Validity Issues in Assessing Linguistic Minorities

Throughout the world, tests are administered to some examinees who are not fully proficient in the language in which they are being tested. It has long been acknowledged that proficiency in the language in which a test is administered often affects examinees’ performance on a test. Depending on the context and intended uses for a particular assessment, linguistic proficiency may be relevant to the tested construct and subsequent interpretations, or may be a source of construct-irrelevant variance that undermines accurate interpretation of the test performance of linguistic minorities who are not proficient in the language of the assessment. In this article, we highlight key validity issues to be considered when testing linguistic minorities, regardless of whether language is central or construct-irrelevant. We discuss examples of the different types of studies test users and developers could conduct to evaluate the validity of scores of linguistic minorities. These issues span test development and validation activities. We conclude with a list of critical factors to consider in test development and evaluation whenever linguistic minorities are tested.     

Collective‐efficacy as a mediator of the relationship of leaders' personality traits and team performance: A cross‐level analysis

The relationship between a leader's personality and his team's performance has been established in organisational research, but the underlying process and mechanism responsible for this effect have not been fully explored. Both the traditional multiple linear regression and the multilevel structural equation model approaches were used in this study to test a proposed mediating model of subordinates' perception of collective efficacy between leader personality and team performance. The results show that the team leader's extraversion and conscientiousness personality traits were related positively to both the team‐average (individual) perception of collective efficacy and team performance, and the collective efficacy mediated the relationship of the leader's personality traits and team performance. This study also discusses how Chinese cultural elements play a role in such a mediating model.     

得失情境下第三方惩罚决策差异的神经机制：基于rTMS的研究

本研究应用低频rTMS技术,通过在第三方惩罚（研究1）及第三方惩罚和第三方补偿（恢复性惩罚）并存的情况下（研究2）,对个体双侧vmPFC功能进行抑制,探索vmPFC在得失情境下第三方惩罚决策中的作用。研究1结果表明,rTMS抑制右侧vmPFC功能将降低损失情境下的第三方惩罚,收益情境下未发生改变。研究2得到与研究1一致的结果,且第三方惩罚减少程度更大,第三方补偿并未发生改变。这些结果强调了vmPFC与第三方惩罚紧密相关,在第三方判断得失情境的影响时起关键作用。     

社会比较对大学生公平感知的影响：主观社会经济地位的调节作用

本研究考察社会比较对大学生公平感知的影响,并探讨主观社会经济地位在其中的调节作用。控制社会比较的方向、不公平程度及有无代价等因素,结果发现,社会比较会影响大学生的公平感知,在向上社会比较条件下,大学生更愿意选择平等选项;主观社会经济地位能够调节社会比较对大学生公平感知的影响,低主观社会经济地位大学生在向下社会比较时更愿意选择平等选项。大学生具有较强的公平感知,关注自身利益是否最大化。     

The Influence of Diversity Context on White Men's and Racial Minorities' Reactions to Disproportionate Group Harm

Abstract

The author examined the influence of organizational diversity management on White men's and racial minorities' perceptions of fairness when members of their identity group were disproportionately harmed in a layoff. Using a scenario design, the author studied the reactions of 284 White male and racial minority layoff survivors under 2 different diversity contexts. White men saw the layoff as less fair to their group when other White men were laid off disproportionately in an active-diversity context versus an inactive-diversity context. Racial minorities' perceptions of fairness when other minorities were laid off disproportionately were not influenced by the diversity context, but they perceived the layoff as more fair to their group in an active-diversity context when White men were laid off disproportionately. The findings suggest that during layoffs or other significant organizational changes where job insecurity is heightened, different identity groups might perceive diversity management differently.     

Sportsmanship

What is sportsmanship? Following Keating, we may say that sportsmanship is conduct befitting a person involved in sports. This raises the question of what kind of activity exactly sport is. This is notoriously difficult to answer, but roughly speaking, sport is a rule-governed activity that is about excellence, an understanding of how to play the game, and, in competitive sports, winning. Accordingly, there are four elements of sportsmanship: fairness, equity, good form and the will to win. These four elements are equally important and not reducible to one another. Yet, the will to win is in systematic conflict with the other three elements. Hence, sportsmanship is not only compromised of these four elements, but also requires that a balance be held between them.     

消费者的归因对价格公平感和购买意愿的影响

采用实验情景模拟的方法,通过2X5的被试间设计,以712名被试作为研究对象,检验了在不同原因和不同商品涨价情景下消费者的价格公平感和购买意愿。在不提供涨价原因的情景下,被试的反应比较温和。根据归因理论,从控制点和可控性的维度区分了四种研究情景。结果发现,控制点和可控性之间的交互作用显著,控制点和商品种类的交互作用显著,消费者的消极情绪和对组织的评价在公平感与购买意愿之间具有部分中介效应。     

Motives and Likelihood of Bribery: An Experimental Study of Managers in Taiwan

Many studies of bribery acknowledge the important role of bribe-givers, but their true motives remain unclear. We propose that the likelihood of bribery depends on the willingness of an organization to affiliate with local parties or to be successful in a host country, or to have power over local parties. We further argue that different opportunities, either pervasive or arbitrary, facilitate different types of motives that affect the likelihood of bribery. In addition, we investigate the effect of perceived fairness on the likelihood of bribery. We employ a 3 (motives: affiliation vs. achievement vs. power)?×?2 (opportunities: pervasiveness vs. arbitrariness)?×?2 (perceived fairness: high vs. low) factorial design in experimental settings among Executive MBA students in southern Taiwan. Our findings indicate that, when companies perceive a higher level of distributive fairness, high-achieving organizations are more likely to offer a bribe when the condition is pervasive. When they have a powerful motive, arbitrariness engenders a higher likelihood of bribery. When they perceive less distributive fairness, there are no significant differences between motive and opportunity.     

Workplace fairness and emotional exhaustion in Nigeria police: The moderating role of gender

Abstract

This study examined the moderating role of gender in the relationship between perceived workplace fairness and reported level of emotional exhaustion among a sample of Nigeria police. A total of 214 participants took part in the cross-sectional survey. Results of the moderated hierarchical regression analysis provided support for gender as a moderating variable in the relationship between perceived workplace fairness and emotional exhaustion, such that perceived workplace fairness was a stronger predictor of emotional exhaustion among male police than for female police. The practical implications for the management of emotional exhaustion in general, and for the Nigeria police in particular, were emphasized.