RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.     

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.     

PUBLICATION BIAS: A CASE STUDY OF FOUR TEST VENDORS

This article has 2 goals. First, we discuss publication bias and explain why it presents a potential problem for industrial and organizational psychology. After reviewing the traditional failsafe N, or file drawer analysis, we introduce a more sophisticated method of publication bias analysis (trim and fill), which has been developed in the medical literature but is largely unfamiliar to industrial and organizational psychology researchers. Second, we demonstrate trim and fill by applying it to validity information reported in the technical manuals of 4 test vendors. In doing so, we assess the likelihood that criterion-related validity information provided by test publishers may overestimate test validity. In our analysis of 18 validity distributions, we found evidence of either no or minimal bias for 2 of the vendors' distributions and evidence of moderate-to-severe bias in at least 1 distribution from each of the other 2 vendors. In both cases in which publication bias was found, we noted instances in which the publishers tended to report only statistically significant correlations and that this practice was detected using publication bias methodology.     

A SUDDEN SURPRISE OF THE SOUL: THE PASSION OF WONDER IN HOBBES AND DESCARTES

Philosophy begins in wonder, according to Plato and Aristotle. However, they did not expand a great deal on what precisely wonder is. Does this fact alone not raise curiosity in us as to why this passion is important? What is its role in our thinking except to end as soon as one begins conceptually delimiting its nature? The thinkers Thomas Hobbes and René Descartes both expanded upon earlier brief articulations of wonder in natural, supernatural and practical ways. By means of an historical and philosophical examination of these two early modern thinkers, this article hopes to begin to answer the question: ‘What is wonder?’     

THE RETURN OF THE NATURALISTIC FALLACY: A DIALOGUE ON HUMAN FLOURISHING

In response to the proposal justifying the morality of homosexual acts offered by Todd A. Salzman and Michael G. Lawler, this paper seeks to make intelligible the reasoning used by the New Natural Law Theory and others that arrives at the opposite conclusion. This article proposes to explore the weaknesses in the arguments offered in justification. By proposing an expanded notion of human nature so as to include sexual orientation as one of the factors from which to draw moral norms, the authors have adopted the central proposition of the Old Natural Law Theory defended by Francisco Suarez and others, viz., that human nature as such was a fit source from which to draw moral norms. Thus the New Natural Law Theory, formulated by Germain Grisez to answer the charge of the naturalistic fallacy, has curiously found itself being refuted by a reformulation of the Old Natural Law Theory. This article seeks to show how the proportionalistic reasoning used by Salzman and Lawler leads inevitably to a revival of the naturalistic fallacy.     

An Evaluation of the Psychometric Properties and Criterion Validity of the Religious Social Support Scale

This study evaluates the psychometric properties and criterion validity of the Religious Social Support (RSS) Scale in a diverse, representative community sample of new mothers ( N = 1,156). Results indicated that two factors best represented the RSS. Criterion validity was established by demonstrating that the RSS was associated with relational and health outcomes. However, these associations were reduced to statistical insignificance once a general measure of social support was included as a covariate. There were no indications that race moderated either the psychometric properties of the RSS or the relationships between social support and outcomes. Qualitative analyses indicated that religious social support is a salient construct in the lives of women that we studied and suggested ways to improve future developments of RSS scales.     

LANGUAGE,MIND, AND WORLD: CAN'T WE ALL JUST GET ALONG?

Abstract: This article addresses recent claims made by Richard Rorty about antirepresentationalist theories of meaning. Rorty asserts that a faithful rendering of the core antirepresentationalist assumptions precludes even revised pieces of representationalist semantics like “refers” or “true” and epistemological correlates like “answering to the facts.” Rorty even asserts that such notions invite reactionary authoritarian elements that would impede the development of a democratic humanism. I reject this claim and assert that such notions (suitably constructed) pose no greater threat to democratic humanism than the alternatives and in fact are crucial to its maintenance and continuing success. These notions (suitably constructed) reflect a metatheoretical stance that I call “openness,” which I believe lies at the heart of both democratic humanism and the pragmatism from which Rorty claims to take his inspiration.     

FROM PAPER TO PIXELS: MOVING PERSONNEL SURVEYS TO THE WEB

Practitioners are not adequately prepared to handle concerns related to the acceptability of the online survey medium from the worker's viewpoint because the literature has only begun to address this issue. This study assessed reactions to Web-based questionnaires while moving an organization's climate survey online. Initial questions, posed via a paper-and-pencil instrument, gathered opinions concerning online surveys ( n = 437). A Web-based climate survey was then created and piloted (n = 98). Afterwards, die finalized instrument was administered ( n = 403), and a follow-up questionnaire was disseminated ( n = 175) to further gauge workers' reactions. Despite some initial anonymity concerns, most personnel were amenable to online surveying, and the Web-based medium did not appear to discourage participation from any subgroup (based on gender, race, military versus civilian classification, and workgroup size comparisons). This article, which is intended for practitioners considering the transition to Web-based surveys as well as those interested in evaluating and improving current Web-based survey processes, outlines issues regarding online survey implementation, offers a tool for evaluating survey software, and concludes with lessons learned and avenues for future research/practice.