British semantic differential responses on world powers

Investigating stereotypes associated with world powers, 28 men and 28 women at a British university rated 24 world powers using the semantic differential. Significance tests show the relationship of the powers to concepts assumed to measure the Evaluative, Potency, and Activity factors. Three-dimensional models show the relative positioning by men and by women. Results indicate (1) general agreement between men and women; (2) superpowers close to BAD and STRONG; (3) countries associated with war and strife closer to BAD, WEAK, and PASSIVE. Comparisons were made with an American sample. The need for doing further stereotype studies over time was stressed.     

The influence of motor function on processing speed in preterm and term-born children

This study investigates the relationship between motor function and processing speed in preterm children. Processing speed was compared in 145 adolescents, born 25–41 weeks gestational age, utilizing tasks including differing motor demands. The influence of motor cortex excitability and functional motor skills on task performance was assessed. For tasks with motoric demands, differences in performance between preterm and term-born children were mediated by the relationship between gestational age, corticomotor excitability, and motor function. There were no differences in non-motor processing speed task performance between preterm and term-born children. Measures of processing speed may be confounded by a timed motor component.     

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.     

So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seekers’ organizational image perceptions

Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization.     

Acute caffeine consumption enhances the executive control of visual attention in habitual consumers

Recent work suggests that a dose of 200–400 mg caffeine can enhance both vigilance and the executive control of visual attention in individuals with low caffeine consumption profiles. The present study seeks to determine whether individuals with relatively high caffeine consumption profiles would show similar advantages. To this end, we examined the effects of four caffeine doses (0 mg, 100 mg, 200 mg, 400 mg) on low- and high-level visual attention in individuals with high consumption profiles (n = 36), in a double-blind study using a repeated measures design. Results from the Attention Network Test indicated that caffeine enhanced both vigilance and the executive control of visual attention, but only at the highest administered dose (400 mg). We demonstrate that in habitual consumers high doses of caffeine can produce beneficial changes in visual attention. These results carry implications for the theorized interactions between caffeine, adenosine and dopamine in brain regions mediating visual attention.     

Psychological essentialism and cultural variation: children's beliefs about aggression in the United States and South Africa

The present study compared indigenous South African versus African‐American schoolchildren's beliefs about aggression. Eighty 7–9 year olds (40 from each country) participated in interviews in which they were asked to make inferences about the stability, malleability, and causal origins of aggressive behaviour. Although a minority of participants from both countries endorsed essentialist beliefs about aggression, South African children were more likely than American children to do so. Results also revealed some degree of coherence in children's patterns of beliefs about aggression, such that children responded across superficially different measures in ways that appear theoretically consistent. The authors consider these findings in light of debates concerning the role of cultural forces in shaping person perception. Copyright © 2007 John Wiley & Sons, Ltd.     

Perceived fairness in employee selection: the role of applicant personality

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization’s selection decision.     

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Research shows recruiters infer dispositional characteristics from job applicants’ resumes and use these inferences in evaluating applicants’ employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants’ resumes and made inferences regarding applicants’ personality traits. Moreover, when recruiters’ inferences of applicant personality were correlated with applicants’ actual Big Five personality scores, results indicated that recruiters’ inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters’ inferences of applicants’ extraversion, openness to experience, and conscientiousness predicted the recruiters’ subsequent employability assessments of the applicants.     

Assessing the process of desensitization therapy: Five practical measures

Assessment of phobic behavior has included self-report, physiological, and in vivobehavioral measures. While self-report measures are convenient, they suffer from subject bias and a low predictive validity. Physiological and in vivobehavioral measures are often too cumbersome to implement in standard clinical practice. The current study investigated the validity of five convenient measures of phobic behavior during the process of desensitization therapy. Responses of 14 clinically phobic patients were compared on phobic and neutral scenes presented within the context of systematic desensitization therapy. Phobic scenes resulted in less clarity of scene visualization, a longer latency to clear scene visualization, higher subjective units of discomfort (SUDs) at clear visualization, a longer latency to relaxation, and higher SUDs at relaxation. The measures seemed to reflect accurately the process and stages of desensitization therapy and showed low to high intercorrelations. The pragmatic value of these measures is discussed, as well as suggestions for future validational research.