TEAMS' FEMALE REPRESENTATION AND PERCEIVED POTENCY AS INPUTS TO TEAM OUTCOMES IN A PREDOMINANTLY MALE FIELD SETTING

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.     

Insiders and outsiders: Levels of collaboration in research partnerships across resource divides

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.     

APPLYING U.S. EMPLOYMENT DISCRIMINATION LAWS TO INTERNATIONAL EMPLOYERS: ADVICE FOR SCIENTISTS AND PRACTITIONERS

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.     

AN INVESTIGATION OF THE RELATIONSHIP BETWEEN SAFETY CLIMATE AND MEDICATION ERRORS AS WELL AS OTHER NURSE AND PATIENT OUTCOMES

Safety climate has been shown to be associated with a number of important organizational outcomes. In this study, we take a broad view of safety climate—one that includes not only the development and adherence to safety protocols, but also open and constructive responses to errors—and investigate correlates within the health care industry. Drawing on a random, national sample of hospitals, the results revealed that safety climate predicted medication errors, nurse back injuries, urinary tract infections, patient satisfaction, patient perceptions of nurse responsiveness, and nurse satisfaction. As hypothesized, the relationship between safety climate and both medication errors and back injuries was moderated by the complexity of the patient conditions on the unit. Specifically, the effect of the overall safety climate of the unit was accentuated when dealing with more complex patient conditions.     

Intimacy in young adulthood as a predictor of divorce in midlife

Using an Eriksonian‐based measure ( E. H. Erikson, 1963 ), the Inventory of Psychosocial Development ( A. Constantinople, 1969 ), this longitudinal U.S. study explored the extent to which an individual’s potential for intimacy in young adulthood predicted divorce by midlife. Intimacy was defined as the potential to establish close relationships involving high levels of communication, closeness, and commitment. Marital status 34 years after college graduation was obtained from 167 participants (M age = 55.1 years, 60% male, 30% divorced) originally tested in college in 1966–1968 in the United States. Hierarchical logistic regression revealed a significant Gender × Intimacy interaction in predicting marital status at midlife. Women but not men with low intimacy in college had higher risk of divorce in midlife in the sample.     

LINKING O*NET JOB ANALYSIS INFORMATION TO JOB REQUIREMENT PREDICTORS: AN O*NET APPLICATION

This is an exploratory study that examined the possible application of the job component validity (JCV) model to identify potential employee selection instruments and to determine job requirement levels from O*NET job analysis data, following a research paradigm established with the Position Analysis Questionnaire (PAQ). Job requirements were measured by mean aptitude test scores on the General Aptitude Test Battery (GATB), and the ratings on the O*NET Generalized Work Activities (GWAs) were selected as representative O*NET job analysis data. Multiple correlation coefficients ranging from .35 to .89 were found when predicting mean GATB test scores from GWAs. Similar to JCV research some 30 years ago, predictions were strongest for cognitive aptitudes and weakest for manual dexterity. The data were examined under both rational and cross-validated empirical models. The results have positive implications for the development of a database that would support JCV estimates derived from O*NET job analysis data and allow practitioners to use O*NET data to help identify useful employee selection instruments.     

Open Questions and the Manifest Image

The essay argues that, on their usual metalinguistic reconstructions, the open question argument and Frege's puzzle are variants of the same argument. Each are arguments to a conclusion about a difference in meaning; each deploy compositionality as a premise; and each deploy a premise linking epistemic features of sentences with their meaning (which, given certain meaning‐platonist assumptions, can be interpreted as a universal instantiation of Leibniz's law). Given these parallels, each is sound just in case the other is. They are, in fact, unsound. The essay first argues that reformulations of these arguments directly in terms of Leibniz's law are unsound and then that subarguments of the metalinguistic versions are unsound for structurally similar reasons. Finally, given how the theory/observation distinction is deployed in linguistic practice, the meaning‐platonist assumptions are shown to be optional. Shouldn't philosophers be permitted to rise above faith in grammar? All due respect for governesses–but hasn't the time come for philosophy to renounce the faith of governesses? FRIEDRICH NIETZSCHE, Beyond Good and Evil, 1886