Do advertised preferences predict the behavior of speed daters?

Because researchers are making increasing use of data gleaned from Internet dating sites, it is important to know if the preferences people specify in Internet advertisements predict the choices that they actually make. HurryDate, a commercial speed‐dating firm, collected data from over 10,000 people in their 20s, 30s, and 40s who participated in speed‐dating events in cities across the United States. The present analysis compared these speed daters’ advertised preferences with their decisions to attend particular events and their choices of potential partners at the events they attended. Findings indicated that speed daters’ advertisements reflect frequently replicated sex differences and assortative patterns and that these advertised mate preferences predicted their decisions to attend particular events. Advertised preferences did not, in contrast, substantially predict decisions within events. These results support the conclusion that advertised preferences predict behavior in the mating domain in some contexts but not others.     

PAY SYSTEM CHARACTERISTICS AND QUIT PATTERNS OF GOOD, AVERAGE, AND POOR PERFORMERS

The relationship between pay dispersion and the quits patterns of good, average, and poor performers was explored among a sample of motor carriers. Results showed that under high pay system communication, pay dispersion was negatively related to good performer quits when performance-based pay increases were emphasized, and positively related when they were not. The results for seniority-based pay increases were different. Under high pay system communication, pay dispersion was negatively related to average performer quits when seniority-based pay increases were emphasized, and the relationship was attenuated when they were not. Contrary to expectation, pay dispersion was not consistently related to quit patterns when pay system communication was low. Predictions regarding quit patterns of poor performers were not supported. Implications of the research are addressed and future research directions identified.     

Supervisors' Instrumental and Emotional Influences on Subordinate Help‐Seeking Behavior: An Exploratory Study

Research on subordinate help‐seeking in the workplace is limited. In the present research, we hypothesize that subordinates' help‐seeking behaviors will be influenced by 3 supervisor influences that are instrumentally and emotionally related to the subordinate: providing direct job‐related assistance and emotional support, and socializing with the supervisor outside of work. The results indicate that providing job‐related assistance and socializing are significant predictors of subordinates' help‐seeking behaviors. Dominance analysis reveals that socializing outside of work is the dominant factor influencing subordinates' help‐seeking behaviors. Implications from the findings and suggestions for future research are presented.     

A Four‐Country Study of the Relationship of Affect‐Based Trust to Turnover Intention

In this study, employees' affect‐based trust of their supervisor was used as the main predictor of turnover intention. It is hypothesized that affect‐based trust has a curvilinear U‐shaped relationship with turnover intention. The sample consisted of U.S., Polish, Russian, and Turkish participants, all with work experience. Regression results indicated that only the responses of the Russian sample supported the hypothesis, suggesting that Russian participants with either weak or strong affect‐based trust of the supervisor had higher intentions to the leave the organization. The Turkish, Polish, and U.S. results showed a negative linear relationship between affect‐based trust and turnover intention.     

PERCEPTUAL PRESENCE

Plausibly, any adequate theory of perception must (a) solve what Alva Noë calls 'the problem of perceptual presence,' and (b) do justice to the direct realist idea that what is given in perception are garden-variety spatiotemporal particulars. This paper shows that, while Noë's sensorimotor view arguably satisfies the first of these conditions, it does not satisfy the second. Moreover, Noë is wrong to think that a naïve realist approach to perception cannot handle the problem of perceptual presence. Section three of this paper develops a version of naïve realism that meets both of the adequacy conditions above. This paper thus provides strong considerations in favor of naïve realism.     

DIS-UNIFIED PLURALIST ACCOUNTS OF CAUSATION

One way of assessing the philosophical literature on causation is to consider views on the nature of the causal relation. Early theorists were 'monists', taking there to be one causal relation. More recent theorists, however, have turned to pluralism, which holds that the causal relation is only accurately captured by two (or more) relations. I argue that one way of being a pluralist – the way which takes there to be exactly two types of causation – is self defeating, if it promises to handle intuitions about all causal situations. I illustrate the point via neuron diagrams.