Thinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selection

Recent studies suggest that the form of some personality–performance relationships may be curvilinear, meaning that traditional top-down selection is inefficient in capitalizing on underlying personality–performance relationships. This study examines how mean performance is affected by how well the selection method is aligned with the nature of personality–criterion relationships. A simulation manipulated the linearity or nonlinear inflection point of predictor–criterion relationships, and several selection approaches were implemented that varied in level of congruence with these relationships. Results indicate that incongruence can produce notable decrements in mean performance under some conditions. Some evidence also suggests that decrements can be greater when linearity is assumed but relationships are nonlinear (vs. when nonlinearity is assumed but relationships are linear), selection ratios are smaller, and a single predictor is used.     

Eating Disorders in African American Girls: Implications for Counselors

Given the recent focus on eating disorders in children, it is imperative that counselors consider eating concerns that affect children of all racial and ethnic groups and hence are effective in working with this population. The author discusses risk factors that potentially contribute to eating disorders in African American girls given their unique socialization experiences as racial and ethnic minorities. Also, the author provides strategies for developing effective and culturally responsive counseling interventions to work with this population.     

Is it just me,or was that sexist? The role of sexism type and perpetrator race in identifying sexism

ABSTRACT

Despite sexism occurring frequently, people often do not identify it as such. Using a vignette design, the current project explored whether sexism was identified at a different rate and intensity depending on the specific form of sexism enacted (hostile or benevolently sexist behavior) and race (Black or White) of the man perpetrating sexist behaviors. When a Black man engaged in a benevolently (paternalistic) sexist behavior he was perceived as more sexist than a White man. However, White and Black men were perceived similarly when they engaged in a hostile (overtly negative and derogatory) sexist behavior. Overall, female participants identified sexism more often and viewed it as more sexist than male participants did, especially in the context of benevolent sexism. These findings suggest there are significant effects of perceiver gender and perpetrator race in the perception of sexism. This demonstrates the importance of examining both race- and gender-based discrimination together.     

GENDER STEREOTYPES AND WOMEN'S REPORTS OF LIKING AND ABILITY IN TRADITIONALLY MASCULINE AND FEMININE OCCUPATIONS

Gender stereotypes were examined for their causal influence on women's reported liking for and perceived ability to succeed in traditionally masculine and feminine occupations. One hundred twenty-one women were assigned to either a gender-stereotype activation or filler task and then completed measures of liking for, and perceived ability to succeed in, traditionally masculine and feminine occupations. Strongly gender-identified women showed significantly greater liking for feminine occupations in the stereotype-activation condition than in the control condition. However, more weakly identified women did not show the same effect. In contrast, women weak in gender identification reported an increase in perceived ability for feminine occupations when stereotypes were activated than in the control condition. Activating gender stereotypes did not shift reported liking or perceived ability in traditionally masculine occupations. These results demonstrate the theoretical and practical importance of gender stereotypes on women's career-related attitudes.