Hysterectomy as Viewed by Mexican Women and Men

This study explored the views of Mexican men and women concerning hysterectomy. We studied 120 women and 135 men between the ages of 36 and 55. Women had not had a hysterectomy and men were married to a woman without a hysterectomy. The most negative views about hysterectomy were women’s suppositions about male perceptions, but only among people with a limited educational background. This group was more likely to believe that women who undergo hysterectomy are incomplete, rejected by their partners, and experience emotional changes. These findings are discussed in light of sociocultural features.     

How individualism–collectivism orientations predict happiness in a collectivistic context

We discuss how individualistic/collectivistic orientations of employees predict affective well-being at work, and how this relationship is moderated by the perceptions of spirit of camaraderie in organizations. The sample comprises 161 employees of 109 organizations operating in Portugal, a collectivistic culture. The findings suggest that: (a) collectivistic individuals show higher affective well-being than individualists; (b) this relationship is moderated by the employees’ perceptions of the spirit of camaraderie in their organizations; (c) higher affective well being levels tend to be experienced by collectivists who find working in an organizational context to be rich in spirit of camaraderie, and lower levels of affective well being are expressed by individualists who perceive poor spirit of camaraderie in their working environments. The paper emphasizes that employee happiness can have different bases in different cultures and that individualism/collectivism orientations do not operate in the same way in different cultural and organizational contexts. We are very grateful to the three anonymous reviewers for their helpful comments and suggestions.     

The Conception of Synthetic Entities from a Personalist Perspective

Science and Engineering Ethics - Synthetic biology opens up the possibility of producing new entities not found in nature, whose classification as organisms or machines has been debated. In this...     

Organisational Justice and Citizenship Behaviors: A Study in the Portuguese Cultural Context

Theoretical and empirical evidence suggests that justice and organisational citizenship behaviors (OCB), as well as the relationship between them, are not culture free. However, most studies have been carried out in parts of Asia and Northern Europe, and especially in the USA, shedding little understanding on the dynamics of justice and OCB in less‐studied contexts. We show how four dimensions of organisational justice predict four dimensions of OCB in an under‐studied context—Portugal, a feminine, collectivistic, high power distance and low performance‐oriented culture—a profile that is antipodal to that of US culture. A sample of 269 employees reported their justice perceptions, their OCBs being described by supervisors. The findings suggest that: (a) employees are more sensitive to the interactional dimensions of justice than to the procedural and distributive ones; (b) among the interactional dimensions, the interpersonal one is more predictive of some OCB dimensions than the informational one. Des données théoriques et empiriques suggèrent que la justice et les comportements de citoyenneté organisationnelle (OCB), tout comme la relation entre eux, ne sont pas sans base culturelle. Toutefois, la plupart des études ont été menées dans certaines parties de l’Asie, de l’Europe du Nord, et plus particulièrement aux USA, ce qui restreint la compréhension des dynamiques de la justice et des OCB qui peuvent être appréhendés dans d’autres contextes. Nous montrons comment 4 dimensions de la justice organisationnelle prédisent 4 dimensions des OCB dans un contexte peu étudié—le Portugal, une culture féminine, orientée vers la collectivité, avec une forte distance au pouvoir et de faibles performances—, un profil aux antipodes de la culture américaine. Chacun des 269 employés de l’échantillon indique ses perceptions de la justice, ses OCB ont été décrits par ses supérieurs. Les résultats montrent que (a) les employés sont plus sensibles aux dimensions interactionnelles de la justice qu’à celles procédurales et distributives (b) parmi les dimensions interactionnelles, l’interpersonnelle est plus prédictive de certaines dimensions des OCB plutôt que l’informationnelle.     

128 Halftone patterns for printing gray-level images on a laser printer

This paper presents a set of 128 halftone patterns on an 8 × 8 block size. The patterns have been designed to produce an acceptable gray-scale rendition when the halftone is seen from a distance and, at the same time, to allow comparisons to be made among the intensity values of individual pixels at a closer look. A Pascal program is also presented that produces halftones on an HP Laserjet+ laser printer, and sample halftones are shown. Finally, a method is proposed that prevents images digitized with a 4:3 aspect ratio from being distorted when halftones are printed at the usual 1:1 aspect ratio.     

Race Differences on a Reading Comprehension Test With and Without Passages

Previous research has found that test takers can score above chance level on reading comprehension tests even when the passages are omitted. The present research investigated whether the effect would vary as a function of race. In Study 1, 386 participants completed a reading test with the passages omitted. General mental ability and race were significantly correlated with test performance. In Study 2, 827 job applicants completed the test as part of an entry-level selection battery. Eliminating items for which large race differences existed in Study 1 had no real effect on the size of the Black-White mean difference.     

DIVERSITY AND COMMUNALITY IN VENEZUELA AROUND THE CONCEPTS OF PROGRESS AND WORK: THEIR EFFECTS ON ORGANIZATIONS

Venezuela has experienced quite a rapid rate of change at mid century but has not been able to attain real economic development. Yet the desirability of progress is a commonly shared value, although there are important differences within the society; for example, in the ways in which work is conceived, or the degree to which the common Latin American values are ascribed. Besides, the concern with power, which is also identified as important within Venezuelan society and often gets combined with the socio-centric values into ‘political partisanship’, is a factor affecting organizational functioning, particularly in the public sector. Examples are given of unsuccessful and successful organizations, pointing out the need to take into account the commonalities and diversities in values identified within the society in the search of organizational alternatives more viable within the particular context.