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JC Beall 《Australasian journal of philosophy》2013,91(2):264-268
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TEAMS' FEMALE REPRESENTATION AND PERCEIVED POTENCY AS INPUTS TO TEAM OUTCOMES IN A PREDOMINANTLY MALE FIELD SETTING 总被引:1,自引:0,他引:1
ROBERT R. HIRSCHFELD MARK H. JORDAN HUBERT S. FEILD WILLIAM F. GILES ACHILLES A. ARMENAKIS 《Personnel Psychology》2005,58(4):893-924
We developed a team-level temporal model and tested it with data from 92 newly formed teams in a naturalistic military setting where females were a distinct minority in all teams. Contrary to what is posited by theory on customary perceptions of females' capabilities and gender-role congruence, a higher female proportion within teams did not adversely influence teams' early perceived potency, later social cohesion, or observers' assessments of teamwork. Consistent with theory regarding gender and abilities, however, a higher female proportion within teams contributed to better team problem solving but led to slightly worse team results on physically demanding tasks. In addition, teams' early perceived potency contributed positively to early task proficiency and later social cohesion. Furthermore, teams' social cohesion contributed positively to externally observed teamwork while controlling for task proficiency. We discuss implications of these findings for theory and practice. 相似文献
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With increasing recognition of the health and psychosocial challenges in developing countries, more research in these countries is essential. Research collaborations between wealthier and less wealthy countries are, however, complex. A partnership model has been proposed which emphasizes the importance of mutually respectful and beneficial relationships in international research. Using an example of a mother‐infant intervention project in South Africa we describe the elements of an equitable partnership model of research. An issue which has been overlooked, however, is the reality of power differentials within the poorer countries themselves. We show that there are many intersecting levels of relationships within intercountry research, and suggest that power dynamics within countries deserves equal attention as international issues. Based on our experiences, we present some tentative guidelines for international research which builds long‐term capacity and recognizes the importance of multiple levels of analysis and interaction. 相似文献
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The question of whether U.S. employment discrimination laws apply to international employers is complex and involves multiple sources of legal authority including U.S. statutes, international treaties, and the laws of non-American host countries. This article provides detailed and simplifying guidance to assist employers in working through that complexity. Based on an examination of 98 federal courts cases, this article identifies and explains 8 general guidelines for determining when U.S. laws apply to international employers (e.g., U.S. employees working abroad or "foreign" employees working in the United States). These guidelines are incorporated into an organizing framework or "decision tree" that leads employers through the various decisions that must be made to determine whether U.S. discrimination laws apply in a wide range of international employment situations. Guidance for industrial and organizational (I-O) psychologists who advise international employers is provided and summarized in terms of general recommendations and conclusions. 相似文献