Personnel Managers and the Stigmatized Employee

This article reports on a program that researched the interplay between personnel managers and employee stigmatization.     

THE PARTICULARITY OF JESUS AND THE TIME OF THE KINGDOM: PHILOSOPHY AND THEOLOGY IN YODER

John Howard Yoder's work, while appreciated in many respects, is not generally read in a philosophical register. This essay attempts to alter this situation by proposing a relation between his theology and a philosophy of particularity. The project articulates a logic of Jesus that is independent from and antagonistic towards the Powers. This logic is resolutely secular, revolutionary, and creative. I contend that Jesus' “equality with God” amounts to a radical affirmation of history and temporality. Yoder's work is presented as a zone of interference, a particular vantage from which a simultaneous practice of philosophy and theology becomes possible.     

Distinguishing between Personal Preference and Conception of the Preferable in the Measurement of Values

Parallel sets of value scales were constructed: one with items expressing like and want; the other expressing ought and should. No empirical distinction was found between preferences and conception of the preferable.     

THE RELATIONSHIPS OF AGE WITH JOB ATTITUDES: A META-ANALYSIS

Although organizational research on age has largely focused on the age–performance relationship, the relationships between age and job attitudes have received less attention. Guided by socioemotional selectivity theory, this paper provides a comprehensive meta-analysis of the relationships of chronological age with the 35 job attitudes most frequently studied as its correlates. Results of meta-analyses from more than 800 articles indicate that the relationships between chronological age and favorable attitudes (and/or to less unfavorable attitudes) toward work tasks, colleagues and supervisors, and organizations are generally significant and weak to moderate in strength. Moderator analyses also revealed that organizational tenure, race, gender, education level, and publication year of study moderate the relationships between age and job attitudes. Based on these findings, we make recommendations for future theory development and empirical research on age in organizational settings. We also discuss the implications of our findings for practice.     

FOUNDATIONALISM AND ARBITRARINESS

Abstract: Nonskeptical foundationalists say that there are basic beliefs. But, one might object, either there is a reason why basic beliefs are likely to be true or there is not. If there is, then they are not basic; if there is not, then they are arbitrary. I argue that this dilemma is not nearly as decisive as its author, Peter Klein, would have us believe.     

SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS

This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods ( k  = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (ρ= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area.     

Mutuality of commitment in romantic relationships: Exploring a dyadic model

On the basis of the interdependence and interpersonal perception literatures, this article advanced and tested a dyadic model of mutuality of commitment. It is argued that mutuality of commitment is composed of 4 perceptions (i.e., A's self and other perceptions, and B's self and other perceptions) and 4 types of interconnections among the perceptions (i.e., actual, assumed, empathic, and reciprocal mutuality). Evidence for the presence of the 4 types of mutuality of commitment was found in a sample of 121 romantically involved couples. Furthermore, in several situations the perceptions and types of mutuality had significant associations with people's perceptions of relationship quality. Each of these results is discussed, as well as the utility of the new conceptualization of mutuality of commitment.     

UNPROCTORED INTERNET TESTING IN EMPLOYMENT SETTINGS

As the Internet has become more accessible to individuals and organizations, the use of computerized testing has become more feasible. Computerized testing has brought with it a demand for unproctored testing that allows test takers to take employment tests at times and places convenient to them. However despite the advantages of costs and convenience, unproctored Internet testing (UIT) introduces a number of issues, many of which have not yet been resolved. These problems range from hardware and software issues to concerns about the security of the test content, the identity of candidates, and cheating. This article explores the pros and cons of unproctored, Internet testing. Six panelists share their opinions and experiences regarding issues around UIT and offer suggestions for appropriate use and future research.