Motivation, attitudes and experience of donation: a follow-up of women donating eggs in assisted conception treatment

This paper reports a follow-up of 39 women who had donated eggs to an assisted conception unit. Their experience of donation and their motivation and attitudes were assessed. Comparisons were made with a group of semen donors who were attending a second unit. Female and male donors donated for altruistic reasons and neither group wished to have contact with recipients or donor offspring or have their identity revealed. Female donors were more involved in the donation process and more interested in the outcome of donation. They also appeared to be more motivated by 'helping' than male donors. The sample of female donors contained a small group of women who were donating to sisters and friends. In comparison with anonymous donors, these women reported more effects upon the family and issues of secrecy and openness were more apparent. The results are discussed in the light of previous studies and the legal framework for donation in the UK. Attention is drawn to the lack of social psychological analyses in this controversial medical area.     

The effects of practice on object-based, location-based, and static-display inhibition of return

We report two experiments that examine the effects of practice on object-based, location-based, and static-display inhibition of return (IOR). The results are clean All three effects get smaller with practice. These findings are at odds with the results of Müller and von Mühlenen (1996), who failed to observe object-based IOR and detected no effect of practice on static-display IOR. However, their subjects were more practiced than ours prior to data collection. We suggest, therefore, that the reducing effect of practice on IOR might have occurred in their unrecorded practice sessions. We also discuss a two-process model in which IOR is seen as the net effect of underlying inhibitory and excitatory processes. In such models (e.g., Solomon & Corbit,1974), practice often results in a reduction of the net effect of the two processes.     

Crowded minds: the implicit bystander effect

Five studies merged the priming methodology with the bystander apathy literature and demonstrate how merely priming a social context at Time 1 leads to less helping behavior on a subsequent, completely unrelated task at Time 2. In Study 1, participants who imagined being with a group at Time 1 pledged significantly fewer dollars on a charity-giving measure at Time 2 than did those who imagined being alone with one other person. Studies 2-5 build converging evidence with hypothetical and real helping behavior measures and demonstrate that participants who imagine the presence of others show facilitation to words associated with unaccountable on a lexical decision task. Implications for social group research and the priming methodology are discussed.     

Correlates of compassion fatigue and burnout in chaplains and other clergy who responded to the September 11th attacks in New York City

Participants at a June 2002 conference about the September 11th attacks were tested for compassion fatigue, compassion satisfaction, and burnout. The sample consisted of 343 clergy, including 97 chaplains. A total of 149 (43.4%) of the participants had responded as disaster-relief workers following the September 11th attacks. The number of hours clergy worked with trauma victims each week was directly related to compassion fatigue among responders and non-responders. Compassion fatigue also was positively related to the number of days that responders worked at Ground Zero, while disaster-relief work with the American Red Cross reduced compassion fatigue and burnout. Clinical Pastoral Education tended to decrease compassion fatigue and burnout and increase compassion satisfaction in both responders and non-responders. Burnout was inversely related to age in both groups.     

Contribution of job satisfaction to happiness of Asian Americans.

Many demographic and labor force characteristics, such as family income, educational attainment, and occupation, correlated with job satisfaction. Since Asian Americans are more like Euro-Americans than African Americans in most of these characteristics, it seems reasonable to predict that their job satisfaction would be high as for Euro-Americans rather than low as for African Americans. Yet research of Weaver and Hinson showed that the opposite is true. One explanation for this unexpected result is that Asians do not think of jobs as a source of happiness but simply as a means of earning money to underwrite other aspects of their lives, such as the well-being of their families, which are the main sources of their happiness. The hypothesis was tested that job satisfaction does not contribute to the happiness of Asian Americans in comparison to satisfaction from other domains of their lives. Analysis was conducted of the attitudes of Asian-American (n = 160), African-American (n = 602), and Euro-American (n = 6,477) workers who responded to 22 surveys drawn from 1972 to 1998, each of which was representative of the labor force of the USA. The hypothesis was supported by the finding that the partial correlation of job satisfaction and global happiness with satisfaction in seven other domains of life (marriage, financial condition, community, nonwork activities, family, health and physical condition, and friendships) held constant was significant for Euro-American women and men but not for Asian Americans or African Americans of either sex. And, the same result occurred when global happiness was regressed on job satisfaction net the effects of satisfaction in other seven domains.     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

Surprise is predicted by event probability,outcome valence,outcome meaningfulness,and gender

The present research was designed to better understand how the magnitude of experienced surprise is affected by both individual difference variables as well as variations in surprise-eliciting stimuli. Eighty-five participants played 5 versions of a slot machine-like game. The five games only differed with respect to the probability of winning each trial—10 % (i.e., wins were highly unusual), 30, 50, 70, and 90 % (i.e., losses were highly unusual). Players were given a fictitious “bankroll” at the beginning of each game and played up to 25 trials of each game. On each trial, players selected their wager amount, “pulled” the handle, learned the outcome (win or loss), and reported their surprise level using a 1 (none) to 9 (extremely) Likert scale. Replicating past research, results revealed that self-reported surprise was inversely related to outcome probability and that wins were rated as more surprising than losses, even when wins and losses occurred at the same level of probability. Novel results include finding that larger wagers predicted greater felt surprise (regardless of outcome), and that women reported greater surprise to both wins and losses than men.