NAMING THE HUMAN ANIMAL: GENESIS 1–3 AND OTHER ANIMALS IN HUMAN BECOMING

Recently the paleoanthropologist Pat Shipman has proposed what she calls the animal connection as the human trait that connects all other traits. Theologians and biblical scholars have proposed many relational, functional, and ontological interpretations of the image of God in humans and human nature, but have generally not included a connection with animals. Genesis 1–3, however, weaves human and animal creation in a variety of ways, and Adam's naming of other species implies they are understood as family or kin. Thus Genesis 1–3 understands a relationship with other animals as integral to human becoming and uses family or kinship as a root metaphor for human–animal relations.     

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

Purpose

This paper advances a socioecological perspective toward understanding the relationship between demography and job attitudes by considering the joint effects of individual ethnicity and ethnic group relative representation—the degree to which an individual’s own demographic group is represented similarly in their organization and the community in which the organization is located.

Design/Methodology/Approach

Hierarchical polynomial regression analyses of census and survey data from 57,000 employees of 142 hospitals in the United Kingdom suggest that ethnic group relative representation is related to ethnic minority employees’ job satisfaction and turnover intentions.

Findings

An asymmetric pattern emerged wherein the effect of under-representation on turnover intentions was stronger than the effect of over-representation. Moreover, the effects of relative representation varied with respectful treatment by coworkers; relative representation had little effect on attitudes of employees who reported low levels of coworker respect but generally enhanced attitudes when respect was high.

Originality/Value

This work points to the meaningful role that socioecological factors can play in what are typically considered to be intraorganizational phenomena, thereby highlighting the need for organizational research to assess relevant aspects of the communities in which organizations are embedded.

     

Narcissism,self-esteem,and the phenomenology of autobiographical memories

Across two studies, we investigated the influence of narcissism and self-esteem along with gender on phenomenological ratings across the four subscales of the Autobiographical Memory Questionnaire (AMQ; impact, recollection, rehearsal, and belief). Memory cues varied in valence (positive vs. negative) and agency (agentic vs. communal). In Study 2, we used different memory cues reflecting these four Valence by Agency conditions and additionally investigated retrieval times for the autobiographical memories (AMs). Results were consistent with the agency model of narcissism [Campbell, W. K., Brunell, A. B., & Finkel, E. J. (2006). Narcissism, interpersonal self-regulation, and romantic relationships: An agency model approach. In E. J. Finkel & K. D. Vohs (Eds.), Self and relationships: Connecting intrapersonal and interpersonal processes. New York, NY: Guilford], which characterises narcissists as being more concerned with agentic (self-focused) rather than communal (other-focused) positive self-relevant information. Narcissism predicted greater phenomenology across the four subscales for the positive-agentic memories (Study 1: clever; Study 2: attractive, talented) as well as faster memory retrieval times. Narcissism also predicted greater recollection and faster retrieval times for the negative-communal AMs (Study 1: rude; Study 2: annoying, dishonest). In contrast, self-esteem predicted greater phenomenology and faster retrieval times for the positive-communal AMs (Study 1: cooperative; Study 2: romantic, sympathetic). In both studies, results of LIWC analyses further differentiated between narcissism and self-esteem in the content (word usage) of the AMs.     

Expressing the tradition in an educational context

Being born into a religious tradition, remaining within it and making one’s life an expression of it as a chaplain in a faith‐based college is not necessarily an unimaginative choice. A culture has some enduring characteristics but to survive meaningfully it has to be relevant to contemporary life. Thus, there is a necessity to question what is to be kept and what is to be discarded or less empathised. Most importantly, it must be asked by what means in such a college – through the design of buildings, chapel worship, respect of all college members, self‐conscious continuity and social projects – it can be effectively acted out in otherwise secular academic culture and multi‐cultural collegial community.     

A family-focused randomized controlled trial to prevent adolescent alcohol and tobacco use: The moderating roles of positive parenting and adolescent gender

Four years of longitudinal data from 2,153 families with a 5th- or 6th-grade preadolescent participating in a family-focused pediatric primary-care-based prevention program were used to examine whether prevention effects were moderated by positive parenting and/or adolescent gender. Alcohol and tobacco use, internalizing problems, and externalizing problems were examined. Although findings revealed no main effect of the prevention program, positive parenting and adolescent gender were moderators of internalizing problems and adolescent gender was a moderator of externalizing problems. Clinical implications and future directions for research are discussed.     

The Effect of Feedback Packaging on Ratee Reactions1

In performance‐feedback situations, reactions to the rater have been examined rarely. A clearer understanding of what causes negative reactions toward raters might be used by them to better control feedback outcomes without having to distort the feedback message. In Study I, ratee reactions to the packaging of feedback messages were examined in a laboratory experiment. A legitimizing statement included in the feedback message resulted in more positive reactions to the rater than when no such statement was presented. In addition, the use of less personal feedback language resulted in more positive reactions to the rater than when more personal language was used. Neither legitimization statement nor type of language significantly impacted reactions to the feedback message or perceptions of performance, indicating that they did not distort the feedback message. In Study 2, a laboratory observation, the use of more personal language by the rater was related negatively to ratee confidence in rater judgment and rater likability. More research on feedback packaging, with the goal of training raters in how best to convey the feedback message, is needed.     

Demand for Certified Human Resources Professionals in Internet‐Based Job Announcements

We tested empirically whether potential employers require and/or prefer human resources (HR) professionals who hold an HR certification. We analyzed each of 1873 HR job announcements available over a 1‐week period on http://monster.com , http://hotjobs.yahoo.com , http://careerbuilder.com , and http://shrm.org . Results showed that only nine (i.e., .48%) job announcements stated that there was a requirement and only 70 (i.e., 3.73%) job announcements stated that there was a preference for job applicants with any type of HR certification. In spite of the low overall demand for certified HR professionals, results indicated that the demand is slightly higher for jobs posted on http://shrm.org , certain job titles (e.g., HR Director, HR Generalist), HR specialty areas (e.g., employee relations, general HR), industries (e.g., manufacturing), and for jobs requiring more years of HR job experience. Overall, results suggest that the field of HR needs to do a better job of gathering evidence about validity, utility, and lack of adverse impact regarding the use of certification in selection and assessment decision making. Once this evidence is collected, employers may perceive HR certification as a more critical signal of a job applicant's future contributions.