Relational framework improves transitive inference across age groups

Transitive inference is a complex task, conducive to the use of multiple strategies. We investigated whether transitive inference accuracy can be improved by biasing strategy choice towards a proposition-based approach that relies on the extraction of relations among stimuli. We biased strategy choice by using familiar stimuli with known relations that tap prior knowledge. Semantic information led to increased accuracy for younger and older adults, and increased awareness of stimulus relations. Increased age was associated with reduced awareness. Awareness accounted for the variability in performance accuracy to a greater extent than age, as aware older and younger adults showed similar accuracies on all conditions. The current work indicates that age differences in performance can be minimized by providing semantically meaningful stimuli that bias participants to use a relational proposition-based approach.     

An Opposing Process Model of Benevolent Sexism

An Opposing Process Model outlining the pathways through which individual differences in Benevolent Sexism (BS) simultaneously enhance and attenuate support for gender equality of income and employment opportunity is presented. Results from a New Zealand electoral sample (N?=?336) indicated that BS predicted Hostile Sexism (HS), and thus indirectly opposition toward gender-related policies (a hierarchy-enhancing effect). For women, BS also directly predicted attitudes toward gender equality in the opposing, supportive direction (a hierarchy-attenuating effect). Analyses of a 9-month longitudinal sample of undergraduate women substantiated these results (Study II; N?=?170). In stable societies, the dual opposing effects of BS seem to form a system where hierarchy-enhancing and hierarchy-attenuating processes tend toward homeostasis or equilibrium within the population.     

Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach

Purpose  

This study extends the research on counterproductive work behavior (CWB) by examining the psychological contract breaches that trigger employee CWB. Specifically, we explored the relationship between transactional and relational contract breach and five forms of CWB (abuse, production deviance, sabotage, theft, and withdrawal). Further, we considered the role of situational and individual factors that mitigate CWB engagement and examined the moderating effects of organizational policies meant to deter CWB and personality (conscientiousness, agreeableness, and emotional stability).     

Narcissism and the non-equivalence of self-esteem measures: A matter of dominance?

Previous research reveals a substantial degree of variability in the extent to which narcissism (as measured by the Narcissistic Personality Inventory or NPI; Emmons, 1987) and self-esteem (measured using a variety of self-report scales) are associated. Data from 329 college students provided support for the hypothesis that the variability in associations between narcissism and different measures of self-esteem may be explained in part by the degree to which a given self-esteem measure is related to dominance. These results have important implications for research on narcissism and self-esteem, as well as the broader issue of how self-esteem is conceptualized and measured in psychological research.     

Future Perspectives on Employee Selection: Key Directions for Future Research and Practice

Les recherches sur la sélection et l'évaluation sont abordées d'un point de vue tourné vers l'avenir. On recense quatre grand thèmes d'importance majeure dans le développement des futures recherches: la prédiction bimodale, l'adaptation polyvalente, les réactions et décisions pertinentes et les tensions entre la recherche et la pratique dans la sélection professionnelle. Pour chacun de ces thèmes, nous soulevons certains problèmes qui restent à traiter. On discute enfin des conséquences sur la patique et les avancées actuelles dans le domaine de la sélection, traditionnellement l'une des plus actives des disciplines centrales de la psychologie internationales du travail.
A future-oriented perspective for selection and assessment research is presented. Four superordinate themes of critical import to the development of future research are identified: (i) bimodal prediction, (ii) multilevel fit, (iii) applicant reactions and decision making, and (iv) tensions between research and practice in employee selection. Under each theme we pose a number of outstanding questions for research. Implications for practice and the ongoing advancement of the sub-field of selection, traditionally one of the most robust core disciplines in international IWO psychology, are discussed.     

Modern Maladies of the Self: Borrowed Selves and Collective Faith

Cultures give rise to and support different kinds of self-constructions and types of faith. In this article I argue that particular Western beliefs and values can give rise to modern maladies of self and faith—borrowed selves and collective faith. Borrowed selves reveal a fundamental insecurity or anxiety that comes from a felt lack of possessing or owning the attributions of one's identity, which in turn shapes the very relationships and faith upon which identity is linked. More specifically, I identify two distinct, though related, manifestations of borrowed selves—normotic selves and nomadic selves—and their concomitant types of collective faith—merged faith and eclectic-autonomous faith. Both self-constructions and types of faith manifest persons' specific stance with regard to community and its traditions, and both are fueled by an unconscious anxiety and a belief in what I call relativistic individualism.     

Toward an Integrated Model of Applicant Faking Behavior1

The present research tested a model that integrated the theory of planned behavior (TPB) with a model of faking presented by McFarland and Ryan (2000) to predict faking on a personality test. In Study 1, the TPB explained sizable variance in the intention to fake. In Study 2, the TPB explained both the intention to fake and actual faking behavior. Different faking measures (i.e., difference scores and social desirability scales) tended to yield similar conclusions, but the difference scores were more strongly related to the variables in the model. These results provide support for a model that may increase understanding of applicant faking behavior and suggest reasons for the discrepancies in past research regarding the prevalence and consequences of faking.     

Non‐instrumental voice and extra‐role behaviour

The instrumental power associated with voicing opinions to an authority was manipulated to observe the effects upon subsequent discretionary, extra‐role behaviours. In two experiments, the provision of non‐instrumental voice increased extra‐role behaviours above a no voice condition. Experiment 2 also showed that this relationship was mediated by procedural‐justice perceptions, but not respect from, or social identification with, the group. The implications of these data for current theory, as well as the possible moderating role of social identification, are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Experimental studies of sequential selection and assignment with relative ranks

We study a class of sequential selection and assignment problems in which a decision maker (DM) must sequentially assign applicants to positions with the objective of minimizing expected cost. In modeling this class of problems, we assume that on each period the DM is only informed of the rank of the present applicant relative to the applicants that she previously observed and assigned. We first present the optimal decision policy that we subsequently use as a normative benchmark, and then report results from three experiments designed to study sequential assignment behavior. In comparing the aggregate results from all three experiments to the optimal decision policy, we identify a systematic bias, called the middleness bias, to over‐assign applicants to intermediate positions. The results also reveal a strong bias for early applicants to be over‐assigned to important positions. Copyright © 2006 John Wiley & Sons, Ltd.     

Physician job satisfaction across six major specialties

A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to job satisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important factors for their personal job satisfaction. Regression analyses were run to determine the role of each of the 18 critical factors in predicting job satisfaction. Dissimilar to the self-report, the five most significant predictors were sense of accomplishment, creativity, income satisfaction, security, and autonomy. Additional regression analyses were run using the 18 critical factors to predict job satisfaction across the six major medical specialties. Significant factors varied greatly depending on specialty area, suggesting that physician job satisfaction may be better understood in terms of specialty rather than as a whole.