Workplace emotions: the role of supervision and leadership

In this experience sampling study, the authors examined the role of organizational leaders in employees' emotional experiences. Data were collected from health care workers 4 times a day for 2 weeks. Results indicate supervisors were associated with employee emotions in 3 ways: (a) Employees experienced fewer positive emotions when interacting with their supervisors as compared with interactions with coworkers and customers; (b) employees with supervisors high on transformational leadership experienced more positive emotions throughout the workday, including interactions with coworkers and customers; and (c) employees who regulated their emotions experienced decreased job satisfaction and increased stress, but those with supervisors high on transformational leadership were less likely to experience decreased job satisfaction. The results also suggest that the effects of emotional regulation on stress are long lasting (up to 2 hr) and not easily reduced by leadership behaviors.     

The Occurrence of Bullying in Global Organizations: A Model and Issues Associated With Social/Emotional Contagion

Workplace bullying in global organizations occurs for several reasons, including growing diversity, increased dispersion of employees in geographic locations, lack of experience of managers with new environments, and varying requirements. To gain insight into the bullying phenomenon, one must examine the characteristics of the bully, the target of bullying activities (e.g., the victim or the bullied), observers of the bullying (e.g., bystanders), and resulting changes in the organizational culture because of the bullying. One additional element to be assessed is the means by which bullying activities are embodied in an organization's culture (i.e., social/emotional contagion). This paper proposes a model of bullying in global organizations and examines the potential of social/emotional contagion developing in global organizations' cultures.     

On the self-regulation of implicit and explicit prejudice: a self -determination theory perspective

The present study identifies a broad taxonomy of motives underlying the desire to regulate prejudice and assess the impact of motivation to regulate prejudice on levels of explicit and implicit prejudice. Using self-determination theory as the foundation, six forms of motivation to regulate prejudice are proposed. In Study 1 (N = 257), an exploratory factor analysis reveals evidence for the six proposed dimensions. In Study 2 (N = 198), the six-factor taxonomy of motivation to regulate prejudice is further validated using a confirmatory factor analysis, and construct validity is obtained. In Study 3 (N = 62), motivation to regulate prejudice is manipulated before participants complete the Implicit Association Test (IAT) and explicit measures of prejudice. Results reveal that those with highly self-determined regulation of prejudice demonstrate lower implicit and explicit prejudice than their less self-determined counterparts. Results are discussed in terms of an increased understanding of the motivation to control prejudice.     

Explaining sex differences in infants' preferences for groups

Social organization of a species influences myriad facets of individuals’ behavior. Much research indicates that human social organization consists of males in large groups and females in smaller groups or interacting with individuals. This study analyzed the initial factors that produce greater preferences for groups by human male versus female infants. To this end, using a looking preference paradigm, fifty-nine 6–8-month-old infants viewed individual versus group images of actual children. On the basis of several controls, results demonstrated that male more than female infants are attracted to the complex level of stimulation provided by groups. Discussion centers on further identifying male versus female patterns of group interaction from a perceptual and cognitive standpoint.     

Differences in risk factors for suicidality between African American and White patients vulnerable to suicide

Risk factors for suicidal ideation and attempts have been shown to differ between African Americans and Whites across the lifespan. In the present study, risk factors for suicidality were examined separately by race/ethnicity in a population of 131 older adult patients considered vulnerable to suicide due to substance abuse and/or medical frailty. In adjusted analyses, social support was significantly associated with suicidality in African American patients, while younger age and the presence of an anxiety disorder were significantly associated with suicidality in White patients. The results suggest that race/ethnicity-specific risk profiles may improve the detection of suicidality in vulnerable populations.     

Personality and transformational and transactional leadership: a meta-analysis

This study was a meta-analysis of the relationship between personality and ratings of transformational and transactional leadership behaviors. Using the 5-factor model of personality as an organizing framework, the authors accumulated 384 correlations from 26 independent studies. Personality traits were related to 3 dimensions of transformational leadership--idealized influence-inspirational motivation (charisma), intellectual stimulation, and individualized consideration--and 3 dimensions of transactional leadership--contingent reward, management by exception-active, and passive leadership. Extraversion was the strongest and most consistent correlate of transformational leadership. Although results provided some support for the dispositional basis of transformational leadership--especially with respect to the charisma dimension--generally, weak associations suggested the importance of future research to focus on both narrower personality traits and nondispositional determinants of transformational and transactional leadership.     

Ethnic/racial differences in the coming-out process of lesbian, gay, and bisexual youths: a comparison of sexual identity development over time

This longitudinal report of 145 lesbian, gay, and bisexual (LGB) youths examined ethnic/racial differences in the coming-out process. No significant differences emerged in sexual developmental milestones, sexual orientation, sexual behavior, or sexual identity. However, Black youths reported involvement in fewer gay-related social activities, reported less comfort with others knowing their sexual identity, and disclosed that identity to fewer people than did White youths. Latino youths disclosed to fewer people than did White youths. Analyses of change indicated Black youths had greater increases in positive attitudes toward homosexuality and in certainty in their sexual identity over time than did White youths. These findings support the authors' hypothesis that cultural factors do not impede the formation of identity but may delay identity integration.     

Identifying reading strategies using latent semantic analysis: Comparing semantic benchmarks

We explored methods of using latent semantic analysis (LSA) to identify reading strategies in students’ self-explanations that are collected as part of a Web-based reading trainer. In this study, college students self-explained scientific texts, one sentence at a time. LSA was used to measure the similarity between the self-explanations andsemantic benchmarks (groups of words and sentences that together represent reading strategies). Three types of semantic benchmarks were compared: content words, exemplars, and strategies. Discriminant analyses were used to classify global and specific reading strategies using the LSA cosines. All benchmarks contributed to the classification of general reading strategies, but the exemplars did the best in distinguishing subtle semantic differences between reading strategies. Pragmatic and theoretical concerns of using LSA are discussed.     

The use of the Ego Impairment Index across the schizophrenia spectrum

The goal of this study was to assess perceptual and thought disturbance, as indexed by the Ego Impairment Index (EII; Perry & Viglione, 1991), a Rorschach-derived measure, across the schizophrenia spectrum. We hypothesized that there would be an increase in EII scores (indicating increased disturbance) across the spectrum from nonpatients to severely disturbed, hospitalized schizophrenia patients. Normal comparison participants (n = 66), students with elevated scores on either the Perceptual Aberration/Magical Ideation or the Physical Anhedonia Scales (n = 24), first-degree relatives of schizophrenia patients (n = 36), participants diagnosed with Diagnostic and Statistical Manual of Mental Disorders (4th ed. [DSM-IV]; American Psychiatric Association, 1994) schizotypal personality disorder (n = 36), outpatient schizophrenia participants (n = 33), and hospitalized schizophrenia patients (n = 56) were studied. As hypothesized, we found increased EII scores in all of the schizophrenia spectrum groups when compared against normal comparison participants. Furthermore, the EII was significantly different between the schizophrenia patients and the other schizophrenia spectrum groups. These findings support the use of the EII as a sensitive measure of perceptual and thought disturbance across the schizophrenia spectrum that yields specific information regarding the type of thinking problems that occur within schizophrenia spectrum subgroups.     

Establishing an ethical climate in support of research integrity: Efforts and activities of the American Sociological Association

The article provides an overview of the recent efforts and activities of the American Sociological Association (ASA) to keep its Code of Ethics visible and relevant to its membership. The development process and challenges associated with the most recent revision of the ASA's code are reviewed, the current education and support activities are described, and other strategies for taking a proactive and leadership role in establishing an ethical climate are proposed. In conclusion, while the ASA has made significant progress in this area, it recognizes that a lot of work remains.