Applicant Race, Job Status, and Racial Attitude as Predictors of Employment Discrimination

It is important to understand why biased employee selection occurs in the workplace. We examined applicant race, job status, and the evaluator's attitudes toward blacks as possible predictors of unfair selection decisions. After completing an attitude toward blacks scale, one hundred and eighty-one people evaluated the qualifications of either a black or white applicant for either a high or low status job. Results showed no differences in the hiring decision. However, evaluators with more negative attitudes toward blacks reported greater confidence in their decision to hire the black applicant than the white applicant for the low status job compared to the confidence of evaluators with more positive attitudes. They also reported greater confidence in their decision to hire the white applicant than the black applicant for the high status job as compared to evaluators with more positive attitudes towards blacks. We observed the opposite results for less biased individuals. Evaluator ratings do not explain these findings. These data suggest that unfair discrimination may operate in subtle ways.     

Wickedness,Idleness and Basic Income

Res Publica - This paper critically analyses the position that basic income schemes foster idleness and thereby create harm. The view is based on an alleged empirical link between idleness and...     

A randomized trial of employment-based reinforcement of cocaine abstinence in injection drug users

High-magnitude and long-duration abstinence reinforcement can promote drug abstinence but can be difficult to finance. Employment may be a vehicle for arranging high-magnitude and long-duration abstinence reinforcement. This study determined if employment-based abstinence reinforcement could increase cocaine abstinence in adults who inject drugs and use cocaine during methadone treatment. Participants could work 4 hr every weekday in a workplace where they could earn about $10.00 per hour in vouchers; they were required to provide routine urine samples. Participants who attended the workplace and provided cocaine-positive urine samples during the initial 4 weeks were invited to work 26 weeks and were randomly assigned to an abstinence-and-work (n = 28) or work-only (n = 28) group. Abstinence-and-work participants had to provide urine samples showing cocaine abstinence to work and maintain maximum pay. Work-only participants could work independent of their urinalysis results. Abstinence-and-work participants provided more (p = .004; OR = 5.80, 95% CI = 2.03-16.56) cocaine-negative urine samples (29%) than did work-only participants (10%). Employment-based abstinence reinforcement can increase cocaine abstinence.     

Effects of a problem-solving strategy on the independent completion of vocational tasks by adolescents with autism spectrum disorder

Individuals with autism spectrum disorder (ASD) often have few employment opportunities and a lower job quality than individuals of typical development. Social deficits and lack of independence may contribute to underemployment and unemployment of individuals with ASD. The ability to solve problems might ameliorate some of these barriers. We taught four adolescents with ASD a problem-solving strategy (i.e., use of a textual activity schedule) to assist with independent completion of vocational tasks in the face of three types of problems (e.g., missing or broken items) and nonproblem situations. Following introduction of the problem-solving strategy, all four participants independently completed the tasks when a problem was presented and responding generalized to untaught vocational tasks.     

Applying psychodynamic insights in brief counselling

Abstract

After a review of the place of brief work in the psycho-dynamic tradition, this paper explores how three psychodynamic insights may be of use in brief counselling. Using case examples drawn from work with employment problems, the paper discusses the activation of healing/developmental processes through brief counselling. The ‘significant emotional experience’ which is seen as important is analysed in terms of work with the transference and the punitive superego.     

Musical taste,employment, education,and global region

Sociologists have argued that musical taste should vary between social groups, but have not considered whether the effect extends beyond taste into uses of music and also emotional reactions to music. Moreover, previous research has ignored the culture in which participants are located. The present research employed a large sample from five post‐industrial global regions and showed that musical taste differed between regions but not according to education and employment; and that there were three‐way interactions between education, employment, and region in the uses to which participants put music and also their typical emotional reactions. In addition to providing partial support for existing sociological theory, the findings highlight the potential of culture as a variable in future quantitative research on taste.     

Students' Expectations About Interviewees' and Interviewers' Achievement Emotions in Job Selection Interviews

The author investigated expectations about achievement emotions characterizing job selection interviews while considering literature on the influence of positive and negative affect. Study participants were 282 Italian 12th graders and university students who were given a questionnaire asking them to imagine being interviewees in a future interview and to evaluate the intensity of interviewees' and interviewers' emotions. Expectations varied according to the kind of emotion, and interviewees and interviewers differentiated in terms of activating and deactivating emotions. Positive emotions prevailed for interviewees, with younger students giving higher scores. Some emotions were linked to career self‐efficacy and job market experience. Results are discussed in light of applied relevance for employment counseling.