THE CLIMATE FOR WOMEN IN ACADEMIC SCIENCE: THE GOOD, THE BAD, AND THE CHANGEABLE

Deficits theory posits that women scientists have not yet achieved parity with men scientists because of structural aspects of the scientific environment that provide them with fewer opportunities and more obstacles than men. The current study of 208 faculty women scientists tested this theory by examining the effect of personal negative experiences and perceptions of the workplace climate on job satisfaction, felt influence, and productivity. Hierarchical multiple regression results indicated that women scientists experiencing more sexual harassment and gender discrimination reported poorer job outcomes. Additionally, perceptions of a generally positive, nonsexist climate, as well as effective leadership, were related to positive job outcomes after controlling for harassment and discrimination. We discuss implications for the retention and career success of women in academic science.     

Effectiveness of virtual reality for pediatric pain distraction during i.v. placement.

The objective of this study was to test the efficacy and suitability of virtual reality (VR) as a pain distraction for pediatric intravenous (i.v.) placement. Twenty children (12 boys, 8 girls) requiring i.v. placement for a magnetic resonance imaging/computed tomography (MRI/CT) scan were randomly assigned to two conditions: (1) VR distraction using Street Luge (5DT), presented via a head-mounted display, or (2) standard of care (topical anesthetic) with no distraction. Children, their parents, and nurses completed self-report questionnaires that assessed numerous health-related outcomes. Responses from the Faces Pain Scale-Revised indicated a fourfold increase in affective pain within the control condition; by contrast, no significant differences were detected within the VR condition. Significant associations between multiple measures of anticipatory anxiety, affective pain, i.v. pain intensity, and measures of past procedural pain provided support for the complex interplay of a multimodal assessment of pain perception. There was also a sufficient amount of evidence supporting the efficacy of Street Luge as a pediatric pain distraction tool during i.v. placement: an adequate level of presence, no simulator sickness, and significantly more child-, parent-, and nurse-reported satisfaction with pain management. VR pain distraction was positively endorsed by all reporters and is a promising tool for decreasing pain, and anxiety in children undergoing acute medical interventions. However, further research with larger sample sizes and other routine medical procedures is warranted.     

Competence to make treatment decisions in anorexia nervosa: thinking processes and values

This paper explores the ethical and conceptual implications of the findings from an empirical study of decision-making capacity in anorexia nervosa. In the study, ten female patients aged 13 to 21 years with a diagnosis of anorexia nervosa, and eight sets of parents, took part in semi-structured interviews. The purpose of the interviews was to identify aspects of thinking that might be relevant to the issue of competence to refuse treatment. All the patient participants were also tested using the MacCAT-T test of competence. This is a formalised, structured interviewer-administered test of competence, which is a widely accepted clinical tool for determining capacity. The young women also completed five brief self-administered questionnaires to assess their levels of psychopathology.The issues identified from the interviews are described under two headings: difficulties with thought processing, and changes in values. The results suggest that competence to refuse treatment may be compromised in people with anorexia nervosa in ways that are not captured by traditional legal approaches or current standardised tests of competence.     

Still another confounded face in the crowd

Experiments using schematic faces developed by Öhman (Öhman, Lundqvist, &; Esteves, 2001) seem to document an anger-superiority effect, although we have come to question these experiments. Our work shows that the low-level features of these schematic faces interact with the face’s surround to produce effects that have been attributed to facial affect. Using relatively neutral faces that preserved the feature and surround spatial relationships of angry and happy schematic faces, we produced reaction times (RTs) that were indistinguishable from those found with angry and happy faces. We also found that the target face’s position within the crowd determined the magnitude of the advantage for angry faces as well as for relatively affect-neutral faces. Removing the facial surround reduces the advantage for angry faces, largely by improving performance on happy faces. There was an apparent small advantage for angry features without a surround. öhman faces avoid the problems associated with modified grayscale faces only to introduce an equally troubling confound.     

Explorations in the Meanings of Excellence and Its Importance for Counselors: The Culture of Excellence in the United States

Contemporary narratives of excellence embody the competitive striving and achievement themes underlying the idea of American exceptionalism. The author examines excellence through Aristotle's (trans. 2002) Nicomachean Ethics. An overemphasis on winning or excelling can undermine general human excellence and harm well‐being. Counselors are encouraged to embrace general human excellence and to challenge narratives of excellence.     

Choosing to Report: Characteristics of employees who report the counterproductive work behavior of others

Managers typically expect employees to report counterproductive work behavior (CWB) when they see or have knowledge of other employees engaging in such acts. However, the degree to which individuals actually report CWB to company officials has not been addressed in the literature. Previous research has also not explored the personality traits, attitudes, and workplace behaviors of those employees who report CWB on the part of others. Hence, we conducted 2 studies with 2 independent samples to provide information on both of these points in an effort to assist organizations in curbing negative workplace acts and in making more informed personnel selection decisions.