Common Ideological Roots of Speciesism and Generalized Ethnic Prejudice: The Social Dominance Human–Animal Relations Model (SD‐HARM)

Recent research and theorizing suggest that desires for group‐based dominance underpin biases towards both human outgroups and (non‐human) animals. A systematic study of the common ideological roots of human–human and human–animal biases is, however, lacking. Three studies (in Belgium, UK, and USA) tested the Social Dominance Human–Animal Relations Model (SD‐HARM) proposing that Social Dominance Orientation (SDO) is a key factor responsible for the significant positive association between ethnic outgroup attitudes and speciesist attitudes towards animals, even after accounting for other ideological variables (that possibly confound previous findings). Confirming our hypotheses, the results consistently demonstrated that SDO, more than right‐wing authoritarianism (RWA), is a key factor connecting ethnic prejudice and speciesist attitudes. Furthermore, Studies 2 and 3 showed that both SDO and RWA are significantly related to perceived threat posed by vegetarianism (i.e. ideologies and diets minimizing harm to animals), but with SDO playing a focal role in explaining the positive association between threat perceptions and ethnic prejudice. Study 3 replicated this pattern, additionally including political conservatism in the model, itself a significant correlate of speciesism. Finally, a meta‐analytic integration across studies provided robust support for SD‐HARM and offers important insights into the psychological parallels between human intergroup and human–animal relations. Copyright © 2016 European Association of Personality Psychology     

THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.