Values in the bank: Value preferences of bank frontline workers and branch managers

The present study investigated the value preferences of frontline workers and branch managers working in a large bank in Israel. Value preferences of bank workers (n = 98) were compared with those of a matching sample drawn from the Israeli general population (n = 152). In addition, value preferences of bank frontline workers were compared with those of bank branch managers and deputy managers. Finally, the relationships between personal value preferences and the workers’ career motivation were examined. The results indicate that compared to the general population, bank workers have a higher preference for conformity, hedonism, and power values and a lower preference for benevolence, universalism, and self-direction values. Compared to the frontline workers, the bank branch managers and deputy managers reported a higher preference for achievement values and a lower preference for tradition values. Higher career motivation was associated with a higher preference for achievement and power values and a lower preference for benevolence values.     

Perceived COVID-induced racism and contextual predictors of fear and psychological distress among Black men

The present study examined if Black men's perceptions of COVID-induced racism (i.e., the extent to which racism increased during the beginning months of the COVID-19 pandemic) were associated with their reported fear of COVID-19 and psychological distress. Self-report COVID-related variables and psychological distress data from 231 Black men in the U.S. were analyzed alongside archival percentages of confirmed cases and deaths by participants' county at the time of participation. Hierarchical regressions identified perceptions of COVID-induced racism as a significant predictor of Black men's psychological distress over and above contextual (e.g., county-level COVID-19 case %) and individual-level predictors (i.e., perceived race-related infection risk and self-reported COVID-related stressful life events). This work contributes to the growing literature on health inequities during the COVID-19 pandemic with a snapshot of Black men's experiences during the COVID-19 and racism pandemics of 2020 in the U.S.     

管理人员时间管理倾向与自我价值感关系的调查研究

对252名管理人员的调查显示:(1)私企管理人员在时间监控观和时间效能感上显著高于国企管理人员,受教育水平影响时间监控观和时间效能感的高低。(2)私企管理人员的一般自我价值感和特殊自我价值感显著高于国企管理人员,但在总体自我价值感上不存在差异,也不存在性别差异。自我价值感的各个层面都受到受教育水平的影响。(3)管理人员时间管理倾向各维度与总体、一般和特殊自我价值感之间存在显著的正相关。特别是时间效能感是自我价值感各层面的一个显著的预测变量。     

Cues and categories: Revisiting paths to racial phenotypicality bias

We conducted a targeted review of the literature exploring racial phenotypicality bias (RPB): perceivers' sensitivity to within-race variation in facial target features in perceptions and judgment of others. This review revealed evidence that two distinct mechanisms underlying these effects, categorical and featural, tend to be conflated in the literature. The categorical route suggests that the pathway from target cues to stereotype application is mediated by category activation. The featural route suggests that the pathway from target cues to stereotype application is direct, bypassing category activation. The categorical route is more closely represented when researchers discuss RPB, and more often of empirical focus. With a focus on research exploring RPB toward African American people, we explain the two routes and evidence supporting their distinction. We next offer evidence estimating the degree to which they may be conflated in the empirical literature and discuss limitations to our approach. Next, we describe some potential implications of this conflation for theory, research, and applications concerning RPB. Finally, we end with some recommendations for future empirical research.     

Reactions to Intragroup Deviance: Does Disidentification Have a Role?

In this study, we address previous evidence about the interchangeable use of derogation and disidentification in protecting the self from intragroup deviance. We argue that when the in-group stands for a valued social identity, members may disidentify from the group, but only if the immediate context provides no opportunity to derogate. In the present experiments (n = 80 and n = 79), we provided or did not provide participants with the opportunity to recommend a punishment for an in-group or an out-group deviant. We also measured in-group identification before and after exposure to deviant behavior and after judgment. The results show that participants first disidentified from the in-group but, when presented with an opportunity to judge the deviant, also derogated. Importantly, participants who could judge the deviant also recovered their initial in-group identification level. Participants’ reactions to the out-group deviant suggest they used an intergroup rather than intragroup strategy.     

Patriarchal influences on the lives of African adolescent girls from child-headed households

This study examined the gendered experiences of patriarchal family life by adolescent girls from a low socio-economic status (SES) neighbourhood in South Africa. The informants were nine girls from an urban setting, three of whom were from child-headed homes. The six others lived with extended family and served to provide typical experiences for girls from the same community. Data on the girls’ experience of patriarchal values were gathered using focus group discussions and a photo-voice booklet. Thematic analysis of the data suggested pervasive patriarchal value influences on the adolescent girls – including pressure from within themselves to prove their academic abilities, as well as being competent and responsible in daily living responsibilities. The informant girls perceived their greater educational aspirations to be discounted by their male peers, who did not seem to take them seriously.     

临床决策支持系统应用中的伦理思考

基于人工智能技术的临床决策支持系统(clinical decision support system, CDSS)是可以辅助临床医护人员进行医疗决策的交互式系统。基于知识库和非知识库的两种形式和临床应用情况逐步被熟知。CDSS意在通过解决目前医疗资源不足、配置不合理和标准化治疗不规范等问题提高医疗质量,但也面临着医疗信任、诊断准确性、诊断标准、责任归属等潜在挑战。在CDSS研发与应用中,只有秉持以患者为中心的理念,提高CDSS安全性、明确其诊断标准,才能提升信任基础,从而真正回归临床并提高患者福利。

     

哲学视域中战国楚竹书《周易》的文献价值

上海博物馆所藏楚竹书<周易>见证了数字式爻题的早已存在,与其他传本的<周易>爻题一样,充分蕴示了卦所潜涵的繁复无尽的变动不居之流变情状及卦与卦间所潜涵的同样繁复无尽的流变互通情状,由此而充分符示了宇宙人生中两大类势力互动格局繁复无尽的变动不居之流变图景与诸格局间同样繁复无尽的流变互通图景.楚竹书<周易>的卦爻画已是完全符号化了的卦爻画,但符号化的卦爻画于西周时期<周易>古经成书时当已存在,这种卦爻画乃是易学成为具有自身特有话语系统的高度哲学性的天人之学的根基.残存的楚竹书<周易>卦名后与上爻之辞终了后的奇特符号标识,昭示了卦与物事的极而必反、覆而相通之理,但尚难解读出经文分篇方面的信息.     

The role of leadership perception as a mediator between managers’ self-monitoring and subordinate attitudes

Although the role of social cognition in leadership perception has been emphasized frequently in recent years, research using this approach in an organizational context is rare. This study investigated subordinates’ perceptions of their managers as leaders (that is, to what extent they perceive their manager as a leader) as a potential mediating factor explaining the relationship between managers’ self-monitoring and their subordinates’ attitudes toward their organizations. The study was carried out with middle-level managers (N = 64) and their subordinates (N = 210) from various business organizations in Turkey. Results indicate that subordinates’ leadership perceptions of their managers mediate the relationship between managers’ self-monitoring and their subordinates’ affective and normative organizational commitment. These results provide insight into some of the antecedents and outcomes of leadership perception.     

The Political Color Line in America: Many “Peoples of Color” or Black Exceptionalism?

Despite the successes of the civil rights movement, a largely impermeable color line continues to restrict African Americans from assimilation into the broader American society. In the meantime high rates of immigration have produced an increasingly culturally diverse population. A "people of color" hypothesis suggests that the color line the new immigrants face resembles that imposed on African Americans. A "black exceptionalism" hypothesis suggests instead that the color line will be more porous for them, allowing for greater assimilation over successive generations, including a gradual weakening of politicized racial and ethnic group consciousness. Using data from Los Angeles County Social Surveys, we find that the largest new immigrant group, Latinos, like blacks, show strongly group-interested policy preferences and strong group consciousness. However, both effects are stronger for recent Latino immigrants than for the U.S.-born. We conclude that the new immigrant groups are increasingly likely to assimilate politically into the broader society in future generations, whereas a rather strict color line will continue to restrict blacks and maintain their distinctiveness.