Effects of facial features and styling elements on perceptions of competence,warmth, and hireability of male professionals

ABSTRACT

Few studies investigated the effects of facial characteristics on stereotyping in the business context. Using a 2 (beard/no beard) x 2 (acne/no acne) x 2 (tie/no tie) x 2 (eyeglasses/no eyeglasses) between subjects’ design, two representative samples of 364 and 711 participants rated different stimuli of male subjects on dimensions of competence, warmth and hireability. Based on 4,215 observations, results show acne has a negative and eyeglasses a positive effect on both competence and warmth. Wearing a necktie has a positive effect on competence and a negative effect on warmth. Finally, beardedness has a negative effect on warmth. We also observe that competence has a greater effect on hireability than warmth. We discuss the findings in the context of theoretical and managerial implications for male job applicants as well as HR practices.     

Book reviews

GEORGE J. STACK. Berkeley's Analysis of Perception. New York: Humanities Press, 1972. Pp. 1–165. Indexed. $7.50 (paper)     

Feasibility,acceptability and future adaptation of the Chinese translated Behavioural activation (C-BA) treatment for depression: A pilot study

Background: Although depression is prevalent among Chinese international students (CIS), only 4% of CIS seek treatment. Behavioural activation (BA) has been suggested as a culturally sensitive treatment for depression that has the potential to meet the clinical needs of CIS. The current pilot study tested the feasibility, acceptability and themes for future cultural adaptations of a Chinese translated BA treatment (C-BA) among CIS. Methods: Six CIS with elevated depressive symptoms (Beck Depression Inventory, BDI ≥ 14) completed a six-session individual C-BA treatment and assessments at pre- and post-treatment and a 1-month follow-up. Primary outcome measures included treatment feasibility, acceptability and qualitative interview data informing future adaption of C-BA. Exploratory analyses examined group changes in depressive symptoms over time and clinically significant symptom changes on individual levels. Results: All participants found the treatment to be highly feasible and culturally acceptable, and were highly engaged in the treatment. Themes of future cultural adaptions were generated from the qualitative interviews. Significant decreases in depressive symptoms were observed at a one1-month post-treatment follow-up assessment. Conclusions: Preliminary evidence suggests that C-BA has the potential to be a culturally sensitive treatment for depression among CIS. CIS demonstrated openness to psychotherapy and high treatment engagement.     

Under Reporting of Suicide Ideation in US Army Population Screening: An Ongoing Challenge

Previous research in US Army Soldiers shows rates of mental health concerns as two to four times higher on anonymous surveys than on postdeployment health assessments. In this study, Soldiers presenting for health reassessment completed two questionnaires on suicide risk factors: one linked to the health assessment and one anonymous. About 5.1% of respondents reported suicide ideation on the anonymous questionnaire, 3.0% on the linked questionnaire, and 0.9% on the health reassessment. About 56.4% who reported suicide ideation anonymously told nobody of their thoughts. Current screening procedures identify only one in seven Soldiers experiencing suicide ideation and highlight the need for alternative risk‐detection strategies.     

We Welcome Refugees? Understanding the Relationship between Religious Orientation,Religious Commitment,Personality, and Prejudicial Attitudes toward Syrian Refugees

ABSTRACT

Approximately 5 million refugees have been displaced since the start of the Syrian civil war in 2011. In 2016, the refugee crisis reached deadly proportions, causing many Syrians to flee their homes in search of asylum. Individual responses to refugees differed as Syrians attempted to resettle throughout the world. Research has shown that religious orientation (intrinsic, extrinsic, quest), religious commitment, and personality traits can help explain prejudicial attitudes toward outgroups. The purpose of this study is to examine the role that personality and religion play in predicting prejudicial attitudes toward Syrian refugees in the United States. The study’s sample consists of 844 participants recruited during the height of the Syrian refugee crisis. Participants completed online surveys through Amazon’s Mechanical Turk. Results of hierarchical regression indicated that personality explained about 14% of the variance in prejudicial attitudes; specifically, Extroversion and Conscientiousness were positively related to prejudice, whereas Agreeableness was negatively related. Religious commitment and religious orientation explained an additional 0.8% to 2.5% variance, respectively, in prejudicial attitudes above and beyond personality. We discuss implications of findings for future research and practice.     

“Walking the talk”: the role of frontline supervisors in preventing workplace accidents

ABSTRACT

Most existing safety research focuses on climate and leadership, with most leadership studies investigating transformational leadership, which is likely to be more impactful when exhibited by executives that by frontline supervisors. Therefore, focusing on frontline supervisors, we investigate how leaders who “walk the talk”, by directly modelling safety behaviours, might encourage subordinates to behave more safely. Using a three-level sample consisting of 579 employees and their supervisors working in 161 groups within 53 organizations, we test a multisource multilevel indirect effects model. Results indicate that safety climate and supervisors modelling safety compliance explain unique variance in safety outcomes. We then addressed an unanswered question concerning whether safety climate is best conceptualized as a group or organizational-level phenomenon, finding that the group-level assessment of safety climate explained more variance in safety outcomes than the organizational-level assessment of safety climate. Both sets of results are consistent with social information processing theory and social learning theory, which highlight the immediate social environment’s influence on employees’ behaviour.