Popular images of grandparents: Examining young adults’views of their closest grandparents

Young adults (N= 171) first judged the extent to which 13 stereotyped images of grandparents typified their perceptions of their own closest grandparent and then judged the extent to which they believed the average other viewed these same stereotypes as characteristic of his or her closest grandparent. Compared to those whose relationships with their closest grandparent were emotionally distant, participants who felt close to their closest grandparent reported significantly more favorable own grandparent attitudes. In addition, stereotypes that portrayed the grandparent as loving and supportive were especially diagnostic of the emotional quality of respondents’relationships with their closest grandparents. Comparing judgments of own grandparents with judgments of the average other's grandparent, there was no evidence of own-grandparent superiority among not-close participants’responses. In contrast, close participants demonstrated own-grandparent superiority in their judgments of negative, but not positive, stereotypes.     

HEARING IT THROUGH THE GRAPEVINE: THE INFLUENCE OF SOURCE, LEADER-RELATIONS, AND LEGITIMACY ON SURVIVORS' FAIRNESS PERCEPTIONS

This study developed and tested a model of survivors' fairness perceptions. Data on leader-member relations and affective commitment was collected from 217 R&D professionals approximately 15 months prior to a major layoff. A second wave of data assessed source of layoff announcement, legitimacy of the organizational account, and procedural and distributive fairness 1 month after the layoff occurred. Results of path analysis confirmed hypothesized relationships, and the variance accounted for in distributive and procedural fairness was 24% and 48%, respectively. Procedural fairness was higher for survivors who were informed of impending layoffs by their managers. However, this effect was stronger for high than for low leader-member exchange (LMX) employees. Legitimacy of the account was positively related to procedural fairness. Distributive fairness was indirectly related to the independent variables through procedural fairness. Affective commitment of 78 of the original respondents was assessed approximately 24 months after the layoff. Post-layoff affective commitment was significantly related to procedural but not to distributive fairness perceptions. The findings underscore the critical role of direct supervisors in layoff announcements as well as providing evidence of the long-term effects of procedural fairness on survivor commitment.     

SIGNIFICANCE TESTS AND CONFIDENCE INTERVALS FOR THE ADVERSE IMPACT RATIO

The two most common methods for assessing adverse impact, the four-fifths rule and the z -test for independent proportions, often produce discrepant results. These discrepancies are due to the focus on practical versus statistical significance, and on differing operational definitions of adverse impact. In order to provide a more consistent framework for evaluating adverse impact, a new significance test is proposed, which is based on the same effect size as the four-fifths rule. Although this new test was found to have slightly better statistical power under some conditions, both tests have low power under the typical conditions where adverse impact is assessed. An alternative to significance testing would be to report an estimate of the adverse impact ratio along with a confidence interval indicating the degree of precision in the estimate.