The G-NORM Scale: Development and Validation of a Theory-Based Gender Norms Scale

Sex Roles - Gender norms are increasingly recognized as important modifiers of health. Despite growing awareness of how gender norms affect health behavior, current gender norms scales are often...     

EFFECTS OF AND PREFERENCE FOR PAY FOR PERFORMANCE: AN ANALOGUE ANALYSIS

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay‐for‐performance (PFP) without base pay and pay‐for‐time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For all participants, the PFP condition produced higher rates of check processing and more time spent on task than did the PFT condition, but choice of payment system varied both within and across participants.     

When I's meet: sharing subjective experience with someone from the outgroup

Believing one shares a subjective experience with another (i.e., I-sharing) fosters connections among strangers and alters perceptions of the ingroup and outgroup. In this article, the authors ask whether I-sharing also fosters liking for members of a salient outgroup. Study 1 establishes that I-sharing promotes liking for the other sex, even among people with salient social identities. Study 2 shows that I-sharing promotes liking for a member of the sexual orientation outgroup, whether it occurs before or after group memberships get revealed. Study 3 focuses on salient race categories and looks at the effects of I-sharing versus value-sharing as a function of shared group membership. For those high in existential isolation, I-sharing trumps value-sharing, regardless of the I-sharer's social identity. I-sharing may offer a way of improving attitudes toward outgroup members that still enables people to embrace their differing social identities.     

The generalist bias

This research introduces the generalist bias – a tendency to reward and select people with general skills when complementary, specialized skills are needed. Five studies investigated its effects. Study 1 confirmed the existence of the bias in a context-free experiment. Study 2 showed that the compensation of players in NBA teams was related to their two- rather than their three-point scoring. Study 3 showed that basketball fans favored all-around players even when three-point shooters would better complement a team’s needs. Study 4 showed that the generalist bias occurred in HR recruiting, and Study 5 showed that companies often recruited specialists to handle multiple, unrelated jobs. In addition, studies 3 and 4 also showed that joint evaluations (comparing specialists and generalists side-by-side) strengthened the generalist bias, whereas separate evaluations weakened it.     

Psychopathy and verbal emotion processing in non-incarcerated males

Incarcerated males who score high on personality measures of psychopathy are reported to be less efficient than other incarcerated males in processing emotionally laden stimuli. In this study, we evaluated whether an emotion deficit is also present in non-incarcerated higher functioning males who score high on psychopathy personality measures. A sample of male university students was screened for psychopathic personality, and two subsamples, those who scored high or low on global psychopathy, participated in a series of language processing tasks designed to assess verbal emotion processing. Unlike previous studies of emotion processing in the verbal domain, stimuli also systematically varied in abstractness. The results showed that participants scoring high in psychopathy were less efficient than those scoring low in psychopathy in processing negatively valenced words, across all levels of word abstractness. The results extend previous accounts of emotional processing deficits in individuals with psychopathic personality to a relatively high-functioning non-incarcerated sample.     

Research Productivity and Performance of Journals in the Creativity Sciences: A Bibliometric Analysis

A bibliometric approach was employed to analyze the research productivity and performance of creativity studies between 1965 and 2012. A dataset was constructed using all publications and citations retrieved from four key journals that publish creativity research: Journal of Creative Behavior (JCB), Gifted Child Quarterly (GCQ), Creativity Research Journal (CRJ), and Psychology of Aesthetics, Creativity, and the Arts (PACA). Major findings in this study include: (a) During the study period, the four journals have published 1,891 articles on creativity and they have been cited 11,709 times; (b) the impact factors of the four journals increased from lower than .50 in 2002 to over 1.0 in 2012; in 2012 PACA had the highest impact factor, followed by CRJ; (c) JCB published the most creativity papers and CRJ had the most citations; (d) about a third of the articles published in the four journals have never been cited. Implications for the field of creativity are discussed.     

Educational risk factors for psychological truancy in Lesotho: a qualitative exploration

A qualitative case study design was used to explore educational risk factors that may contribute to psychological truancy in a Lesotho secondary school. Purposively sampled teachers (n = 4, females = 50%) and pupils (n = 4, females = 75%), who have experience of psychological truancy, took part in a focus group and individual interviews. Inductive content analysis was used to analyse data emanating from the interviews. The findings indicate that pupil–teacher relationships, the use of English as medium of instruction and a lack of resources may be educational risk factors contributing to psychological truancy. Positive pupil–teacher relationships and active classroom engagement are prerequisites for successful and active learning.     

Emergent Leadership and Female Sex Role Identity

The effects of female sex role identity on self- and rater evaluations of emergent leadership behavior were compared in two studies. We used the same consensus-seeking procedure in both studies to collect the data; only the biological sex composition of the groups in the second study was changed. Study 1 examined 15 mixed-sex groups of 39 female and 21 male students; Study 2 contained 96 female students in 22 same-sex groups. Sex role orientation was measured with the Bern Sex Role Inventory (BSRI: Bem, 1974). Androgynous and feminine-oriented self-ratings of leadership were significantly higher than peer ratings and were also significantly higher than the undifferentiated self-ratings. The self-ratings of masculine-oriented women agreed most closely with peer ratings. Contrary to research and theory, peer evaluation of leadership behavior by sex role orientation did not differ.