Perceptions of Sexual Harassment in the Workplace

This study attempted to test assumptions derived from the sex-role spillover model of sexual harassment developed by Gutek and Morasch (1982). One hundred fourteen male and 120 female undergraduates were asked to read scenarios describing potentially sexually oriented behaviors toward women in three different types of job settings (job types: female dominated, male dominated, and mixed). The independent variables were (a) the status difference between the supervisor and subordinate (small vs. large), (b) job type, (c) sex of subject, and (d) sex type of subject (same-sexed, cross-sexed, androgynous, or undifferentiated). The results indicated that ambiguous behaviors are perceived as being more sexually harassing in male dominated and mixed settings than in female dominated settings. The implications for future theory and research on sexual harassment are discussed.     

Computer-Assisted Career Guidance and Single-Subject Research: A Scientist-Practitioner Approach to Accountability

In this article the author discusses how computer-assisted career counselors can become more accountable for their services by using intensive research designs. An overview of computer-assisted career guidance (CACG) is presented, and the relevance of the scientist-practitioner model is discussed. Applicable single-subject research, including simple and complex phase changes, alternating treatment designs, and replication are presented with examples for accountable CACG counseling. If your client has changed, how do you know it? —Jerry Schmidt To understand individuals, it is necessary to study individuals. —Leo Goldman     

Beliefs And Creative Performance: Relationships Across Three Tasks

Creative work occurs on novel, ill‐defined tasks. By virtue of their ambiguity and complexity, however, creative tasks allow the situation to be construed in a number of ways. Accordingly, one might argue that beliefs, as interpretive structures, would be related to performance on creative problem‐solving tasks. To test this proposition, a battery of measures was developed to assess people's beliefs. Subsequently, 195 undergraduates were asked to work on three creative problem‐solving tasks. When quality and originality ratings, reflecting performance on the creative problem‐solving tasks, were regressed on the beliefs, multiple correlations in the low .40s were obtained. It was found that beliefs consistent with the nature of the task were those most likely to be related to performance. The implications of these findings are discussed with respect to the role of beliefs in shaping people's creative problem‐solving activities.     

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.