Does peace have a prayer? The effect of mortality salience, compassionate values, and religious fundamentalism on hostility toward out-groups

Religious fundamentalism has been shown to be associated with higher levels of prejudice, ethnocentrism, and militarism, in spite of the compassionate values promoted by the religious faiths that most fundamentalists believe in. Based on terror management theory, we hypothesized that priming these compassionate values would encourage a shift toward less support for violent solutions to the current Middle Eastern conflict, especially when they are combined with reminders of one’s mortality. Study 1 demonstrated that among Americans, religious fundamentalism was associated with greater support for extreme military interventions, except when participants were reminded of their mortality and primed with compassionate religious values. The combination of mortality salience and compassionate religious values led to significant decreases in support for such interventions among high but not low fundamentalists. Study 2 replicated this finding and showed that it depends on the association of the compassionate values with an authoritative religious source; presentation of these values in a secular context had no effect on fundamentalists. Study 3 replicated these effects in a sample of Iranian Shiite Muslims: although a reminder of death increased anti-Western attitudes among participants primed with secular compassionate values, it decreased anti-Western attitudes among those primed with compassionate values from the Koran.     

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

Based on uncertainty management theory [Lind, E. A., & Van den Bos, K., (2002). When fairness works: Toward a general theory of uncertainty management. In Staw, B. M., & Kramer, R. M. (Eds.), Research in organizational behavior (Vol. 24, pp. 181–223). Greenwich, CT: JAI Press.], two studies tested whether a management style depicting situational uncertainty moderates the relationship between abusive supervision and workplace deviance. Study 1, using survey data from 379 subordinates of various industries, found that the positive relationship between abusive supervision and organizational deviance was stronger when authoritarian management style was low (high situational uncertainty) rather than high (low situational uncertainty). No significant interaction effect was found on interpersonal deviance. Study 2, using survey data from 1477 subordinates of various industries, found that the positive relationship between abusive supervision and supervisor-directed and organizational deviance was stronger when employees’ perceptions of their organization’s management style reflected high rather than low situational uncertainty.     

A test of Holland's theory in a population of accountants

The study examined the SDS scales and work attitudes of 1952 Canadian Chartered Accountants (Anglophones and Francophones) and Californian Certified Public Accountants. Combinations of C, E, and S were found the most frequent personality patterns, and they constitute 27.8% of the total population. Scores on these types were positively related to organizational and professional commitments, as well as to vocational satisfaction. The level of congruence was positively correlated with the vocational criteria only in the American sample. The consistency level correlated with professional commitment in the Francophone sample, whereas the differentiation score showed mixed results.     

Antecedents of employees' mental health—The role of career and work satisfaction

It was hypothesized that individual and situational variables, as a whole, will show stronger relationships with work-related attitudes than with mental health indices. Work-related attitudes, on the other hand, were expected to contribute more strongly to mental health than the individual and situational variables. Results obtained from two groups of staff professionals and retail store managers, using primarily questionnaire data, supported these hypotheses. Career and work satisfaction emerged as the strongest contributors to mental health. Situational variables such as job characteristics, supervisory style, and pay related more strongly to the attitudinal variables than to mental health. This pattern suggests that career and work satisfaction may serve as intervening variables in the relationship between situational variables and mental health.     

Pressures from work,self, and home in the life stages of married women

Following Lopata's (1966) model of the life cycle of the married woman's role, it was predicted and found that a woman's life stage would be related to her role pressures (work, home, self, and time), conflict, and satisfaction. Age and number of roles were not as strongly related to these variables as was life stage. Work activities and pressures declined through the peak child-rearing stage and then increased for women with older children, while pressures from home generally rose throughout the life cycle. The differential impact of various sources of conflict in different life stages was reported, and forms of organizational career support oriented toward particular life stages were suggested.     

Motivation to manage among women: Studies of business managers and educational administrators

Studies were undertaken in a department store and in four school districts to determine if managerial motivation is related to management success indexes and whether female managers have less managerial motivation than males. The measure of managerial motivation used was the Miner Sentence Completion Scale. Managerial motivation did prove to be significantly related to the success of female managers, but no consistent differences in the managerial motivation of male and female managers were found. The results are interpreted in terms of their implications for the vocational guidance of females and for research in the area of managerial talent supplies.     

Goal-setting attributes,personality variables,and job satisfaction

The relationships between four goal-setting attributes identified by factor analytic procedures and job satisfaction were investigated among 271 scientists and engineers at a nuclear research and development center. Positive relationships between the goal-setting attributes and satisfaction were found. Further, it was found that need for achievement, need for autonomy, and need for affiliation as measured by the Gough Adjective Checklist did not significantly moderate the goal-setting attribute-job satisfaction relationships.     

Valence and instrumentality contributions to understanding occupational preference

Studies on the expectancy model have presented conflicting results concerning the usefulness of valence ratings. There has been some support for valence as significantly adding to the predictability of occupational preference, while other studies have indicated that instrumentality ratings alone are sufficient.     

Personality types and motivational characteristics of academics versus professionals in industry in the same occupational discipline

The present study suggests that individuals belonging to different job categories—academics versus professionals in industry—differ in personality types and in motivational characteristics even though they are of the same occupational discipline. Subjects were 49 academics and 45 professionals in industry of two disciplines: engineering and management sciences. Holland's 6 personality types and 18 motivational characteristics measured in terms of Vroom's expectancy theory of motivation were used as the discriminant variables. Results indicate that academics are discriminated from professionals in industry by scoring significantly higher on the Artistic type and significantly lower on the Enterprising type even when the discipline is controlled. The distinction between the two groups is much deeper when motivational factors are examined: Academics are motivated by the opportunity for scientific contribution, for autonomy, and for the high status attained in their job. By contrast, professionals in industry are highly motivated by the opportunity for exercising power.     

The “feminine mystique” in male-dominated jobs: A comparison of attitudes and background factors of women in male-dominated versus female-dominated jobs

This paper examines various background factors plus success and work-related atttudes of 324 women as aggregated into one of three groups: those women working in male-dominated jobs, those in female-dominated jobs, and those in relatively sex-ratio balanced jobs. Overall results show that women holding male-dominated jobs are more likely to be older, better educated, have fathers with higher educational levels, and are more likely to be childless as compared to women in female-dominated jobs. Holding age and education constant, women in male-dominated jobs usually rated definitions of success as more important to their feelings of well-being than did women in female-dominated jobs. With these same constants, there were few differences in work attitudes among the three groups, but contrary to expectations, women in female-dominated jobs rated the importance of their work higher than did women in male-dominated jobs. The variables best predicting whether a woman held a male-dominated job were college attainment, problems related to sex discrimination, the age of the participant, her feelings toward achieving a very high salary, her feelings of the importance of her work, and her feelings about becoming an authority in her job.