How Does It Feel to Be a Star?

Over the past three decades, research on the social dimensions of emotions has grown exponentially, particularly in the area of “emotion management.” In this project, we will attempt to add to this body of research by studying the social aspects of labeling or “instantiating” feelings. The data for the project come from televised red-carpet interviews conducted with celebrities immediately prior to awards ceremonies. By focusing on the generic aspects of the emotional claims-making put forth by interviewers and interviewees, we demonstrate how the labeling of emotions is an interpretive, interactive task.

Right-hemisphere reading in a case of developmental deep dyslexia

The right-hemisphere hypothesis of deep dyslexia has received support from functional imaging studies of acquired deep dyslexia following damage to the left cerebral hemisphere, but no imaging studies of cases of developmental deep dyslexia, in which brain damage is not suspected, have been reported. In this paper, we report the first evidence of right hyperactivation in an adult case of developmental deep dyslexia. Hyperactivation was observed in the right inferior frontal cortex during functional magnetic resonance imaging (fMRI) of the oral reading of imageable content words and nonwords to which imageable lexical responses were frequently made. No evidence of right hyperactivation was observed in the oral reading of function words, nor during the naming of imageable words in response to pictured objects. The results reveal strategic and selective use of right-hemisphere functions for particular types of written stimuli. We propose that children with developmental deep dyslexia compensate for their lack of phonological skills by accessing right-hemisphere imageable associations that provide a mnemonic for linking written forms to spoken names.     

Pragmatic post‐structuralism (I): participant observation and discourse in evaluating violence intervention

This paper discusses the process and merits of a post‐structuralist approach to participant observation and describes the use of this research strategy in evaluating a community based ‘stopping violence’ programme. While the participant observation research strategy is commonly employed as a ‘process evaluation’ method (Rossi and Freeman, 1993 ) it's role within a distinctly post‐structuralist programme is a novel application of a well‐established research strategy. This has significant implications for how social scientists may approach both participant observation and evaluation in the future. Copyright © 2001 John Wiley & Sons, Ltd.     

Fairness Perceptions of Employee Promotion Systems: A Two-Study Investigation of Antecedents and Mediators

The present research provided a test of the Ferris, Buckley, and Allen (1992) model depicting the antecedents and consequences of promotion systems in organizations. A 2-study design is utilized to investigate the role of promotion system characteristics as mediating the relationship between organizational factors, environmental factors, and job factors/employee characteristics and perceptions of organizational justice and advancement opportunity. Results provide convergence of support for the model across both studies. Implications of the results and directions for future research are discussed.     

A Note on the Nonlinearity of the Age-Job-Satisfaction Relationship

Research assessing the relationship between age and job satisfaction has typically provided mixed results. Inherent problems including limited samples and a failure to control for tenure and affective disposition have potentially contributed to these conflicting results. Moreover, a significant concern has been researchers' focus on detecting linear effects alone. In the current study, we statistically controlled for gender, supervisor and position tenure, quadratic tenure terms, and affective disposition (NA and PA) based on previous research regarding the relationship between these variables and job satisfaction. Finally, we used hierarchical polynomial regression to assess the form of the age-satisfaction relationship. Results confirmed that a U shape best characterized the relationship between age and job satisfaction. Implications of these findings as well as directions for future research are discussed.     

A Multi‐Source,Multi‐Study Investigation of Job Performance Prediction by Political Skill

Political skill is a social effectiveness construct with a demonstrated capacity to predict job performance. However, because performance prediction research in this area to date has made exclusive use of self‐reports of political skill, and due to frequent distrust of self‐ratings of constructs in important personnel decisions, there is a need to investigate how multiple alternative sources of political skill and job performance measures relate, thus raising both theoretical and methodological issues. In three studies, employing a triadic data collection methodology, and utilising both cross‐sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict job performance ratings measured by assessor A (i.e. Hypothesis 1b).     

The influence of unionization on job satisfaction and work perceptions

Unionized and nonunionized processing employees were compared on their perceptions of job characteristics and different facets of satisfaction. In addition, the relationship between job characteristics and job satisfaction were compared for unionized and nonunionized samples. Jobs generally were not significantly different in relation to job challenge for the two groups, but nonunionized employees reported higher levels of some satisfaction measures. The correlations between job characteristics and job satisfaction were stronger in the unionized sample. Implications of the present results and suggestions for further research are discussed.This article is based on research presented at the meeting of the Industrial Relations Research Association at Chicago, December, 1987.The author would like to thank James Martin for his help on this project.