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.     

When a Skeptical Hypothesis Is Live

I’m going to argue for a set of restricted skeptical results: roughly put, we don’t know that fire engines are red, we don’t know that we sometimes have pains in our lower backs, we don’t know that John Rawls was kind, and we don’t even know that we believe any of those truths. However, people unfamiliar with philosophy and cognitive science do know all those things. The skeptical argument is traditional in form: here's a skeptical hypothesis; you can’t epistemically neutralize it, you have to be able to neutralize it to know P; so you don’t know P. But the skeptical hypotheses I plug into it are “real, live” scientific‐philosophical hypotheses often thought to be actually true, unlike any of the outrageous traditional skeptical hypotheses (e.g., ‘You’re a brain in a vat’). So I call the resulting skepticism Live Skepticism. Notably, the Live Skeptic's argument goes through even if we adopt the clever anti‐skeptical fixes thought up in recent years such as reliabilism, relevant alternatives theory, contextualism, and the rejection of epistemic closure. Furthermore, the scope of Live Skepticism is bizarre: although we don’t know the simple facts noted above, many of us do know that there are black holes and other amazing facts.     

Turning up by Turning Over: The Change of Scenery Effect in Major League Baseball

Purpose

This study examined a “change of scenery” effect on performance in major league baseball (MLB). We also tested this effect for voluntary versus involuntary employee departures, as well as employees returning to a past employer.

Design/Methodology/Approach

This study uses publicly available MLB performance data from 2004 to 2015. The data comprise 712 team changes for players following two consecutive years with the same organization. Data were analyzed using MANCOVA to assess the impact of changing teams on player performance.

Findings

Results indicate players with declining performance benefited significantly from a change of scenery. Following a team change, these players experienced a significant increase in their performance that remained stable through a subsequent season. The effect was not different for players who changed teams via trade and free agency and was modest for those returning to a past organization. Analysis also showed that players leaving while their performance was improving suffered a subsequent performance drop-off in the new organization.

Implications

As the war for talent escalates and employees change jobs more frequently, extending our understanding of how performance can be influenced by work context may provide new insight into organization staffing policies.

Originality/Value

Results extend field theory by highlighting how past performance interacts with new work contexts to influence performance. This is one of the few studies evaluating the job change-performance relationship, and perhaps the first to account for the effects of performance trends prior to exit.

     

An Expectancy Theory Approach to Group Coordination: Expertise,Task Features,and Member Behavior

Working in a group requires coordination. The current paper examines coordination in terms of member‐level behavioral choices. Extending expectancy theory to a collaborative group setting, we interpret past findings on expertise and hypothesize that component features (specifically their difficulty and worth relative to each other) impact member behavior and hence coordination both directly and by moderating the role of expertise. Findings were largely as predicted, suggesting that an expectancy theory perspective may be a useful tool for the study and understanding of coordination. An exploratory examination of recordings of group interaction suggested that although most of our groups discussed coordination strategies, the strategies discussed did not generally map to the behavioral choices observed. Implications for coordination in general and transactive memory specifically are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

Evolution of kin recognition mechanisms in a fish

Animal Cognition - Both selection and phylogenetic history can influence the evolution of phenotypic traits. Here we used recently characterized variation in kin recognition mechanisms among six...     

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.     

Political mindset: Effects of schema priming on liberal-conservative political positions

Although stable factors play an important role in determining people’s political positions, most Americans also hold a mix of values and beliefs some congruent with political conservatism and some congruent with political liberalism. To investigate this more dynamic component of political thinking, two studies manipulated the relative salience of schemas about personal merit vs. good fortune as explanations for success in life. In Study 1, students at a highly selective university were asked to explain their academic success focusing either on the role of hard work, self-discipline and wise decision-making (Personal Merit condition) or that of chance, opportunity, and help from others (Good Fortune condition). In Study 2, personal merit vs. good fortune was primed through prior exposure to relevant questionnaire items. In both studies, participants in the Good Fortune condition subsequently indicated more support for liberal policies than did those in the Personal Merit condition.     

HIV‐Related Behaviors Among Prison Inmates: A Theory of Planned Behavior Analysis1

Prison inmates have high prevalence rates for both HIV and AIDS, creating a great need for HIV prevention efforts. We tested the theory of planned behavior (TPB) in 3 domains: intention to engage in condom use when released, intention to not share tattoo equipment in prison, and intention to not share needles or tattoo equipment when released. A total of 478 inmates (87% male) completed TPB and sexual and needle‐use risk behavior measures. TPB constructs accounted for a significant variance in intention to use condoms among African American, Hispanic, and Caucasian inmates, though the strength of the relationships differed by ethnicity. The TPB was less successful for intention to share tattooing equipment and not to share needles or tattoo equipment after release.