Parental influence on youth propensity to join the military

The purpose of this research was to apply the Theory of Planned Behavior (TPB) in a model of youths’ career choice intentions and parents’ recommendation intentions. Specifically, a TPB model was developed for youth-parent dyads and tested with SEM to examine parental influence on youth intentions as well as behavior. Results indicated that a modified TPB model is useful for describing how youth and parent beliefs translate into enlistment intentions and pre-enlistment behavior. The strongest impact parents appeared to have on their children was through efficacy beliefs, followed by the link between parents’ attitudes and youths’ normative beliefs. Implications for recruitment and outreach efforts are discussed.     

Social identities and intergroup bias in immigrant and nonimmigrant children

Ethnic and American identity, as well as positivity and negativity toward multiple social groups, were assessed in 392 children attending 2nd or 4th grade in various New York City neighborhoods. Children from 5 ethnic groups were recruited, including White and Black Americans, as well as recent immigrants from China, the Dominican Republic, and the former Soviet Union. For ethnic minority children, greater positivity bias (evaluating one's ingroup more positively than outgroups) was predicted by immigrant status and ethnic identity, whereas negativity bias (evaluating outgroups more negatively than one's ingroup) was associated with increased age, immigrant status, and (among 4th graders only) ethnic identity. In addition, a more central American identity was associated with less intergroup bias among ethnic minority children.     

Developmental differences in the effects of repeated interviews and interviewer bias on young children's event memory and false reports

The present study investigated developmental differences in the effects of repeated interviews and interviewer bias on children's memory and suggestibility. Three- and 5-year-olds were singly or repeatedly interviewed about a play event by a highly biased or control interviewer. Children interviewed once by the biased interviewer after a long delay made the most errors. Children interviewed repeatedly, regardless of interviewer bias, were more accurate and less likely to falsely claim that they played with a man. In free recall, among children questioned once after a long delay by the biased interviewer, 5-year-olds were more likely than were 3-year-olds to claim falsely that they played with a man. However, in response to direct questions, 3-year-olds were more easily manipulated into implying that they played with him. Findings suggest that interviewer bias is particularly problematic when children's memory has weakened. In contrast, repeated interviews that occur a short time after a to-be-remembered event do not necessarily increase children's errors, even when interviews include misleading questions and interviewer bias. Implications for developmental differences in memory and suggestibility are discussed.     

Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature

The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice.     

Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?

The authors examined how the interaction between perceived unfairness and episodic envy predicts interpersonal counterproductive work behaviors toward the envied other. In 2 studies using different samples and methods to elicit envy, predictions were compared based on the social exchange and attribution models of fairness. The results support the social exchange model of fairness, showing that higher levels of envy and perceived unfairness result in higher levels of interpersonal counterproductive work behavior (Study 1), especially among high self-esteem individuals (Study 2).     

The sexual harassment of uppity women

In 3 studies, the author tested 2 competing views of sexual harassment: (a) It is motivated primarily by sexual desire and, therefore, is directed at women who meet feminine ideals, and (b) it is motivated primarily by a desire to punish gender-role deviants and, therefore, is directed at women who violate feminine ideals. Study 1 included male and female college students (N = 175) and showed that women with relatively masculine personalities (e.g., assertive, dominant, and independent) experienced the most sexual harassment. Study 2 (N = 134) showed that this effect was not because women with relatively masculine personalities were more likely than others to negatively evaluate potentially harassing scenarios. Study 3 included male and female employees at 5 organizations (N = 238) and showed that women in male-dominated organizations were harassed more than women in female-dominated organizations, and that women in male-dominated organizations who had relatively masculine personalities were sexually harassed the most.     

Measuring emotional expression with the Linguistic Inquiry and Word Count

The Linguistic Inquiry and Word Count (LIWC) text analysis program often is used as a measure of emotion expression, yet the construct validity of its use for this purpose has not been examined. Three experimental studies assessed whether the LIWC counts of emotion processes words are sensitive to verbal expression of sadness and amusement. Experiment 1 determined that sad and amusing written autobiographical memories differed in LIWC emotion counts in expected ways. Experiment 2 revealed that reactions to emotionally provocative film clips designed to manipulate the momentary experience of sadness and amusement differed in LIWC counts. Experiment 3 replicated the findings of Experiment 2 and found generally weak relations between LIWC emotion counts and individual differences in emotional reactivity, dispositional expressivity, and personality. The LIWC therefore appears to be a valid method for measuring verbal expression of emotion.     

Little Hans and Freud's self-analysis: a biographical view of clinical theory in the making

For nearly a century, Freud's "Analysis of a Phobia in a Five-year-old Boy" has been read mainly--if often critically--with Freud's conscious aim in mind: providing evidence for the central importance of oedipal conflict. Material recently released by the Freud Archives casts new light on Freud's treatment of Hans's mother, Olga Graf (nee H?nig)--which began at the height of his self-analysis in 1897--and of Hans himself. Read in the enriched context of new information from Eissler's interviews with Max Graf and Herbert Graf, two texts--Freud's 1897 letters to Fliess and the 1909 case history--illuminate possible personal motives for Freud's insistence on the primacy of oedipal conflict.     

Racial microaggressions in everyday life: implications for clinical practice

Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color. Perpetrators of microaggressions are often unaware that they engage in such communications when they interact with racial/ethnic minorities. A taxonomy of racial microaggressions in everyday life was created through a review of the social psychological literature on aversive racism, from formulations regarding the manifestation and impact of everyday racism, and from reading numerous personal narratives of counselors (both White and those of color) on their racial/cultural awakening. Microaggressions seem to appear in three forms: microassault, microinsult, and microinvalidation. Almost all interracial encounters are prone to microaggressions; this article uses the White counselor--client of color counseling dyad to illustrate how they impair the development of a therapeutic alliance. Suggestions regarding education and training and research in the helping professions are discussed.     

Is the delay discounting paradigm useful in understanding social anxiety?

The delay discounting paradigm was used to examine its utility in understanding motivational factors among socially anxious individuals. Participants (n=88) who reported high and low levels of social anxiety were randomly assigned to either a social threat or non-threat condition and their subsequent rates of discounting were examined. A significant difference in rates of discounting was found between the high and low social anxiety groups within the non-threat condition, with high social anxiety participants showing increased discounting. This study suggests that a modified version of the delay discounting paradigm may be useful in understanding motivational factors in social anxiety.