Career adaptability, turnover and loyalty during organizational downsizing

During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that career adaptability in the form of employees' career exploration and planning can account for at least some of these relationships. Redundancy fostered employees' career adaptive behaviors while job insecurity inhibited their career planning. Career planning, in turn, positively predicted employees' loyalty to the organization five months later while career exploration negatively predicted employees' loyalty, and positively predicted employees' exit reactions in the form of turnover intentions, job-search behaviors, and actual turnover. Implications and directions for future research are discussed.     

Peer harassment in primary school: the role of peers and its relationship with sociometric status

During the last decade, there has been a change in peer harassment research from a focus on the characteristics of the Aggressor-Victim dyad to the recognition of peer harassment as a whole group process, with most of children playing some kind of role. This study uses a shortened adaptation of the Participant-Role Questionnaire approach to identify these roles in 2,050 Spanish children aged 8 to 13 years. These Participant Roles were related to belonging to one of the five sociometric status groups. Factor analysis revealed four different roles, indicating that the adapted scale remains a reliable way of distinguishing the Aggressor, Victim, Defender of the victim, and Outsider roles. Boys played the roles of Aggressor and Victim significantly more frequently. The children's Participant Role was found to be related to their sociometric status. Progress in the measurement of peer harassment as a group process and the success of intervention strategies may depend on finding clearer distinctions among the different peer roles, mobilizing peer pressure, and isolating aggressors from their social support.     

Eye closure reduces the cross-modal memory impairment caused by auditory distraction

Eyewitnesses instructed to close their eyes during retrieval recall more correct and fewer incorrect visual and auditory details. This study tested whether eye closure causes these effects through a reduction in environmental distraction. Sixty participants watched a staged event before verbally answering questions about it in the presence of auditory distraction or in a quiet control condition. Participants were instructed to close or not close their eyes during recall. Auditory distraction did not affect correct recall, but it increased erroneous recall of visual and auditory details. Instructed eye closure reduced this effect equally for both modalities. The findings support the view that eye closure removes the general resource load of monitoring the environment rather than reducing competition for modality-specific resources.     

Analysing user’s reactions in advice-giving dialogues with a socially intelligent ECA

In this paper, we investigate the user’s reactions to received suggestion by an Embodied Conversational Agent playing the role of artificial therapist in the healthy eating domain. Specifically, we analyse the behaviour of people who voluntarily requested to receive information from the agent, and we compare it with the results of a previous evaluation experiment in which subjects were not properly motivated to interact with the agent because they were selected for evaluating the system. This study is part of an ongoing research aimed at developing an intelligent virtual agent that applies natural argumentation techniques to persuade the users to improve their eating habits.     

Gender differences in enrollment in computer camps and classes

Informal reports suggest that computer literacy (computer awareness and programming skills) is sought more often by boys than girls. In order to gather more systematic data on this possibility, questionnaires were sent in the summer of 1982 to directors of summer camps and classes that offered training in programming for microcomputers. Twenty-three directors of summer programs, serving a total of 5,533 students, provided data on enrollment, type of sponsorship of programs (private, public schools, universities), level of difficulty of programming classes, cost, and residential versus day use. Three times as many boys as girls were enrolled in the total sample. The ratio of males to females increased with grade, cost of program, and level of difficulty of course offerings. Possible explanations for differences in enrollment are discussed.     

NYBORG'S ANALYTICAL ROD-AND-FRAME SCORING SYSTEM: A COMPARATIVE STUDY IN ZIMBABWE*

Witkin's method of scoring the Rod-and-Frame Test (RFT), most generally used, has been criticized by Nyborg. On the basis of studies with Danish students he provided evidence that RFT performance is multi-determined, and devised a new scoring method to take this into account. The present study, conducted in Zimbabwe, replicated and extended Nyborg's work. The RFT scores of 80 subjects differing in ethnicity, sex and type of course were analyzed employing both Witkin's and Nyborg's methods. Our results confirm Nyborg's finding that factors other than frame dependence are involved in RFT performance, as indicated by differences in response patterns as a function of ethnic group, sex and type of course. It is suggested that Nyborg's scoring method is a valuable tool for the purpose of clarifying the nature and sources of cultural differences in RFT performance.     

Perceived and Actual Discrimination in the Salaries of Male and Female Managers1

This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non-overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discussed.