Protest,Exit, or Deviance: Adjunct University Faculty Reactions to Occupational Rank‐Based Mistreatment1

University faculty hired for short‐term contracts rated occupational rank‐based mistreatment; as well as willingness to protest, leave their position, or engage in workplace deviance. How respondents reacted to mistreatment was shaped by identification with their occupational rank and source of mistreatment (administrators or colleagues). Administrative mistreatment increased willingness to protest and engage in workplace deviance for respondents who were less identified; faculty mistreatment decreased willingness to protest. Respondents who identified more with occupational rank were less sensitive to differences in mistreatment. These data suggest that if the mistreatment source “fits” the intergroup context, people will challenge the situation, but if it does not fit respondent expectations, collective challenge is less likely, particularly among people who identify less with their group.     

Authorship Credit and Ethical Guidelines

This article examines the literature concerning problems in the assignment of authorship credits resulting from collaborative research within and between psychological, counseling, and medical professions. In addition to previously cited reasons for the proliferation of multiauthored articles, we argue that the determination of authorship is correlated with the ethical standards of the professional organization to which a researcher belongs. Thus, possible conflicts between collaborators can spring from two sources: (a) ambiguous language regarding authorship in an ethical code within a discipline and (b) lack of guidelines for working across disciplines, especially if individual collaborators have competing goals and expectations.     

THE PRACTICE OF COMPETENCY MODELING

The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services: competency modeling. The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2-year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10-dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.     

The Communicated Perspective‐Taking Rating System and links to well‐being in marital conflict

Research highlights the importance of perspective taking as a cognitive ability. A growing body of research also suggests that communicated perspective taking (CPT)—or how interactional partners acknowledge, attend to, and confirm each others' perspectives during interactions—enables collaborative sense‐making of shared difficulties with significant links to individual and relational health. The purpose of the current study was to further operationalize the construct and to test the relation between CPT and well‐being in married couples' (n = 80) conversations about conflict. The Communicated Perspective‐Taking Rating System (CPTRS) was developed and tested as a reliable observational system. Findings indicate that husbands' CPT predicted wives' relational satisfaction, and wives' CPT predicted husbands' relational satisfaction. Implications and future applications of the CPTRS are discussed.