Assimilation and ethnic boundaries: Israeli students' altitudes toward soviet immigrants

The attitudes of Israeli students toward new immigrants from the former Soviet Union were examined against the theoretical framework of the sociology of ethnicity and sociology of education. The main research question explored was which ethnic relationship model (assimilation, pluralism, or separation) best described the attitudes and self-reported behavior of Israeli youth toward the new immigrants. Israeli students' changing attitudes toward their immigrant counterparts were also investigated, as well as actual Israeli educational practices (not only declared policies) regarding Soviet immigrants. The study was conducted in grades 4-11 at schools in northern Israel. The results indicated positive attitudes and openness of relations by the Israelis toward the new immigrant students in the first year following their immigration. However, the attitudes were less positive in the second year. Although the Israeli students manifested positive attitudes toward immigration and to the immigrants themselves, these views were largely assimilatory; Israeli cultural capital was obviously dominant, and it was expected to be accepted as such by the newcomers. The findings point to Israeli assimilatory educational practice; immigrants are expected to blend in, abandoning their past heritage and culture.     

Mood-induced changes on the Implicit Association Test in recovered depressed patients

A mood induction paradigm was used to examine dysphoria-related changes in two types of cognitive processing in individuals who had previously experienced depression. Formerly depressed patients (n = 23) and never-depressed controls (n = 27) completed the Dysfunctional Attitudes Scale, a self-report measure of effortful processing, and performed the Implicit Association Test, an automatic-reaction time task that measures evaluative bias, before and after a negative-mood induction. The formerly depressed group showed both an increase in endorsement of dysfunctional attitudes and a more negative evaluative bias for self-relevant information after the induction, relative to controls--however, there was no association between the mood-linked changes observed on these two measures. The shift in evaluative bias shown by the formerly depressed group was similar to that seen in a group of 32 currently depressed individuals. These findings suggest that even a mild negative mood in formerly depressed individuals can reinstate some of the cognitive features observed in depression itself.     

Exploring issues of personality measurement and structure through the development of a short form of the Eysenck Personality Profiler

In this article, we develop a revised short form of the original Eysenck Personality Profiler (EPP; H. J. Eysenck & Wilson, 1991). In addition, we address topics of broad theoretical importance such as the recurrent empirical finding of correlations between conceptually orthogonal personality dimensions and the possibility that gender differences in these dimensions are partly spurious. In Study 1 (N = 227), we demonstrate that the existing short form of the EPP (EPP-SF; H. J. Eysenck, Wilson, & Jackson, 1996) provides a poor fit to the data and we develop a revised well-fitting version. In Study 2, we retest this version on an independent new sample (N = 3,374) where it is again found to fit the data well. We show that most of the structural and measurement parameters of the revised EPP-SF are invariant across genders. Structured means analysis indicated a significant gender difference in Psychoticism, with men scoring higher than women, but no differences in Extraversion or Neuroticism. Our discussion focuses on issues concerning personality measurement and structure, including an examination of the role of confirmatory factor analysis in personality research.     

Forgiveness,its factors,and unforgivable acts in romantic relationships: A mixed-methods study

Using a mixed-methods approach, this study investigates forgiveness, the factors of forgiveness, and unforgivable acts, and analyzes relational and gender differences in participants' qualitative answers. Open-ended questions were answered by 649 participants from Slovakia (532 dating, 117 married; 517 women, 132 men). Responses were analyzed qualitatively using the Consensual Qualitative Research-Modified method, then transformed into quantitative data in order to statistically compare the groups. The results showed that dating individuals tended to see forgiveness as working on the relationship, whereas married individuals viewed forgiveness as an emotional process. Married individuals were more likely to report that shared commitments helped them to forgive. Dating partners tended to look at the situational context. Men were more likely to report that forgiveness was key to the relationship. When forgiving their partner, men focused on internal factors, whereas women needed an apology and acts of love. Infidelity was the most common unforgivable transgression. Therapists may benefit from a more nuanced understanding of forgiveness in dating and married individuals.     

Is empathy associated with more prosocial behaviour? A meta-analysis

Empathy is an important prerequisite for prosocial behaviour (PB). However, different concepts and methodological tools have been used in research on the relationship between empathy and PB, leading to ambiguous results. This study used a meta-analysis to explore this relationship and to identify the moderating variables. After a literature search, 62 studies and 146 samples with 71,310 participants were included. Our random effects model revealed a positive correlation of PB with both cognitive empathy (r = .32) and affective empathy (r = .30). In addition, the relationship between empathy and PB is moderated by culture, publication type, education level, and empathy measures. Our conclusion is that there is a significant correlation between empathy and PB that is influenced by sample characteristics and methodological factors.     

Career proactivity: A bibliometric literature review and a future research agenda

Individuals often need to be proactive in order to successfully navigate their career development journeys. To what extent one is vocationally proactive has critical implications for his or her attitudes, behaviors, and other outcomes in career and work-related settings. However, research in career proactivity has been accumulating from divergent perspectives, resulting in a substantially fragmented literature that has not been comprehensively, objectively synthesized to guide the field to move forward. To advance the domain of career proactivity, this paper synthesizes theoretical and empirical literatures using two major bibliometric analyses. We first analyze the intellectual basis of the career proactivity literature by performing document citation analysis. We then review the developmental trends of main conceptual themes in career proactivity literature using a temporal co-word analysis. Informed by these bibliometric findings, we propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso-level theories, and bridge the domains of organizational behavior and vocational development.     

Moderators of sex- and race-based subgroup differences in assessment center ratings: A meta-analysis

This meta-analysis tested a series of moderators of sex- and race-based subgroup differences using assessment center (AC) field data. We found that sex-based subgroup differences favoring female assessees were smaller among studies that reported: combining AC scores with other tests to compute overall assessment ratings, lower mean correlations between rating dimensions, using more than one assessor to rate assessees in exercises, and providing assessor training. In contrast, we found larger sex-based subgroup differences favoring female assessees among studies that reported: lower proportions of females in assessee pools, conducting a job analysis to design the AC, and using multiple observations of AC dimensions across exercises. We also observed a polynomial effect showing that subgroup differences most strongly favored female assessees in jobs with the highest and lowest rates of female incumbents. We found race-based subgroup differences favoring White assessees were smaller on less cognitively loaded rating dimensions and for jobs with lower rates of Black incumbents. Studies reporting greater overall methodological rigor also showed smaller subgroup differences favoring White assessees. Regarding specific rigor features, studies reporting use of highly qualified assessors and integrating dimension ratings from separate exercises into overall dimension scores showed significantly lower differences favoring White assessees.