APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making

Within organizational judgment and decision making contexts, biases based on an evaluated person's attractiveness are among the most salient and frequently investigated. An enormous amount of research indicates favoritism for attractive people compared to unattractive ones. The current research demonstrates that the nature of this bias depends on whether one is evaluating a member of the same sex or the opposite sex. Experiment 1 (n = 2639) investigated selection of scholarship applicants and demonstrated that a pro-attractiveness bias held only for selection of opposite-sex scholarship applicants; no such bias was observed for highly attractive same-sex applicants. Experiment 2 (n = 622) investigated evaluations of prospective job candidates and demonstrated again that pro-attractiveness bias was observed only for opposite-sex candidates; participants discriminated against highly attractive same-sex candidates. Moreover, this bias was not observed among highly attractive participants; it held only for moderately attractive participants, those for whom highly attractive same-sex individuals can pose especially potent social threats. Findings suggest that attractiveness biases in organizational decision making are rooted partly in the social threats and opportunities afforded by attractive people.     

人体器官买卖成因和对策的法学思考

器官供需严重不平衡导致了人体器官买卖的产生,器官买卖对供体和受体均存在潜在风险,对社会危险性也不容忽视.分析了器官买卖链条中供体、受体和中介各自的角色和地位,并提出了立法推动尸体器官捐献、加强医院和医务人员承担的法律责任、打击买卖中介和加强网络监管等建议.     

Authorship Decision Making: An Empirical Investigation

This empirical study concerns the authorship credit decision-making processes and outcomes that occur among coauthors in cases of multiauthored publications. The 2002 American Psychological Association (APA) Ethics Code offers standards for determining authorship order; however, little is known about how these decisions are made in actual practice. Results from a survey of 109 randomly selected authors indicated that most authors were satisfied with the decision-making process and outcome with few disagreements. Participants reported cases of both undeserved authorship being given and omission of deserving contributors' names as coauthors. Some factors associated with authorship decisions included “sense of loyalty or obligation,” “publish or perish pressures,” and “power differentials.” Authors who used APA standards were significantly more satisfied with both the process and outcome of authorship credit decisions.     

Decision-making competence in everyday life: The roles of general cognitive styles,decision-making styles and personality

Research indicates that decision-making competence in everyday life is associated with certain decision-making styles. The aims of this article are to extend this research by examining (a) the extent to which general cognitive styles explain variance in decision-making competence over and above decision-making styles, and (b) the extent to which personality explains variance in decision-making competence over and above both types of style variable. Participants (N = 355) completed measures of everyday decision-making competence (Decision Outcomes Inventory), decision styles (Decision Style Questionnaire; Maximization Inventory), cognitive styles (the Cognitive Styles Inventory; Rational-Experience Inventory), and the Big Five personality variables (IPIP Big-Five factor scales). The results indicate that cognitive styles offer no incremental validity over decision-making styles in predicting decision-making competence, but that personality does offer substantial incremental validity over general cognitive styles and decision-making styles. Jointly decision-making styles and personality account for a substantial amount of variance in everyday decision-making competence.     

El efecto del marco en diferentes contextes

Resumen

A pesar de la vasta investigación que ha generado el efecto del marco desde su definición en 1981 por Tversky y Kahnemann, pensamos que en ocasiones se han confundido los tipos de marcos estudiados. En este trabajo se revisa este efecto y se justifica empíricamente, con los datos de un meta-análisis previo, la distinción entre el marco de riesgo, el marco de atributo y el marco de objetivo. Los autores profundizan en cada uno de los tipos de marcos propuestos, y analizan las limitaciones conceptuales con el fin de aclarar la investigación en este campo.     

The Role of Government and Lobbying in the Creation of a Health Profession: The Legal Foundations of Counseling

The state and federal governments, along with private industry, play an important role in the development of a health profession. State governments establish training standards through licensure laws, and state programs dictate employment and payment opportunities. The federal government unifies a profession through recognition in national health care programs. Private industry provides public access through private health insurance. The counseling profession has spent decades opening these federal, state, and private programs to become an established health profession.     

Stemming the tide: Predicting women engineers' intentions to leave

This investigation adapts and extends the Social Cognitive Career Theory (SCCT) by integrating it with central constructs from turnover theory. The extended model proposes that domain specific self-efficacy and outcome expectations predict job satisfaction and organizational commitment — the two key job attitudes that have been established as influential predictors of turnover cognitions and behaviors. Further, we proposed that one form of organizational supports, specifically developmental opportunities at work, are sources of self efficacy and outcome expectations, and that the relationship between organizational supports and job attitudes is mediated by self-efficacy and outcome expectations. The proposed model was tested on a national sample of 2,042 women engineers. Overall, the results provided support for our newly developed model. Implications for theory, research, and practice are discussed.