Behavioural inhibition, anxious symptoms, and depressive symptoms: a short-term prospective examination of a diathesis-stress model

The purpose of the current study was to examine the relationship between behavioural inhibition (BI) and anxious symptoms within a diathesis-stress framework, using a short-term prospective design. In addition, we examined whether BI acts as a specific vulnerability to anxious symptoms, or as a common vulnerability to both anxious and depressive symptoms. At time 1, 384 children in grades 3 through 6 completed self-report measures of BI, anxious symptoms, and depressive symptoms. Six weeks later, they completed self-report measures of hassles, anxious symptoms, and depressive symptoms. Results demonstrated that children with high BI who experienced high levels of hassles during the 6-week follow-up interval showed increases in anxious symptoms, but not depressive symptoms.     

Strengthening the validity of population-based suicide rate comparisons: an illustration using U.S. military and civilian data

The objectives of this study were to generate precise estimates of suicide rates in the military while controlling for factors contributing to rate variability such as demographic differences and classification bias, and to develop a simple methodology for the determination of statistically derived thresholds for detecting significant rate changes. Suicide rate estimates were calculated for the military population and each service branch over 11 years, directly standardized to the 2000 U.S. population. Military rates were highly comparable across branches and were approximately 20% lower than the civilian rate. Direct adjustment essentially controlled for the demographic confounds in this sample. Applying the Poisson-based method, we demonstrate that suicide rate fluctuations as large as 20-40% in any year may be attributed to random error.     

When fit is fundamental: performance evaluations and promotions of upper-level female and male managers

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.     

Reactive and proactive aggression: stability of constructs and relations to correlates

The authors examined short-term temporal stability of reactive and proactive aggression, as well as short-term consistency of differential relations of reactive versus proactive aggression to 4 correlates. The authors used parent, teacher, peer, and self-report measures twice across 1 year to assess reactive aggression, proactive aggression, hyperactivity, social skills, anger expression, and depressive symptoms of 2nd-grade boys and girls (N = 57). Both subtypes of aggression remained stable across the year, even when the other subtype of aggression was explained at each assessment. Reactive aggression, but not proactive aggression, was consistently positively related to hyperactivity, poor social skills, and anger expression at each assessment.     

Socioeconomic status in childhood and adulthood: associations with dispositional optimism and pessimism over a 21-year follow-up

We examined whether dispositional optimism and pessimism (overall LOT-R and optimism and pessimism component scores) of 694 adults aged 24 and 27 were associated with socioeconomic status (SES) measured concurrently and in childhood at ages 3 and 6. SES measures included education, occupational status and unemployment, and income. Concurrent adulthood SES was associated with the overall LOT-R and optimism and the pessimism component scores. Childhood family SES predicted overall LOT-R and pessimism component scores, even after controlling statistically for the adulthood SES. Social mobility between SES of family of origin and current SES also influenced the scores. The current findings suggest that the foundation of dispositional optimism and pessimism is related to early SES of the family.     

Why walkers slip: shine is not a reliable cue for slippery ground

In a series of four studies, we investigated the visual cues that walkers use to predict slippery ground surfaces and tested whether visual information is reliable for specifying low-friction conditions. In Study 1, 91% of participants surveyed responded that they would use shine to identify upcoming slippery ground. Studies 2-4 confirmed participants' reliance on shine to predict slip. Participants viewed ground surfaces varying in gloss, paint color, and viewing distance under indoor and outdoor lighting conditions. Shine and slip ratings and functional walking judgments were related to surface gloss level and to surface coefficient of friction (COF). However, judgments were strongly affected by surface color, viewing distance, and lighting conditions--extraneous factors that do not change the surface COF. Results suggest that, although walkers rely on shine to predict slippery ground, shine is not a reliable visual cue for friction. Poor visual information for friction may underlie the high prevalence of friction-related slips and falls.     

Building Bridges Across Differences to Meet Social Action Goals: Being and Creating Allies Among People of Color

Although challenges of anti-racist work are most commonly framed in relation to White people and People of Color, there are significant challenges involved in creating allies across minority racial groups. This article describes our experiences within a community organization aimed at training anti-racist culturally sensitive K-12 educators. As Asian American and Native American facilitators within a group of facilitators of color who were predominantly Black, we describe our experiences of relative marginalization and our (mostly failed) attempts to create change within the organization to be more inclusive of the perspectives, experiences, and needs of non-Black people/students of color. We contextualize these experienced conflicts in relation to race hierarchies, the “divide and conquer strategy” and the maintenance of White privilege. We offer reflections for how racial minorities engaged in anti-racist education could be better allies and how organizations might better foster environments that contribute to the creation of these alliances.

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APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

Ethical clinical practice and sport psychology: when two worlds collide

From their own practices, the authors offer insight into potential ethical dilemmas that may frequently develop in an applied psychology setting in which sport psychology is also being practiced. Specific ethical situations offered for the reader's consideration include confidentiality with coaches, administration, parents, and athlete-clients; accountability in ethical billing practices and accurate diagnosing; identification of ethical boundaries in nontraditional practice settings (locker room, field, rink, etc.); and establishment of professional competence as it relates to professional practice and marketing.     

The costs of today’s jobs: Job characteristics and organizational supports as antecedents of negative spillover

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O∗NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and strain) had positive relationships, and job resources (autonomy and skill development) and organizational supports (flexible work arrangements and two work-life culture facets) had negative relationships to negative spillover, but not all relationships held when multiple predictors were examined. Organizational supports did not moderate relationships of job characteristics to negative spillover, and relative weights analysis indicated that job characteristics accounted for the majority of explained variance in negative spillover. The findings underscore the importance of job characteristics, and suggest that job characteristics and organizational supports both need to be considered when developing work-life policies intended to reduce employees’ negative work-to-nonwork spillover.