (2017). They found that gender and being designated a high-potential employee interacted in accounting for pay and that this resulted in a reversal in the commonly observed gender pay gap favoring men. Our primary aim was to examine important boundary conditions associated with their work by (a) conducting a study using a sample that would better generalize across industries and to individuals who aspire to reach senior management, (b) adding critical control variables to the statistical models used in the pay equation, and (c) by introducing a different conceptualization of the high-potential construct. Also, to better understand the consequences of their study, we considered an additional dependent variable that addressed pay satisfaction. Even after making these model additions, the gender by high-potential interaction term was significant—ruling out four plausible third-variable explanations for the Leslie et al. finding. Moreover, these confirming results were observed using a sample that represented individuals employed in a wide range of industries, who had the educational backgrounds, career histories, and motivational states typically required of candidates competing for senior executive roles. Furthermore, high-potential women did not report higher levels of pay satisfaction, suggesting that high-potential women did not perceive their pay premium to be an inequitable advantage and that there may be limited positive return associated with using a pay premium to retain high-potential talent.