ASSESSING THE INCREMENTAL VALIDITY OF TEAM CONSENSUS RATINGS OVER AGGREGATION OF INDIVIDUAL-LEVEL DATA IN PREDICTING TEAM EFFECTIVENESS

Using data collected from 98 work teams, empowerment levels were assessed based on the aggregation of individual team member ratings as well as on a team consensus approach utilized after aggregation. These 2 methods of measuring team empowerment were then compared on their ability to predict manager ratings of team effectiveness on 4 dimensions. Findings demonstrated that the consensus method of measuring team empowerment explained significantly greater variance in team effectiveness than did the aggregation method alone. We discuss implications for team research and practice based on these findings and include a discussion on when using consensus after aggregation may be most appropriate.     

ADOLESCENTS' PERCEPTIONS OF SOCIAL CONFLICTS IN TELEVISION NEWS AND SOCIAL REALITY

This study examined Israeli adolescents' differential perception of social conflicts in society and of their presentation by TV news, given the assumption that TV presents a distorted picture of real social conflicts along three dimensions: complexity, intensity, and solvability. It was hypothesized that age and degree of remoteness of social conflicts from one's life experiences will account for the main differences in an adolescent's differential perception of social conflicts. The sample consisted of 492 9th-grade and 425 12lh-grade Israeli adolescents. The data indicate that the older adolescents typically differentiate between the two realms of reality to a greater degree than do the younger adolescents. This is the case for three conflicts (school integration, labor disputes, and political terrorism) across the three dimensions. Moreover, the highest degree of differentiation between the two realms of reality was found for both age groups in the school integration conflict, with which the respondents were presumed to be most familiar, and the least differentiation for the conflict concerning political terrorism, with which they were presumed to have had the least experience.     

Why do they hook up? Attachment style and motives of college students

Attachment style may be related to variations in hookup experiences; however, we do not know if attachment style is associated with hookup motives. College students (N = 266) completed questionnaires that assessed attachment style and hookup motives. Avoidant attachment was negatively associated with intimacy motives, while anxious attachment was positively related to intimacy. Insecure attachment styles were positively related to coping motives and self‐affirmation motives, but gender interacted with attachment style. Anxious attachment was positively associated with peer pressure motives in men only. The role of attachment style and hookup motives in understanding young adults' hookup experiences will be discussed.     

Not Cricket? Ethics,Rhetoric and Sporting Boycotts

abstract   Using as a background the ongoing crisis afflicting the international cricket scene over whether or not to boycott Zimbabwe, this paper seeks to explore the moral complexities surrounding the case of the sporting boycott in general as a response to morally odious regimes. Rather than attempting to provide some easy formula by which to determine justifiable from unjustifiable boycotts, we take as our starting point many of the arguments raised in the national press and explore and develop these arguments in order to shed light on the fundamental problems underlying the use of sporting boycotts as moral tools. The paper thus aims to show the inadequacy of the standard responses on both sides of the fence and, hopefully, clears the ground for future, more informed approaches to the issue.     

Social Networking Websites,Personality Ratings,and the Organizational Context: More Than Meets the Eye?1

We examined the psychometric properties of the Big Five personality traits assessed through social networking profiles in 2 studies consisting of 274 and 244 social networking website (SNW) users. First, SNW ratings demonstrated sufficient interrater reliability and internal consistency. Second, ratings via SNWs demonstrated convergent validity with self‐ratings of the Big Five traits. Third, SNW ratings correlated with job performance, hirability, and academic performance criteria; and the magnitude of these correlations was generally larger than for self‐ratings. Finally, SNW ratings accounted for significant variance in the criterion measures beyond self‐ratings of personality and cognitive ability. We suggest that SNWs may provide useful information for potential use in organizational research and practice, taking into consideration various legal and ethical issues.