What Happens on the Field Stays on the Field: Exploring the Link between Football Player Penalties and Criminal Arrests

Research in organizations has tended to focus only on performance in the workplace and until recently has not paid much attention to behavior outside of the workplace. Conversely, the limited research on crime in the National Football League (NFL), the type of organization we study, has focused largely on misbehavior off-the-field. We confluence these lines of research by focusing on both on-duty and off-duty behaviors. We examine the relationship between on-duty behavior, measured through both the number of penalties and total penalty yards accumulated by an NFL player, as well as their off-duty behavior, measured through criminal arrests. Findings show that a higher number of penalties and a higher total number of penalty yards is associated with more total arrests, more nonviolent arrests, but has no effect on violent arrests. These findings hold in the regular but not post-season.     

Effects of Group Functional Behavior-Based Cognitive-Behavioral Therapy for Obsessive-Compulsive Behavior in a Youth With Autism Spectrum Disorder

Individuals with Autism Spectrum Disorder (ASD) often present with comorbid Obsessive Compulsive Behaviors (OCBs), but little research exists on effective intervention for OCBs. Using a single-case experimental design, this study highlights the efficacy of a Group Functional Behavior-based Cognitive-Behavior Therapy (Fb-CBT) to reduce OCBs in an 11-year-old youth with ASD. Tailored to the individual needs of this youth, Fb-CBT included traditional CBT components (e.g., psychoeducation, cognitive-behavioral skills training, and exposure and response prevention) coupled with functional behavior assessment and intervention. Time-series parent report data and standardized measures showed clinically significant decreases in OCBs, an increase in psychosocial functioning, and high consumer satisfaction.     

The effect of the order in which episodic autobiographical memories versus autobiographical knowledge are shared on feelings of closeness

Autobiographical memories (AMs) can be used to create and maintain closeness with others [Alea, N., &; Bluck, S. (2003). Why are you telling me that? A conceptual model of the social function of autobiographical memory. Memory, 11(2), 165–178]. However, the differential effects of memory specificity are not well established. Two studies with 148 participants tested whether the order in which autobiographical knowledge (AK) and specific episodic AM (EAM) are shared affects feelings of closeness. Participants read two memories hypothetically shared by each of four strangers. The strangers first shared either AK or an EAM, and then shared either AK or an EAM. Participants were randomly assigned to read either positive or negative AMs from the strangers. Findings suggest that people feel closer to those who share positive AMs in the same way they construct memories: starting with general and moving to specific.     

Personality patterns of physicians in person-oriented and technique-oriented specialties

This study investigated differences in personality patterns between person-oriented and technique-oriented physicians. It tested an integrative framework by converting the scores on the Personality Research Form (PRF) to the Big-Five factors and built a predictive model of group membership in clinical specialty area. PRF scores from 238 physicians (153 person-oriented and 85 technique-oriented) were used for this retrospective study. Significant personality differences between group means existed for seven of the traits on the PRF and two Big-Five factors. Results of a stepwise discriminant analysis indicated that two PRF traits and one Big-Five factor had the greatest ability to discriminate between person-oriented and technique-oriented physicians. Findings of this study provide support for establishing personality profiles of physicians interested in person-oriented versus technique-oriented specialties. Examining personality differences among male and female physicians is discussed as an area for future research.     

Demand for Certified Human Resources Professionals in Internet‐Based Job Announcements

We tested empirically whether potential employers require and/or prefer human resources (HR) professionals who hold an HR certification. We analyzed each of 1873 HR job announcements available over a 1‐week period on http://monster.com , http://hotjobs.yahoo.com , http://careerbuilder.com , and http://shrm.org . Results showed that only nine (i.e., .48%) job announcements stated that there was a requirement and only 70 (i.e., 3.73%) job announcements stated that there was a preference for job applicants with any type of HR certification. In spite of the low overall demand for certified HR professionals, results indicated that the demand is slightly higher for jobs posted on http://shrm.org , certain job titles (e.g., HR Director, HR Generalist), HR specialty areas (e.g., employee relations, general HR), industries (e.g., manufacturing), and for jobs requiring more years of HR job experience. Overall, results suggest that the field of HR needs to do a better job of gathering evidence about validity, utility, and lack of adverse impact regarding the use of certification in selection and assessment decision making. Once this evidence is collected, employers may perceive HR certification as a more critical signal of a job applicant's future contributions.     

When Me versus You Becomes Us versus Them: How Intergroup Competition Shapes Ingroup Psychology

Throughout evolutionary history, intergroup competition has been an influential part of social life. Although the topic has received substantial empirical attention among social psychologists, the majority of that work has focused on how ingroup and outgroup members regard one another. Only recently have researchers begun examining how intergroup rivalry changes that way that ingroup members perceive and relate to one another. New findings suggest that a variety of within‐group processes are influenced by the presence of a rival outgroup. In general, altruistic cooperation and prosocial motives increase among ingroup members when their group competes against another. The relationship between leaders and followers also shifts in response to intergroup rivalry: rather than wielding their power for selfish purposes, leaders prioritize the needs of their group. On the flip side, followers’ choice of leader changes, preferring males during times of intergroup competition but females in the absence of competition. Given the substantial impact of intergroup competition on ingroup processes, future research should continue to deepen the field’s knowledge of this topic. Additionally, the scope of research should be broadened to capture the effect of intergroup competition on ingroup dynamics, such as performance and group outcomes.     

Source memory for action in young and older adults: self vs. close or unknown others

The present study examines source memory for actions (e.g., placing items in a suitcase). For both young and older adult participants, source memory for actions performed by the self was better than memory for actions performed by either a known (close) or unknown other. In addition, neither young nor older adults were more likely to confuse self with close others than with unknown others. Results suggest an advantage in source memory for actions performed by the self compared to others, possibly associated with sensorimotor cues that are relatively preserved in aging.     

Putting motion in emotion: Do dynamic presentations increase preschooler's recognition of emotion?

In prior research, preschoolers were surprisingly poor at naming the emotion purportedly signaled by prototypical facial expressions—when shown as static images. To determine whether this poor performance is due to the use of static stimuli, rather than dynamic, we presented preschoolers (3-5 years) with facial expressions as either static images or dynamic audiovisual clips. Dynamic clips presented face alone (Study 1, N = 48) or face, body movement, and vocal intonation (Study 2, N = 72). Contrary to expectations, dynamic presentation did not increase children's naming of the emotion in either study and decreased it in Study 1.     

Gender Differences in U.S. College Students�� Fear for Others

This study examines U.S. college students?? fear of crime for others and uses the ??doing gender?? perspective to help explain gender differences. A sample of 931 college students (421 male students/510 female students and 605 White students/326 Black students) under the age of 30 from a Southeastern public university provided information on fear of crime, fear for others, and other variables often associated with fear of crime. When splitting the sample by gender, results suggest that both male and female college students fear for others, but do so in very different ways. While male students?? fear for others was associated with their personal characteristics (race, age and parental status) and whether they lived with an intimate, female students?? fear for others was most influenced by constrained behaviors and personal fear of crime. Additionally, when testing race specific models, there were not enough minority men to split the sample for men. However, when separating the sample by race for women only, the model generally did not work for non-White women, while the model worked well for White women. Overall, the results suggest that younger individuals?? fear of crime for others is gendered, associated with living status for men and personal fear for women and that racial differences among men and women should be examined in the future.     

Opting out or denying discrimination? How the framework of free choice in American society influences perceptions of gender inequality

American women still confront workplace barriers (e.g., bias against mothers, inflexible policies) that hinder their advancement at the upper levels of organizations. However, most Americans fail to recognize that such gender barriers still exist. Focusing on mothers who have left the workforce, we propose that the prevalent American assumption that actions are a product of choice conceals workplace barriers by communicating that opportunities are equal and that behavior is free from contextual influence. Study 1 reveals that stay-at-home mothers who view their own workplace departure as an individual choice experience greater well-being but less often recognize workplace barriers and discrimination as a source of inequality than do mothers who do not view their workplace departure as an individual choice. Study 2 shows that merely exposing participants to a message that frames actions in terms of individual choice increases participants' belief that society provides equal opportunities and that gender discrimination no longer exists. By concealing the barriers that women still face in the workplace, this choice framework may hinder women's long-term advancement in society.