Intercultural Effectiveness,Authoritarianism, and Ethnic Prejudice

This study examined the extent to which intercultural effectiveness dimensions (cultural empathy, open‐mindedness, social initiative, emotional stability, flexibility) and right‐wing authoritarianism (RWA) predicted the ethnic prejudice of 166 Australian respondents toward Indigenous Australians. Intercultural effectiveness was assessed on the Multicultural Personality Questionnaire, and RWA was assessed on the RWA scale, whereas ethnic prejudice was measured on the Modern Racism Scale. The results revealed that intercultural effectiveness (open‐mindedness, flexibility, cultural empathy) was inversely related to ethnic prejudice, with open‐mindedness being the main predictor. Intercultural effectiveness was also inversely related to RWA, the latter being directly related to ethnic prejudice. The implications of these findings for the potential role of intercultural effectiveness in combating ethnic prejudice are discussed.     

The actor–partner interdependence model for categorical dyadic data: A user‐friendly guide to GEE

The actor–partner interdependence model (APIM) has been widely used for the analysis of pairs of individuals who interact with each other. The goal of this article is to detail in a nontechnical way how the APIM for binary or count outcomes can be implemented and how actor and partner effects can be estimated using generalized estimating equations (GEE) methodology. Both SPSS‐ and SAS‐syntax needed to estimate the model and the interpretation of the output are illustrated using data from a study exploring the effect of satisfaction with the relationship before the breakup on unwanted pursuit behavior after the breakup in formerly married partners. The use of this GEE method will allow researchers to test a wide array of research hypotheses.     

The Effect of Selective Serotonin Releasing Agents in the Chronic Mild Stress Model of Depression in Rats

Chronic exposure to mild unpredictable stress has been found to depress the consumption of, and preference for, highly palatable sucrose solution in rats. Stress-induced behavioral deficits may be maintained for a long time, however chronic administration of clinically effective antidepressants can restore normal behavior. This is the first report showing that Sprague-Dawley rats can be used in this model. A preference deficit in this strain of rats took at least 7 weeks to develop; about twice the time required when hooded Lister or Wistar rats are used in this model. Water consumption was not effected by chronic exposure to the mild stress regime and/or by chronic administration of the selective serotonin (5-HT) releasing agent MMAI (5-methoxy-6-methyl-2-aminoindan). The stress-induced deficit in sucrose intake was completely reversed by chronic treatment with MMAI (5 mg/kg, 2 x day) over 3 weeks in the two-bottle tests. In single-bottle tests, chronic treatment with the selective 5-HT releasers, MMAI (5 mg/kg, 2 x day) or MTA (p-methylthioamphetamine; 5 mg/kg, 2 x day), reversed the deficit in rewarded behavior (anhedonia) measured as a decrease in the consumption of 1% sucrose solution in the chronic mild stress model of depression in rats. With the experimental procedure employed, and at a dose of 10 mg/kg/day of 5-HT releasers, the magnitude and onset of this effect were greater than observed following similar administration of the selective 5-HT reuptake inhibitor (SSRI) sertraline (10 mg/kg/day), used as a standard anti-depressant drug.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

Characteristics of on Organizational Environment which Stimulate and Inhibit Creativity*

The study investigated the characteristics of Brazilian organizations which affect creativity. A sample of 25 workers were interviewed. The respondents answered several questions about the characteristics of a work environment which promote and inhibit creativity, and about factors in their own work environment that contribute to the promotion or inhibition of creativity. Content analysis of the transcribed interviews indicated 10 categories of stimulants and 11 categories of obstacles to creativity. Among the most mentioned stimulant factors to creativity were organization support, organization structure, support from the boss, and colleagues' support. On the other hand, some of the most prevalent obstacles to creativity were organization structure, boss characteristics, personal relationships, and organization culture. Results are discussed in terms of the similarity with data obtained in other contexts.