Schedule control, supervisor support and work engagement: A winning combination for workers in hourly jobs?

The changing natures of both work and the lives of the U.S. workforce have created an array of challenges for organizations attempting to foster work engagement. To accommodate the work and family needs of an increasingly diverse workforce, many firms are offering flexible work solutions to employees. However, the distribution of these types of organizational resources is unequal, with workers in lower-wage hourly jobs having the least access to any form of flexibility. The purpose of this paper is to examine the relationship of schedule control, as a form of flexible work practice, and work engagement among workers employed in hourly retail jobs. Authors tested a model whereby the relationship between schedule control and work engagement is mediated by schedule satisfaction and perceived supervisor support. A sample of 1343 full-time hourly retail workers was used to address the study's purpose. Hypothesized relationships were fully or partially supported. Implications for research and practice are discussed.     

When half a face is as good as a whole: Effects of simple substantial occlusion on visual and audiovisual speech perception

The visible movement of a talker's face is an influential component of speech perception. However, the ability of this influence to function when large areas of the face (~50%) are covered by simple substantial occlusions, and so are not visible to the observer, has yet to be fully determined. In Experiment 1, both visual speech identification and the influence of visual speech on identifying congruent and incongruent auditory speech were investigated using displays of a whole (unoccluded) talking face and of the same face occluded vertically so that the entire left or right hemiface was covered. Both the identification of visual speech and its influence on auditory speech perception were identical across all three face displays. Experiment 2 replicated and extended these results, showing that visual and audiovisual speech perception also functioned well with other simple substantial occlusions (horizontal and diagonal). Indeed, displays in which entire upper facial areas were occluded produced performance levels equal to those obtained with unoccluded displays. Occluding entire lower facial areas elicited some impairments in performance, but visual speech perception and visual speech influences on auditory speech perception were still apparent. Finally, implications of these findings for understanding the processes supporting visual and audiovisual speech perception are discussed.     

Racial/ethnic differences in the criterion-related validity of cognitive ability tests: a qualitative and quantitative review

The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation ( = .33, N = 903,779), average correlations were lower for Black samples ( = .24, N = 112,194) and Hispanic samples ( = .30, N = 51,205) and approximately equal for Asian samples ( = .33, N = 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.     

Using multiple-exemplar training to teach a generalized repertoire of sharing to children with autism

The current study examined the utility of multiple-exemplar training to teach children with autism to share. Stimuli from 3 of 4 categories were trained using a treatment package of video modeling, prompting, and reinforcement. Offers to share increased for all 3 children following the introduction of treatment, with evidence of skill maintenance. In addition, within-stimulus-category generalization of sharing was evident for all participants, although only 1 participant demonstrated across-category generalization of sharing. Offers to share occurred in a novel setting, with familiar and novel stimuli, and in the presence of novel adults and peers for all participants during posttreatment probes.     

Are two narcissists better than one? The link between narcissism, perceived creativity, and creative performance

The current research examines the link between narcissism and creativity at the individual, relational, and group levels of analysis. It finds that narcissists are not necessarily more creative than others, but they think they are, and they are adept at persuading others to agree with them. In the first study, narcissism was positively associated with self-rated creativity, despite the fact that blind coders saw no difference between the creative products offered by those low and high on narcissism. In a second study, more narcissistic individuals asked to pitch creative ideas to a target person were judged by the targets as being more creative than were less narcissistic individuals, in part because narcissists were more enthusiastic. Finally, a study of group creativity finds evidence of a curvilinear effect: Having more narcissists is better for generating creative outcomes (but having too many provides diminishing returns).     

Stanford-Binet and WAIS IQ differences and their implications for adults with intellectual disability (aka mental retardation)

Stanford-Binet and Wechsler Adult Intelligence Scale (WAIS) IQs were compared for a group of 74 adults with intellectual disability (ID). In every case, WAIS Full Scale IQ was higher than the Stanford-Binet Composite IQ, with a mean difference of 16.7 points. These differences did not appear to be due to the lower minimum possible score for the Stanford-Binet. Additional comparisons with other measures suggested that the WAIS might systematically underestimate severity of intellectual impairment. Implications of these findings are discussed regarding determination of disability status, estimating prevalence of ID, assessing dementia and aging-related cognitive declines, and diagnosis of ID in forensic cases involving a possible death penalty.     

A metaphoric evaluation: students' self‐appraisal at the end of the course year

This article focuses on an exercise to facilitate students' self‐evaluation at the end of a course year. It describes an externalizing technique using objects as metaphors . Although developed in the context of a foundation level course, it is equally relevant for evaluating learning at any stage.     

Team capability beliefs over time: Distinguishing between team potency,team outcome efficacy,and team process efficacy

Teams that have positive beliefs about their capability tend to perform more effectively. However, relatively little is known about the nature and change of different types of team capability beliefs. Team potency and team efficacy are two approaches to understanding team capability beliefs, but few studies have considered these beliefs simultaneously. We investigate their distinctiveness and relative predictive power. Additionally, we propose two types of team efficacy: team outcome efficacy and team process efficacy. In two longitudinal samples of executive MBA study teams (sample 1, N=213 individuals in 41 teams; sample 2, N=360 individuals in 89 teams), we showed that team potency, team outcome efficacy, and team process efficacy are factorially distinct and measure invariant at four time points over 7 months (except for high levels of team outcome efficacy for which factorial invariance emerged). We also show differential predictive validity. Team outcome efficacy was the strongest predictor of objective team performance, whereas team process efficacy was the best predictor of citizenship behaviours. Team potency predicted both outcomes, albeit more weakly. Collectively, the findings show the value of a more fine‐grained approach to teams' capability beliefs, including a new validated measure of team process efficacy.     

Issues in Data Management

Data management raises a number of issues, both regulatory and non-regulatory. Researchers should understand how data are defined by their particular institutions and regulatory authorities. Data are the bases of scientific communication and provide a strong defense against allegations of scientific misconduct. Authorization is often necessary before collection of data can commence. Proper handling, retention, and storage of data, especially that involving humans, are crucial for the researcher. Data ownership by the institution leads to a responsibility by the institution to educate all its researchers in responsible data management practices.