Absence makes the adaptations grow fonder: proportion of time apart from partner, male sexual psychology, and sperm competition in humans (Homo sapiens)

Sperm competition occurs when the sperm of multiple males concurrently occupy the reproductive tract of a female and compete to fertilize an egg. We used a questionnaire to investigate psychological responses to the risk of sperm competition for 237 men in committed, sexual relationships. As predicted, a man who spends a greater (relative to a man who spends a lesser) proportion of time apart from his partner since the couple's last copulation reported (a) greater sexual interest in his partner, (b) greater distress in response to his partner's sexual rejection, and (c) greater sexual persistence in response to his partner's sexual rejection. All effects were independent of total time since the couple's last copulation and the man's relationship satisfaction. Discussion addresses limitations of the current research and situates the current results within the broader comparative literature on adaptation to sperm competition.     

A Comparison of Suicide Note Writers with Suicides Who Did Not Leave Notes

There is disagreement in the suicide literature on the value of suicide notes as a data source, particularly regarding the extent to which suicide decedents who write notes differ from those who do not. Using 10 years of suicide cases from Summit County, Ohio, these two groups were compared on 40 variables including sociodemographic characteristics, reported affect before death, precipitating events, physical and mental health status and care, and method of suicide. The only differences found were that note writers were more likely to have lived alone and had made prior suicide threats. These findings suggest that for research purposes, suicide cases with and without notes are essentially similar.     

Making use of professional development: Employee interests and motivational goal orientations

Vocational interests and goal orientation (GO) are examined for their potential influences on employees' decisions to engage in professional development and to apply the knowledge and skills gained from development activities in their jobs. Specifically, professional development, in the form of continuing professional education (CE), was examined for a variety of practicing healthcare professionals (N = 183), including physicians, nurses, and allied health professionals in the Midwest United States. Aspects of vocational interest theory (interests and congruence) and GO theory predicted CE outcomes (voluntary participation in CE beyond professional requirements and the application of CE learning at work). Further, employee GO mediated between interests and the application of CE learning at work, providing evidence of a work-specific motivational process linking interests with performance-related behavioral outcomes.     

Examining the Relationship Between Conspiracy Theories,Paranormal Beliefs,and Pseudoscience Acceptance Among a University Population

Very little research has investigated whether believing in paranormal, conspiracy, and pseudoscientific claims are related, even though they share the property of having no epistemic warrant. The present study investigated the association between these categories of epistemically unwarranted beliefs. Results revealed moderate to strong positive correlations between the three categories of epistemically unwarranted beliefs, suggesting that believers in one type tended to also endorse other types. In addition, one individual difference measure, looking at differences in endorsing ontological confusions, was found to be predictive of both paranormal and conspiracy beliefs. Understanding the relationship between peoples' beliefs in these types of claims has theoretical implications for research into why individuals believe empirically unsubstantiated claims. Copyright © 2014 John Wiley & Sons, Ltd.     

A comparison of a modified sequential oral sensory approach to an applied behavior‐analytic approach in the treatment of food selectivity in children with autism spectrum disorder

Treatments of pediatric feeding disorders based on applied behavior analysis (ABA) have the most empirical support in the research literature (Volkert & Piazza, 2012); however, professionals often recommend, and caregivers often use, treatments that have limited empirical support. In the current investigation, we compared a modified sequential oral sensory approach (M‐SOS; Benson, Parke, Gannon, & Muñoz, 2013) to an ABA approach for the treatment of the food selectivity of 6 children with autism. We randomly assigned 3 children to ABA and 3 children to M‐SOS and compared the effects of treatment in a multiple baseline design across novel, healthy target foods. We used a multielement design to assess treatment generalization. Consumption of target foods increased for children who received ABA, but not for children who received M‐SOS. We subsequently implemented ABA with the children for whom M‐SOS was not effective and observed a potential treatment generalization effect during ABA when M‐SOS preceded ABA.     

LMX,Breach Perceptions,Work-Family Conflict,and Well-Being: A Mediational Model

Despite research advances, work-family scholars still lack an understanding of how leadership constructs relate to an employee's ability to effectively manage the work–family interface. In addition, there remains a need to examine the process through which leadership and work-family conflict influence well-being outcomes. Using a sample of 312 workers, a mediated process model grounded in social exchange theory is tested wherein the authors seek to explain how leaders shape employee perceptions, which, in turn, impact organizational fulfillment of expectations (i.e., psychological contract breach), work-family conflict, and well-being. A fully latent structural equation model was used to test study hypotheses, all of which were supported. Building on existing theory, findings suggest that the supervisor plays a critical role as a frontline representative for the organization and that work-family conflict is reduced and well-being enhanced through a process of social exchange between the supervisor and worker.