Political Attitudes and the Vietnam War: A Study of College-Educated Men of the Vietnam Generation1

Groups of Vietnam veterans (n= 52), Vietnam era veterans (n= 77), and nonveterans (n= 249), all of whom had graduated from an Ivy League university in 1966, were compared in terms of their retrospectively reported general political orientation in 1966 and their current orientation and specific political attitudes in 1990–1991. The Vietnam veterans rated themselves as being more conservative than the nonveterans on political orientation and on specific political issues in 1990–1991. The Vietnam-era veterans tended to take an intermediate position politically between the other two groups. Controlling for retrospective political orientation in 1966, intensity of military experience predicted more ideological conservatism and more support for the war against Iraq, as well as a more conservative position on a number of specific political issues of current interest. Results are consistent with the idea that critical experiences in young adulthood, namely military service in Vietnam, may affect political attitudes over many years.     

Spatial complexity and hand usage on the Block Design Test

The Block Design test is a task utilizing spatial ability, on which subjects are required to arrange red and white blocks in a pattern similar to one presented on a stimulus card. 69 right-handed subjects were presented a series of trials which varied in difficulty or spatial complexity. The amount of time that each subject's hand was in contact with the blocks during each of the reproduction attempts was recorded. Analysis of these times shows that subjects use their right hands with greater frequency only on tasks of low and moderate spatial complexity. This preference is not present on tasks of high spatial complexity. Interpretations of this finding are offered.     

Perceiving unfairness in the family: cause or consequence of marital distress?

This research tests a model suggesting that marital distress leads individuals to scrutinize what is given and received in the relationship. This scrutiny elicits perceptions of unfairness that maintain or exacerbate marital distress. In a 3-panel longitudinal study tracking married couples across the transition to parenthood, both wives' and husbands' reports of marital conflict and wives' marital dissatisfaction at Time 1 positively predicted perceived unfairness of the allocation of household tasks at Time 2, controlling for earlier perceptions of unfairness. In addition, there was evidence of perceived unfairness of division of labor at Time 2 predicting marital conflict and marital dissatisfaction for wives at Time 3, controlling for earlier conflict and dissatisfaction. This model of relationship distress and perceptions of unfairness is contrasted with prior interpretations of links between perceived injustice and distress in relationships.     

Necessity (not just novelty) is the mother of invention: using creativity research to improve research in work and organizational psychology

In this essay, we discuss reasons that work and organizational psychology does not live up to its self-declared mission of being an applied science in the service of improving both people’s quality of working life and organizational effectiveness. We use fundamentals of research on creativity and innovation as a lens through which we can view problems and possible solutions to these problems. In particular, we stress that innovation entails not only new, but also useful insights, that innovation requires “rewarding failure”, and that innovation feeds off of team diversity. We provide suggestions for how the definition of theoretical and empirical contributions of research, reward systems, and collaboration practices could be changed to foster innovative research that helps people thrive at work.     

Generalizability of career orientations: A comparative study in Switzerland and Great Britain

This study examined the generalizability of types of career orientation. Exploratory latent class analyses were used to examine whether structurally the same career orientations can be found across a large sample of Swiss German (N=737), Swiss French (N=319), and British (N=1,002) employees. The finding showed that the generalizability of career orientations was not supported across the two countries and not even between the German‐ and French‐speaking parts of Switzerland. At least four career orientations were found in all samples. Country‐specific inspection of these four career orientations showed that they differed in terms of their combinations of specific components (boundaryless, protean, advancement, and time orientation). Mixtures of types of career orientations exist and make it difficult to identify fully the same type of career orientation across different cultural contexts. Explanations for differences in career orientation are discussed focusing on the cultural and economic context of Switzerland and Great Britain. Implications for organizational career management practices as well as theory of the career orientation concept are discussed.     

Deprivation level affects extinction of a conditioned taste aversion

Hooded rats were conditioned to avoid drinking saccharin by following exposure to saccharin with injection of cyclophosphamide, a drug that produces visceral upset. Extinction trials were then given by presenting saccharin without cyclophosamide injections with the rats under low (10 hr) or high (23 hr) fluid deprivation. The aversion extinguished in fewer trials in rats under high deprivation.     

Exploring types of career orientation: A latent class analysis approach

Career literature has been discussing the decline of the traditional career. Despite this debate, systematic information on the prevalence of contemporary career types is lacking. Two studies with large samples of employees aimed to determine types of career orientation, to explore their prevalence, and to validate these types by testing hypotheses relating each of the career orientations to work attitudes and sociodemographical variables. In study 1 (N = 835), we identified four types of career orientation – traditional/promotion, traditional/loyalty, independent, disengaged – applying exploratory latent class analysis. These were confirmed in study 2 (N = 737) with confirmatory latent class analysis. The variables associated with the career orientation types mostly followed the predicted pattern. Almost two thirds reported a traditional career orientation, while one fifth each expressed an independent and a disengaged orientation. This finding shows that people’s career orientation does not reflect the changes that many authors argue have been occurring.