Employee pregnancy: The impact on organizations,pregnant employees and co-workers

Perceptions of current and appropriate practices, and behavioral intentions regarding the treatment of pregnant employees were examined utilizing the Pregnancy in the Workplace questionnaire. Subjects believed employing organizations should provide more supportive maternity leave policies and should seek to minimize negative career impacts (e.g., reduced promotional opportunities) on pregnant employees. However, subjects also felt employers were too generous in making workload reductions for pregnant employees. While subjects believed more should be done to assist pregnant employees, they were unwilling to agree to support such actions with their personal behaviors. Opinions varied as a function of sex, age, and nationality of the respondent, as well as supervisory experience with a pregnant employee. Women, younger employees, non-U.S. citizens, and those without experience supervising a pregnant employee were significantly more supportive of pregnant employees, and indicated greater support for legislation to assist pregnant employees.     

Financial product sensitivity predicts financial health

Recent research has aimed to understand how people consider financial decisions because they have important consequences for well-being. Yet existing research has largely failed to examine how attitudes and behaviors vary as a function of the specific financial product (e.g., debt type). We ask to what extent people differentiate between similarly categorized financial products (e.g., debt or investment) as a function of their terms (e.g., interest costs and expected returns) and whether such differentiation predicts financial health. Across four studies, we find not only that there are individual differences in attitudes toward similar financial products (e.g., two distinct loans), but also that the extent to which a consumer is averse to high-cost versus low-cost products predicts financial health. This relationship cannot be fully explained by financial literacy, numeracy, or intertemporal discounting. In addition, nudging people toward differentiating between financial products promotes decisions that are aligned with financial health.     

Risk and Religion: Toward a Theology of Risk Taking

Historically the concept of risk is rooted in Renaissance lifestyles, in which autonomous agents such as sailors, warriors, and tradesmen ventured upon dangerous enterprises. Thus, the concept of risk inseparably combines objective reality (nature) and social construction (culture): Risk = Danger + Venture. Mathematical probability theory was constructed in this social climate in order to provide a quantitative risk assessment in the face of indeterminate futures. Thus we have the famous formula: Risk = Probability (of events) × the Size (of future harms). Because the concept of harm is always observer relative, however, risk assessment cannot be purely quantitative. This leads to the question, What are the general conditions under which risks can be accepted? There is, after all, a difference between incurring a risk and bearing the costs of risks selected for by other agencies. Against this background, contours of a theology of risk emerge. If God creates a self‐organizing world of relatively autonomous agents, and if self‐organization is favored by cooperative networks of autopoietic processes, then the theological hypothesis of a risk‐taking God is at least initially plausible. Moreover, according to the Christian idea of incarnation, God is not only taking a risk but is also bearing the risks implied by the openness of creation. I thus argue for a twofold divine kenosis—in creation as well as in redemption. I discuss some objections to this view, including the serious counterargument that risk taking on behalf of others remains, even for God, a morally dubious task. What are the conditions under which the notion of a risk‐taking God can be affirmed without leaving us with the picture of God as an arbitrary, cosmic tyrant? And what are the practical implications for the ways in which human agents of faith, hope, and love can learn to cope with the risks of everyday life and of political decisions?     

The Effects of Expertise on the Hindsight Bias

We present data from three experiments examining the effects of objective and subjective expertise on the hindsight bias. In Experiment 1, participants read an essay about baseball or dogs and then answered questions about the baseball essay to the best of their ability, as if they had not read the essay, or to the best of their ability, although they read about dogs. Participants also completed a quiz about baseball rules and terminology, which was an objective measure of expertise. Results demonstrated that as participants' baseball expertise increased, their inability to act as if they never read the essay also increased; expertise exacerbated the hindsight bias. To test the effects of subjective expertise on hindsight bias and investigate factors underlying the relationship, participants in Experiment 2 ranked five topics in order of expertise and gave feeling‐of‐knowing (FOK) ratings for questions from these topics. Foresight participants then saw each question again and answered the questions; hindsight participants saw the questions and answers and gave the probability they would have known the answers had they not been provided. Hindsight bias increased with subjective expertise as did average FOK ratings. In Experiment 3, we experimentally manipulated perceived expertise but found that neither average FOK ratings nor hindsight bias was affected by experimentally induced expertise. Taken together, the results demonstrate that expertise exacerbates both objective and subjective hindsight bias but that an FOK, which likely exists only when expertise is naturally acquired, is necessary to engender the detrimental effect of expertise on the hindsight bias. Copyright © 2016 John Wiley & Sons, Ltd.     

Leader–Follower Attachment: Implications for Personality Assessment in Organizational Contexts

As a life-span theory of personality that is supported by more than 40 years of empirical research, attachment theory and associated measures have contributed immensely to our understanding of emotion regulation, social dynamics, and behavior. Nevertheless, little attention has been given to how attachment dynamics influence relationships at work or the extent to which adult attachment patterns are mirrored in leaders' perceptions and behaviors toward their direct reports. Moreover, attachment measures that use romantic relationships as their referent might not be appropriate for use in organizational settings with executive clients. Thus, a measure that directly references direct reports and that could be put to use in organizational contexts is needed. The two studies reported here supported the two-factor orthogonal structure of such a measure and results from a sample of Fortune 500 executives reveal that leader attachment relates in theoretically consistent ways with general adult attachment, the Big Five, emotional intelligence, and critical thinking. Results are discussed in terms of integrating attachment measures into organizational personality assessment to inform work with organizational clients.     

Introduction to the Special Issue on the Role of Personality Assessment in Consulting to Organizations

This special issue aims to advance the integration of personality assessment across applied contexts. Personality assessment is an integral part of clinical and organizational case conceptualizations, intervention planning, and change efforts. Yet, as the present historical account will illustrate, the literatures in relation to personality assessment have developed rather independently. The articles in this special issue highlight the importance of organizational personality assessment as relates to how (a) academics vs. practitioners look at standards for test selection (Furnham), (b) the intended use of tests (selection vs. employee development) impacts the criteria used to establish assessment tool validity (Moyle & Hackston), (c) personality models developed in social and personality psychology can be applied in organizational contexts (Shorey & Chaffin), (d) assessments are modified to more accurately assess operational definitions of constructs (Belwalker & Tobacyk), (e) perception and knowledge about personality of others can be assessed as an ability (Mayer, Lortie, Panter & Caruso), and (f) performance-based techniques can be used in organizational personality assessment to curtail faking and socially desirable responding (Harms, Krasikova & Luthans). The present introduction highlights the important contributions of these articles, individually and as a body, in advancing the integration and application of personality assessment in organizational contexts.