More than “just a driver”: A study of professional women racecar drivers' agency in motorsport

ObjectivesMotorsport is among the largest sports nationally and globally (Ross, Ridinger, & Cuneen, 2009), and racecar driving constitutes a leading motorsport (Pflugfelder, 2009). Missing, however, is empirical work that captures professional female racecar drivers' agentic experiences (Pflugfelder, 2009). In that racecar driving is one of few sports in which women compete alongside men, insight into how women drivers navigate this performance arena can offer a unique perspective on contemporary gender dynamics.DesignQualitative study design informed by a cultural praxis agenda consisted of semi-structured interviews with 8 current or former professional female racecar drivers.MethodThis study adopted an abductive (inductive and deductive) approach (Sparks & Smith, 2014). Inductive analysis allowed researchers to capture women's diverse agentic experiences. Deductive analysis using cultural praxis and gender (poststructural) perspectives offered a more nuanced understanding of women's agentic experiences and their potential (dis)empowering effects.ResultsResults highlights four key themes: (1) entry into racecar driving: family and fatherly influence; (2) marginalizing beliefs, behaviors, and industry barriers; (3) navigating the space: negotiating gender and its (dis)empowering effects; and (4) promoting girls and women in autoracing. Results reveal various dimensions of sexism and sportswomen's agentic experiences.ConclusionResearchers can heed women drivers' call for knowledge translation efforts that attend to their unique needs and strengths, and disseminate empirical findings in accessible ways. Future research that takes up a cultural praxis agenda is vital to contest constraining gender binaries and deficit-based discourses about women athletes for the promotion of gender equity in motorsport.     

Salesperson brand attachment: a job demands-resources theory perspective

Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations.     

Governance of Transnational Global Health Research Consortia and Health Equity

Global health research partnerships are increasingly taking the form of consortia of institutions from high-income countries and low- and middle-income countries that undertake programs of research. These partnerships differ from collaborations that carry out single projects in the multiplicity of their goals, scope of their activities, and nature of their management. Although such consortia typically aim to reduce health disparities between and within countries, what is required for them to do so has not been clearly defined. This article takes a conceptual approach to explore how the governance of transnational global health research consortia should be structured to advance health equity. To do so, it applies an account called shared health governance to derive procedural and substantive guidance. A checklist based on this guidance is proposed to assist research consortia determine where their governance practices strongly promote equity and where they may fall short.     

非故意损害下的过度补偿效应

个体的补偿和报复行为是人际损害领域的研究重点。本研究通过将损害者和受害者置于同一情境,揭示了非故意损害中的过度补偿效应。实验包括虚拟和真实两种非故意损害情境,损害方式包括经济损失和肉体伤害。组间变量是损害者、受害者和中立者三种角色,因变量是被试在分配任务中留给搭档或自己的分数或金钱。结果表明,在阅读或经历了相同的非故意损害事件后,损害者补偿给受害者的分数和金钱会显著高于受害者留给自己的数量,即过度补偿效应。     

The Influence of Color on Brand Extension: Mediation Role of Processing Style

Color carries distinct psychological meanings and thus it may induce a different cognitive processing style. Adopting this conceptual framework, the current research investigated the influence of color on brand extension evaluation. For color manipulation, participants were given the picture of a brand extension product (e.g., notebook) on a blue versus red background on a sheet of paper. Then participants evaluated the brand extension product. The finding revealed that participants in the blue-background condition evaluated the extension product more favorably than those in the red-background condition. This research further demonstrated that processing style mediated the effect of color on the evaluation of the brand extension product by using a visual matching task. In addition, this research showed the moderating effect of brand slogan on brand extension evaluation. Participants in the blue-background condition evaluated the extension product (i.e., digital camera) more favorably when they were exposed to the abstract brand slogan, whereas participants in the red-background condition evaluated the extension product more favorably when they were exposed to the concrete brand slogan.     

低卷入情境中品牌远延伸的成功机制

品牌延伸是近年营销学界的一个研究热点。多数实证研究表明,母品牌认知、母品牌好感、延伸类别与母品牌类别之间的拟合度以及母品牌特定联想对品牌延伸评价有重要的影响作用。然而,已有理论在解释跨类别的远距离延伸的成功机制上比较乏力。本研究采用实证方法对这一点进行了补充。考虑到初始延伸评价所处的低卷入情境,概念层级较高的品牌相关变量在品牌远延伸评价中有重要的影响作用,本研究对三个品牌相关变量：品牌类别固着度、品牌抽象性与功能性特点、品牌声誉的主效应采用三个控制实验进行了测查。实验结果表明,较小的类别固着度,较高的品牌抽象性特点,以及较高的品牌声誉是品牌远延伸获得成功的机制保证。     

广告频率和品牌成熟度对信息加工模式的影响

广告可以通过受众的自动化加工和控制性加工两条途径为品牌价值的建立作出贡献。该研究运用加工分离程序,探讨了在不同的呈现频率下,受众对不同成熟度商品的广告的信息加工模式。结果发现：(1)在非注意条件下,与新品牌相比,成熟品牌会引起更多的自动化加工,控制性加工在各种成熟度的商品之间差异不显著;(2)在低卷入学习状态下,重复既提高了广告的自动影响,也提高了控制性加工的影响。因此,重复播放是提高广告有效性的一条途径。     

组织不公正及其效果研究述评

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向