Structure of outcome beliefs in condom use. The Project RESPECT Study Group.

To study the structure of beliefs about condom use outcomes, the authors derived and tested 4 psychosocial hypothetical models: (a) a 2-factor model of the personal and social outcomes of condom use; (b) a 2-factor model of the pros and cons of the behavior; (c) a 3-factor model (i.e., physical, self-evaluative, and social) of outcome expectancies; and (d) a thematic 4-factor model of the protection, self-concept, pleasure, and interaction implications of the behavior. All 4 models were studied with a confirmatory factor analysis approach in a multisite study of 4,638 participants, and the thematic solution was consistently the most plausible. Self-concept and pleasure were most strongly associated with attitudes toward using condoms, intentions to use condoms, and actual condom use, whereas protection and interaction generally had little influence.     

False Remembering in the Aged

ABSTRACT— Researchers studying human memory have increasingly focused on memory accuracy in aging populations. In this article we briefly review the literature on memory accuracy in healthy older adults. The prevailing evidence indicates that, compared to younger adults, older adults exhibit both diminished memory accuracy and greater susceptibility to misinformation. In addition, older adults demonstrate high levels of confidence in their false memories. We suggest an explanatory framework for the high level of false memories observed in older adults, a framework based on the theory that consciously controlled uses of memory decline with age, making older adults more susceptible to false memories that rely on automatic processes. We also point to future research that may remedy such deficits in accuracy.     

Composition as Identity Does Not Entail Universalism

Composition as Identity is the view that, in some sense, a whole is numerically identical with its parts. Compositional universalism is the view that, whenever there are some things, there is a whole composed of those things. Despite the claims of many philosophers, these views are logically independent. Here, I will show that composition as identity does not entail compositional universalism.     

Processes underlying the cross-race effect: an investigation of holistic, featural, and relational processing of own-race versus other-race faces

Adults are often better at recognising own-race than other-race faces. Unlike previous studies that reported an own-race advantage after administering a single test of either holistic processing or of featural and relational processing, we used a cross-over design and multiple tasks to assess differential processing of faces from a familiar race versus a less familiar race. Caucasian and Chinese adults performed four tasks, each with Caucasian and Chinese faces. Two tasks measured holistic processing: the composite face task and the part/whole task. Both tasks indicated holistic processing of own-race and other-race faces that did not differ in degree. Two tasks measured featural and relational processing: the Jane/Ling task, in which same/ different judgments were made about face pairs that differed in features of their spacing, and the scrambled/blurred task, in which test faces were scrambled (isolates memory for components) or blurred (isolates memory for relations). Both tasks provided evidence of an own-race advantage in both featural and relational processing. We conclude that even when adults process other-race faces holistically, other manifestations of an own-race advantage remain.     

From Treatment to Empowerment: New Approaches to Youth Mentoring

Traditional approaches to formal youth mentoring have focused primarily on improving the lives of “at‐risk” youth through the assignment of individual mentors who are typically disconnected from youth's communities. Similarly, research in the field of formal mentoring has emphasized the dyadic relationship between the mentor and the mentee, with less attention paid to the broader relational contexts in which such relationships unfold. The current paper proposes a new framework that expands the scope of mentoring interventions to include approaches that build on and cultivate informal supports and empower youth to identify and reach out to networks of potential supportive adults, thus increasing the reach of youth mentoring.     

How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect

Purpose

This research examines the linking mechanisms and conditional processes underlying the abusive supervision and workplace deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and workplace deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness.

Design/Methodology/Approach

Two independent studies were conducted, including diverse working samples and multi-wave data, to test these relationships through mediation and moderated-mediation bootstrapping procedures.

Findings

Both studies suggest that work-related negative affect mediates the abusive supervision and workplace deviance relationship. Mixed findings were found for the moderating effect of employee-based and organization-based aggressiveness. In Study 1 higher levels of employee-based aggressive beliefs and attitudes increased the magnitude of the indirect effect; however, in Study 2 when taking into account organization-based aggressive norms only the facet of social discounting bias increased this relationship. In Study 2 higher levels of organization-based aggressive norms also increased the magnitude of the indirect effect for supervisor-directed deviance.

Implications

Theoretical and practical implications of these findings suggest a movement toward an emotion-centered process-based theory of workplace deviance.

Originality/Value

A central question in organizational behavior research revolves around what drives employees to engage in various workplace behaviors. Replicating research that suggests abusive supervision is an important factor in this question, this research helps illuminate the processes underlying this perception-to-behavior link, as well as the boundary conditions of these processes.