RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY?

Given considerable racial differences in voluntary turnover ( Bureau of Labor Statistics, 2006 , Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro-diversity work climate perceptions would correlate most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and Whites (Hypothesis 1), and that organizational commitment would mediate these interactive effects of race and diversity climate perceptions on turnover intentions (Hypothesis 2). Results from a sample of 5,370 managers partially supported both hypotheses, as findings were strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel.     

EDUCATION AND THE EVOLUTION OF SOCIETY

Various systemic aspects of animal and human minds are explored. Formulation of a replicative evolutionary model of the mind is presented which is based upon the recognition of this entity as a component system. It can be demonstrated that interactions of neurons have replicative organization. It was concluded that intelligent activity of the animal brain manifest itself in producing and maintaining a kind of environmental model. The environmental model is a higher organization above the level of neurons, its basic functional units are called concepts. Each single concept consists of three parts: (1( cue; (2) referential‐structure; and (3) behavioral‐instructions. Interactions among the various concepts of the brain create a concept‐superstructure which behaves as a dynamic replicative component system in controlling animal and human actions. It is assumed that selection operating in the replicative process of concept making which acts as the main factor in creating ontogenetic variability of behavior. The essential process of learning is selection of concepts generated by the brain and in that way the construction of the evolutionary dynamic concept‐superstructures of the brain's environmental model.     

JOHN HENRY NEWMAN AND WILLIAM FROUDE,F.R.S.

I discuss John Henry Newman's correspondence with William Froude, F.R.S., (1810–79) and his family. Froude remained an unbeliever, and I argue that Newman's disputes with him about the ethics of belief and the relationship between religion and science not only reveal important aspects of his thought, but also anticipate modern discussions on foundationalism, the ethics of beliefs and scientism.     

THE IMPACT OF MOTIVATION,EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT

This study advances research on macro human resource management by examining collective commitment as a mediator of motivation, empowerment, and skill‐enhancing practices and aggregate voluntary turnover. Findings from 20 top HR managers and 1,748 employees in 93 different job groups suggest collective affective commitment independently mediates the negative relationships between motivation and empowerment‐enhancing practices and aggregate voluntary turnover. Human resource practices functioning to enhance the knowledge, skills, and abilities of the workforce are positively associated with voluntary turnover but are not mediated by collective affective commitment. Functionally, this paper resolves the divergent thinking of 4 streams of research regarding HR practices, collective commitment and aggregate turnover. The implications for macro‐HRM theory and practice are discussed.     

IS THERE METHOD TO THE MADNESS? EXAMINING HOW RACIOETHNIC MATCHING INFLUENCES RETAIL STORE PRODUCTIVITY

This article considers the efficacy of matching the racioethnicity of employees and the customer base as a human resource strategy within service organizations. Despite being advocated widely, the literature on its effectiveness is scant and riddled with conflicting findings. We revisit the theoretical rationale underlying this strategy, formulate new theory, and introduce the demographic representativeness construct (i.e., the congruence between employee and customer base profiles) to the organizational literature to test our hypotheses. Using multisource data pertaining to 739 stores of a U.S. retailer, the results indicate a positive effect of racioethnic representativeness on productivity, which is accounted for by improved customer satisfaction. Moreover, additional analyses showed this indirect relationship to be more pronounced in stores with larger minority customer bases.     

ADAM SMITH AND THE POSSIBILITY OF SYMPATHY WITH NATURE

Abstract:  As J. Baird Callicott has argued, Adam Smith's moral theory is a philosophical ancestor of recent work in environmental ethics. However, Smith's "all important emotion of sympathy" (Callicott, 2001, p. 209) seems incapable of extension to entities that lack emotions with which one can sympathize. Drawing on the distinctive account of sympathy developed in Smith's Theory of Moral Sentiments , as well as his account of anthropomorphizing nature in "History of Astronomy and Physics," I show that sympathy with non-sentient nature is possible within a Smithian ethics. This provides the possibility of extending sympathy, and thereby benevolence and justice, to nature.