The Transportation Scale–Short Form (TS–SF)

One popular concept to capture the experience of being immersed into the world of a story is that of transportation. This article examines the factorial validity of the Transportation Scale (TS) and introduces a short and psychometrically sound alternative for the assessment of transportation. Exploratory bifactor modeling in Study 1 (N = 179) provided support for the hypothesized factor structure of the original TS with three facets and a general transportation factor. Based on these analyses, a six-item short version of the scale, the Transportation Scale–Short Form (TS–SF), was developed. Study 2 (N = 131 and N = 246) as well as Study 3 (N = 301) corroborated the short form's factorial structure, reliability, and validity.     

The Influence of Paratext on Narrative Persuasion: Fact,Fiction, or Fake?

The present research examined the role of personality factors and paratextual information about the reliability of a story on its persuasiveness. Study 1 (N = 135) was focused on recipients' explicit expectations about the trustworthiness/usefulness and the immersiveness/entertainment value of stories introduced as nonfiction, fiction, or fake. Study 2 (experimental, N = 186) demonstrated that a story was persuasive in all three paratext conditions (nonfiction, fiction, or fake versus belief‐unrelated control story) and that its influence increased with the recipients' need for affect. Participants' need for cognition increased the difference in persuasiveness of a nonfictional versus a fake story. Additional mediation analyses suggest that fiction is more persuasive than fake because readers of fiction get more deeply transported into the story world.     

Men and Women Supervisors' Job Responsibility,Job Satisfaction,and Employee Monitoring

A gender-based job responsibility framework emphasizing job satisfaction and employee monitoring is presented in this study and is tested using a national sample of 2,607 supervisors representing a variety of industries. Overall, the path analysis indicated that male managers reported greater perceived responsibility than did female managers. Findings also indicated that perceived responsibility was positively related to both job satisfaction and employee monitoring. The limitations of the study are highlighted, and the managerial implications of the results and suggestions for future research are presented.     

<Emphasis Type="Italic">Revolutionary Becomings</Emphasis>: Negritude's Anti-Humanist Humanism

In this paper I establish an alliance between the thought of Frantz Fanon and Gilles Deleuze's Philosophy of Difference. In light of Fanon's critique of Sartre's characterization of the place of the Negritude movement in terms of dialectic, I point to the inherent limitations of modern humanism's dialectical accounts for enabling genuine historical change. Alternatively, I appeal to Deleuze's distinction between history and becoming, and his concomitant idea of intensive becoming-revolutionary. I conclude that such an alliance with Deleuzian metaphysics holds far greater promises for effecting Fanon's revolutionary project of the creation of a new humanity (and therefore, of a new ethics and a new politics) than his traditional assimilation to Phenomenology and Existentialism.     

Perceived organizational ethics and skepticism of women's employment

Using a national sample of business professionals, the relationship between two measures of perceived organizational ethics and individuals' overall skepticism about women's employment were examined. After controlling for several demographic factors, analysis of responses from a 9% return suggested that persons working for companies believed to have strong ethical practices are less likely to have negative perceptions of women's employment.     

Aversive aspects of a schedule of positive reinforcement

Six male White Carneaux pigeons were trained to peck at one of two keys to obtain food on several fixed-ratio schedules of reinforcement. Concurrently, the first response on a second key could, I—change the conditions of visual stimulation and remove the food reinforcement contingency, II—change the conditions of stimulation and have no effect upon the reinforcement contingency, or III—do nothing. The second response on the stimulus change key always restored baseline conditions. When second-key responses produced a stimulus change, the number of such responses was a function of the ratio value on the first key. Typically, second-key responses occurred before the start of fixed-ratio runs. The duration of stimulus change periods was an exponential function of the number of responses required for reinforcement when the possibility for reinforcement was not disturbed by periods of stimulus change (Condition II).