The Persistence of Inoculation in Conferring Resistance to Smoking Initiation Among Adolescents

The authors previously reported the results of an investigation into the potential of inoculation to promote resistance to smoking onset in young adolescents. Inoculation videos were administered to 1,047 adolescents in a midwestern city. Results for the first year indicated that inoculation promotes resistance to smoking initiation but only among adolescents of low self-esteem. This report follows up the first-year results in an effort to assess the permanence of the initial effects. The results during the second year revealed main effects for inoculation on attitudes, suggesting modest persistence for the initial pretreatments, and a weak interaction effect in the fall, which dissipated by spring. In addition, the pattern of results suggests that if resistance approaches are to have a chance of success in smoking prevention they must target young adolescents at the point of transition from primary (elementary) to secondary (middle or junior high) school. Beyond this pivotal juncture, adolescents’attitudes opposing smoking quickly deteriorate, therefore rendering the resistance paradigm inappropriate.     

ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS?

This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial-level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applicant performance nor was applicant–interviewer similarity with regard to gender and race. These findings address past inconsistencies in research on demographic similarity effects in employment interviews and demonstrate the value of using highly structured interviews to minimize the potential influence of applicant demographic characteristics on selection decisions.     

Intercultural Effectiveness,Authoritarianism, and Ethnic Prejudice

This study examined the extent to which intercultural effectiveness dimensions (cultural empathy, open‐mindedness, social initiative, emotional stability, flexibility) and right‐wing authoritarianism (RWA) predicted the ethnic prejudice of 166 Australian respondents toward Indigenous Australians. Intercultural effectiveness was assessed on the Multicultural Personality Questionnaire, and RWA was assessed on the RWA scale, whereas ethnic prejudice was measured on the Modern Racism Scale. The results revealed that intercultural effectiveness (open‐mindedness, flexibility, cultural empathy) was inversely related to ethnic prejudice, with open‐mindedness being the main predictor. Intercultural effectiveness was also inversely related to RWA, the latter being directly related to ethnic prejudice. The implications of these findings for the potential role of intercultural effectiveness in combating ethnic prejudice are discussed.     

Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job‐related outcomes for both groups, but particularly for minority members.     

Second‐Generation Leader Categorization Research: How Subordinates' Self‐ and Typical Leader Perceptions Moderate Leader Categorization Effects

Leader categorization theory proposes that the more leaders match their subordinates' cognitive image (prototype) of an ideal leader the easier it is for subordinates to “categorize” them as leaders and consequently follow their leadership. Based on self‐concept research, we extend this perspective and argue that the relationship assumed in leader categorization theory should be stronger when subordinates perceive themselves to represent the ideal leader prototype. Further, this moderating effect should be stronger when subordinates perceive the ideal leader prototype to not only be an abstract ideal category, but one that is generally also met in reality; i.e., when it is met by typical leaders. Findings of a cross‐sectional study with employees in Germany (N = 297) support both predictions.     

Self-Presentation and Exercise

Preliminary research indicates that self-presentation may be an important antecedent and consequence of physical activity because it may affect people's exercise cognitions, attitudes, and behaviors. The specific purposes of this article were to review the literature on self-presentational processes with regard to (a) exercise behavior, (b) motivation to engage in physical activity, (c) the characteristics of the exercise environment, (d) subjective responses to acute exercise, and (e) the effects of exercise interventions on self-presentational concerns. Implications of a self-presentational perspective for examining exercise adherence and developing physical activity interventions are discussed.     

Knock,knock, anybody home? Psychological availability as link between work and relationship

This research investigated how negative and positive residuals of the workday spill over into the partner relationship. To unravel the mechanism of this spillover, this study introduces the concept of “psychological availability,” which refers to the individual's ability and motivation to direct psychological resources at the partner. A survey was conducted among 313 Dutch dual‐earner couples with children, using dyadic data analysis to analyze both partners simultaneously in 1 model. Psychological availability mediated the link between negative and positive work‐related residuals (i.e., work‐related negative mood, exhaustion, rumination and work‐related positive mood and vigor, respectively) and marital behavior. The findings suggest that partners' workday residuals spill over into the marital relationship through being more or less psychologically available for each other.     

Directed Evolution

Though we humans are immensely more gifted than other animals, yet we are not the outcome of an inevitable selection of the 'fittest'. Nor on the other hand is our importance diminished by our evolutionary inheritance. Besides, we are already here! Faith in inevitable progress is a 'scientific', not a Christian, delusion. We realise that the universe has its own rules and complications which intrude on our lives and often thwart our choices. It is therefore legitimate to talk of chance, but we often fail to appreciate the real significance of this word. Chance is not a cause; in essence it refers to our own consciousness that we are immersed in circumstance, and it has no reality without our own purposiveness. Thus chance is not some blind and indifferent or even hostile cosmic mystery; it is the occasion of our own responses, and it even offers the opportunity of human growth. Just as we accept the laws (and dangers) of physics (e.g. gravitation), as the framework of our ordered existence, so also we may accept the surprises of chance without any despairing conclusion either from our latest researches in astronomy or from a fatal accident in the street.