Potential Job Facilitation Benefits of “Water Cooler” Conversations: The Importance of Social Interactions in the Workplace

This study looked at the extent to which personality and cultural factors predicted participants’ perceptions of the importance private interactions played in the workplace. The 134 participants read a vignette (where a new employee socially interacted at low or high levels with co-workers) and completed the Big Five Inventory, Social Axioms Survey, and questions concerning expected workplace experiences. Results indicated employees who engaged in high levels of private interaction with co-workers were expected to be better liked, to receive better performance evaluations, were more likely to receive co-worker assistance, and were thought to be more likely chosen for future projects. However, the personality and social axiom variables studied did not significantly interact with social interaction to influence expectations of workplace outcomes.     

The Relationship Between Racial Identity Status Attitudes and Acculturation Among Chinese and Korean Americans: A Criterion Profile Analysis

This study tested the relationship between racial identity and acculturation among 223 Asian Americans self‐identifying as Chinese American or Korean American. Findings showed within‐group variations among the study participants with regard to their racial identity status attitudes and acculturation. Using criterion profile analysis, the authors found 2 distinctive criterion profiles of racial identity status attitudes that significantly related to higher levels of acculturation among Chinese American and Korean American participants. Implications for multicultural counseling, racial identity, and acculturation research are discussed. Este estudio puso a prueba la relación entre identidad racial y aculturación entre 223 individuos asiático‐americanos que se identifican a sí mismos como chino‐americanos o coreano‐americanos. Los resultados mostraron variaciones dentro del miso grupo entre los participantes del estudio en cuanto a su aculturación y sus actitudes hacia el estatus de su identidad racial. Usando un análisis de perfil de criterio, los autores encontraron 2 perfiles de criterio distintivos para las actitudes hacia el estatus de identidad racial que estaban relacionados significativamente con niveles más altos de aculturación entre los participantes chino‐americanos y coreano‐americanos. Se discuten las implicaciones para investigaciones sobre consejería multicultural, identidad racial y aculturación.     

Perceptions of Nepotism Beneficiaries: The Hidden Price of Using a Family Connection to Obtain a Job

Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.

     

Atomic imaging of the interface between M23C6-type carbide and matrix in a long-term ageing polycrystalline Ni-based superalloy

Besides the well-known cube-on-cube orientation relationship (OR) between M₂₃C₆ carbide and matrix, we have determined a new OR named as the twin-related OR in a long-term ageing Ni-based superalloy on the basis of the extensive and detailed electron diffraction analyses. Furthermore, by means of atomic-resolution high angle annular dark-field imaging technique which is implemented in the aberration-corrected scanning transmission electron microscope, we elucidated the interfacial characteristics between M₂₃C₆ and matrix for above two types of ORs. Taking into account of the interfacial characteristics, we propose that the twin-related OR possesses a higher total interfacial energy. Thus, its frequency of occurrence is lower than that of the cube-on-cube OR though both ORs are usually seen in the long-term ageing samples.     

An essentialism perspective on intercultural processes

Essentialist theories are the beliefs that there are immutable essences underlying observed differences between social groups (e.g. racial group, cultural group). This paper reviews the intergroup dynamics and intrapersonal processes associated with essentialism. It also explores the interplay between the two. By explicating the intricate relationship between these psychological processes, the current paper aims to advance our understanding of intergroup relations and identify their implications for the study of multiculturalism. We posit that although the commonly observed negative intergroup outcomes, such as prejudices and biases, can be the byproducts of basic cognitive processes associated with essentialist theories, the social power dynamics in a given society also play important roles in shaping the relationships between essentialism and intergroup outcomes. We then discuss the implications of this understanding to our increasingly multicultural world.