Effects of Applicant's Adverse Medical History on College Students' Ratings of Job Applications1

The purpose of this experiment was to determine if the existence of high blood pressure or allergies would decrease the likelihood of a person obtaining a job. Forty-eight college students rated hypothetical job applicants with allergies, high blood pressure, or no adverse physical condition for either a high-stress manager trainee position or a low-stress bookkeeper position. For the manager trainee position, applicants with either high blood pressure or allergies were rated significantly lower than the applicants with no adverse physical condition. For the bookkeeper position there were no significant differences between the ratings of the individuals with the different physical conditions. These results suggest that any adverse physical condition may have a negative prototype associated with it; however, a job applicant's physical condition may have different consequences depending upon the type of job for which he/she is applying. The effect of the stress level of the different jobs on the ratings was discussed.     

Congruence and temporal stability of multimiethod profiles: A new pair of personality variables

Congruence and temporal stability of multimethod profiles within the individual subject were studied as proposed new personality variables in a pool of seven small groups of graduate students in clinical psychology (N= 51) Sex differences were minimal A Stability Index was derived from (a) Q correlation stability coefficients obtained from the single method profiles of an inventory, self-ratings, and mean ratings by others, or (b) absolute difference scores between the composite profiles on occasion 1 and occasion 2 A Congruence Index was derived from (a) Q correlation coefficients obtained from each pair of profiles measured by the three methods for each subject, or (b) mean absolute difference scores obtained from each pair of method profiles These moderately correlated indices were used as dependent variables in stepwise multiple regression analyses, in which scores on a profile of 21 personality variables served as independent variables Although the difference score method was at least as effective as the correlational method in predicting congruence, the Q correlational method was superior in all other analyses conducted in this study Persons high in temporal stability seem to maintain an intellectually searching and interpersonally affiliative approach to the environment, showing little hostility and little tendency to seek change in current life circumstances The highly congruent individual seeks a positive nurturant interaction with other persons, gains pleasure from both sensory and interpersonal experiences, and shows little discontent with present life circumstances     

AGAINST METAETHICAL IMPERIALISM: Several Arguments for Equal Partnerships between the Deontic and Aretaic

Virtue and deontological ethics are now commonly contrasted as rival approaches to moral inquiry. However, I argue that neither metaethical party should seek complete, solitary domination of the ethical domain. Reductive treatments of the right or the virtuous, as well as projects that abandon the former or latter, are bound to leave us with a sadly diminished map of the moral territories crucial to our lives. Thus, it is better for the two parties to seek a more cordial and equal relationship, one that permits metaethical pluralism, and acknowledges mutual dependence. I do not seek to prescribe how that relationship should look: this essay offers less a positive metaethical position than a prolegomenon to such a position, one that attempts to head off harmful attempts to reduce the territory of the aretaic to that of the deontic, or that of the deontic to the aretaic.     

A Web-Based Contingency Management Program With Adolescent Smokers

The present study evaluated a new 30-day Web-based contingency management program for smoking abstinence with 4 daily-smoking adolescents. Participants made 3 daily video recordings of themselves giving breath carbon monoxide (CO) samples at home that were sent electronically to study personnel. Using a reversal design, participants could earn money for continued abstinence during the treatment phases (CO ≤ 5 ppm). All participants were compliant with the treatment (submitting 97.2% of samples), and all achieved prolonged abstinence from smoking.     

When Values and Behavior Conflict: Moral Pluralism and Intrapersonal Moral Hypocrisy

The authors review the various ways moral hypocrisy has been defined and operationalized by social psychologists, concentrating on three general types: moral duplicity, moral double standards, and moral weakness. While most approaches have treated moral hypocrisy as an interpersonal phenomenon, requiring public claims, preaching (versus practicing), or judgments of others (versus oneself), this paper also considers intrapersonal moral hypocrisy – that is, conflicts between values and behavior that may exist even in the absence of public pronouncements or judgments. Current attempts to understand and combat intrapersonal moral hypocrisy are aided by moral pluralism, the idea that there are many different moral values, which may come into conflict both between and within individuals. Examples are given to illustrate how taking into account individual differences in values can help to reduce moral hypocrisy. The authors close by considering the possibility that in a pluralistic world, reducing intrapersonal moral hypocrisy might not always be a normatively desired end goal.     

Center,Light, and Sound: The Psychological Benefits of Three Distinct Meditative Practices

Meditation has been a popular topic in counseling and psychological research in recent years. However, other meditative practices have been gaining exposure recently of which counselors may not be aware. The current article provides a brief overview of 3 meditative practices: centering prayer, jyoti meditation, and acem meditation. The purpose of this article is to provide counselors with introductions to alternative meditative practices that may be otherwise overshadowed.     

Remedial Responsibility for Severe Poverty: Justice or Humanity?

Remedial responsibility is the prospective responsibility to assist those in great need. With tens of millions of people worldwide suffering from severe poverty, questions about the attribution of remedial responsibility and the nature of the relevant duties of assistance are among the most pressing of our time. This article concerns the question of whether remedial responsibility for severe poverty is a matter of justice or of humanity. I discuss three kinds of situation in which an agent owes remedial responsibility to another suffering from severe poverty. In the first, the remedially responsible agent foreseeably and avoidably caused the poverty. In the second, the poverty was caused by forces outside the control of any agent, such as natural disaster. And in the third situation, the agent who was originally attributed remedial responsibility fails to fulfil it, and so remedial responsibility for the poverty in question is acquired by a secondary bearer. According to David Miller, remedial responsibility is a matter of justice in the first two situations, but not in the third. I argue that his grounds for thinking that remedial responsibility in the second situation are in tension with his view that remedial responsibility is not a matter of justice in the third situation. This has important implications in our world in which remedial responsibilities too often go unfulfilled.     

Age‐related differences in work motivation

This paper examines age‐related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non‐linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features.