The Development of Discrimination of form and Area

The Time Competence Scale from the Personal Orientation Inventory was administered to 28 male and 47 female college students who then described their real and ideal self-concepts using the Interpersonal Check List. Self-actualizing individuals manifested greater congruence between their real and ideal self-concepts than did nonactualizing persons. Dominance was seen as a significantly more desirable integrative mechanism by the nonactualizing subjects. There was a nonsignificant trend in the desirability of an increase in acceptance as a function of the degree of self-actualization. Findings are discussed in terms of individuals' perceptions of congruence with their environment.     

Reasoning Ability in Young Children

The astrological assumption of personality differences among individuals born under different sun signs was investigated. Significant differences were obtained between sun sign groups on four of the 18 scales of the California Psychological Inventory (CPI) as follows: Communality, Socialization, Flexibility, and Femininity. The overall pattern of results based on F ratios, multiple comparisons between means, and estimates of strength of association was interpreted as showing no meaningful relationships between sun sign and scores on Communality, Socialization, and Flexibility. Adopting even the most conservative standards of inference, however, all of the test statistics employed indicated a powerful effect on the Femininity scale. Implications for future research were discussed.     

Emotional responses to work-family conflict: an examination of gender role orientation working men and women

The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals experienced more guilt from family-interfering-with-work, and egalitarian individuals experienced more guilt from work-interfering-with-family. Additionally, a higher level interaction indicated that traditional men tended to experience a stronger relationship between family-interfering-with-work and guilt than did egalitarian men or women of either gender role orientation.     

Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings

This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was positively related to earnings, gender significantly predicted the slope of this relationship: Traditional gender role orientation was strongly positively associated with earnings for men; it was slightly negatively associated with earnings for women. Occupational segregation partly explained these gender differences. Overall, the results suggest that although gender role attitudes are becoming less traditional for men and for women, traditional gender role orientation continues to exacerbate the gender wage gap.     

Perceived similarity, proactive adjustment, and organizational socialization

The present study explores how perceived demographic and attitudinal similarity can influence proactive behavior among organizational newcomers. We propose that newcomers who perceive themselves as similar to their co-workers will be more willing to seek new information or build relationships, which in turn will lead to better long-term adjustment. Results from a three-wave field investigation of newcomer proactive behavior show that newcomer perceptions of surface-level similarity to the rest of the work group in education and gender increased proactive adjustment behavior. Contrary to our expectations, perceived similarity in terms of age decreased proactive adjustment behavior—in other words, newcomers who were significantly different from their co-workers in age engaged in more proactive adjustment behaviors. Deep-level similarity in terms of work style was associated with higher levels of role clarity, but this relationship was not mediated by proactive adjustment behavior.     

Finding The “Self” in Self-Regulation: The Identity-Value Model

Many psychological theories suggest a link between self-regulation and identity, but, until now, a mechanistic account that suggests ways to improve self-regulation has not been put forth. The identity-value model (IVM) connects the idea from social psychology that aspects of identity such as core values and group affiliations hold positive subjective value to the process-focused account from decision making and behavioral economics that self-regulation is driven by a dynamic value integration across a range of choice attributes. Together, these ideas imply that goal-directed behaviors that are identity relevant are more likely to be enacted because they have greater subjective value than identity-irrelevant behaviors. A central hypothesis, therefore, is that interventions that increase the degree to which a target behavior is perceived as self-relevant will improve self-regulation. In addition, identity-based changes in self-regulation are expected to be mediated by changes in subjective value and its underlying neural systems. In this article we define the key constructs relevant to the IVM, explicate the model and delineate its boundary conditions, and describe how it fits with related theories. We also review disparate results in the research literature that might share identity-related value as a common underlying mechanism of action. We close by discussing questions about the model, the answers to which could advance the study of self-regulation.