Accidental Atheists? Agent‐Based Explanations for the Persistence of Religious Regionalism

This article outlines a new approach to the study of religious commitment. Starting with a variant on Schelling's classic model of mobility and segregation, we develop a multi-agent religion simulation (MARS) that incorporates insights from theories of religious choice, social influence, and preference formation. Compared to standard statistical methods, MARS does a better job of linking individual choices and collective outcomes. In particular, it demonstrates that stable regional patterns require a balanced combination of attachment to personal identity and adaptation to the social environment.     

The Professionalization of Faculty at Religious Colleges and Universities

As faculty become defined more by the professional norms of their discipline, the potential for conflict with the faith-based norms of religious colleges and universities should increase. Survey responses from over 1,900 faculty at six religious colleges and universities show that most faculty members support including religious criteria in hiring, contrary to professional, disciplinary norms, but most faculty reject religious constraints on academic freedom, conforming to professional norms. These seemingly conflicting positions are reconciled by a high level of commitment to the integration of faith and learning.     

PERSONALITY DIMENSIONS EXPLAINING RELATIONSHIPS BETWEEN INTEGRITY TESTS AND COUNTERPRODUCTIVE BEHAVIOR: BIG FIVE,OR ONE IN ADDITION?

Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N = 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.     

FIELD MEASURES OF STRENGTH AND FITNESS PREDICT FIREFIGHTER PERFORMANCE ON PHYSICALLY DEMANDING TASKS

Recruits from 9 consecutive fire academy classes were assessed on a battery of strength and endurance measures at Weeks 1, 7, and 14 of training. Regression analyses using Week 1 measures indicated that strength variables were the primary predictors of performance on physically demanding firefighting tasks assessed at the completion of training. Incremental validity was obtained with the addition of aerobic capacity, which produced more accurate performance distinctions among recruits with high strength levels. Results showed predictive validity and linearity throughout the upper range of strength and endurance levels, but evidence of an increased drop-off in performance for recruits with strength levels below the male 25th percentile. Structural equation modeling, a more powerful and comprehensive approach to validation than traditional regression, provided strong support for the construct validity of general strength and endurance as predictors of firefighter performance on physically demanding fire suppression and rescue tasks.     

A developmental model of decisions to withhold relational irritations in romantic relationships

Intimacy in romantic relationships is argued to influence both the outcomes of decisions about whether to withhold relational irritations from partners and the role of various conflict avoidance motives in these decisions. A study of college students involved in dating relationships revealed a curvilinear association between perceptions of intimacy and the frequency of decisions to withhold irritations. Specifically, intimacy was negatively correlated with the proportion of Unexpressed irritations across low and average levels of intimacy; however, intimacy was unrelated to decisions to withhold irritations across higher levels of intimacy. Length of involvement in a relationship was negatively correlated with the proportion of unexpressed irritations within relatively non intimate relationships only. Finally, the effect of three conflict avoidance motives on decisions to withhold irritations varied with the perceived intimacy of relationships. In particular, reporting a lack of intimacy in the relationship as a reason for withholding irritations was positively correlated with the proportion of unexpressed irritations when intimacy was low, but negatively correlated with the proportion of unexpressed irritations when level of emotional commitment was high. In contrast, reporting either fear of consequences or the lack of importance of the problem as motives for withholding irritations was unrelated to the proportion of unexpressed irritations when intimacy was low, but was positively Correlated with withholding when intimacy was high. These results suggest that the phenomenological experience of conflict management decisions changes in substance throughout the life of the romantic relationship.     

SENIORITY: A REVIEW OF ITS LEGAL AND SCIENTIFIC STANDING

Though an important and widespread industrial relations concept, seniority has been a neglected subject of study by behavioral scientists. The purpose of this paper is to emphasize the importance of the topic by reviewing seniority's legal status in the management of human resources. Further, while there is little research on seniority per se, conjecture and empirical study on the concept's salient behavioral dimensions, viz., tenure and reward, were reviewed. Suggestions were offered for the methodological and theoretical aspects of future research on seniority.