“Authoritarianism” and Agreement with Things Authoritative

The use of personality and attitudinal questionnaires in private executive and military samples is briefly reviewed. The need for evidence regarding the factor similarity of such questionnaires in comparative studies is noted. Such a comparative factorial study of an abbreviated version of the Shure-Meeker (11) Personality/Attitude Schedule (PAS) is reported. In terms of the general scales examined, three of the four scales emerge in both samples. The order of emergence, as well as the number and item content of the factors, differs slightly between the two samples. Caution is suggested in assuming factor similarity across samples in comparative studies utilizing the PAS and other personality and attitudinal instruments.     

The amygdalostriatal and corticostriatal effective connectivity in anticipation and evaluation of facial attractiveness

Decision-making consists of several stages of information processing, including an anticipation stage and an outcome evaluation stage. Previous studies showed that the ventral striatum (VS) is pivotal to both stages, bridging motivation and action, and it works in concert with the ventral medial prefrontal cortex (vmPFC) and the amygdala. However, evidence concerning how the VS works together with the vmPFC and the amygdala came mainly from neuropathology and animal studies; little is known about the dynamics of this network in the functioning human brain. Here we used fMRI combined with dynamic causal modeling (DCM) to investigate the information flow along amygdalostriatal and corticostriatal pathways in a facial attractiveness guessing task. Specifically, we asked participants to guess whether a blurred photo of female face was attractive and to wait for a few seconds (“anticipation stage”) until an unblurred photo of feedback face, which was either attractive or unattractive, was presented (“outcome evaluation stage”). At the anticipation stage, the bilateral amygdala and VS showed higher activation for the “attractive” than for the “unattractive” guess. At the outcome evaluation stage, the vmPFC and the bilateral VS were more activated by feedback faces whose attractiveness was congruent with the initial guess than by incongruent faces; however, this effect was only significant for attractive faces, not for unattractive ones. DCM showed that at the anticipation stage, the choice-related information entered the amygdalostriatal pathway through the amygdala and was projected to the VS. At the evaluation stage, the outcome-related information entered the corticostriatal pathway through the vmPFC. Bidirectional connectivities existed between the vmPFC and VS, with the VS-to-vmPFC connectivity weakened by unattractive faces. These findings advanced our understanding of the reward circuitry by demonstrating the pattern of information flow along the amygdalostriatal and corticostriatal pathways at different stages of decision-making.     

The Current Status of Women in Professional Selling

Abstract

This article examines the status of women in professional selling careers. First, reasons women have not made more rapid movement into the selling profession are examined. Second, women's progress into professional sales jobs are explored. Lastly, suggestions are made for sales managers on how to attract and retain capable women in selling positions.     

Gender differences in type a behavior and hostility within an organizational setting

Abstract

Recent investigations suggest that the hostility component of the Type A behavior patter (TABP) is a greater detriment to health than the overall pattern. Some researchers suggest that certain Type A characteristics (e.g., job-involvement) are actually adaptive. This study compared the relative relationship of the TABP and hostility to career-related achievement and psychosocial adjustment among 223 service-delivery employees. Male and female participants completed the Jenkins Activity Survey and the MMPI Hostility Scale as part of a cardiovascular disease risk factor screening. The TABP was positively associated with managerial status for both men and women. However, the TABP was positively related to psychosocial adjustment variables among men only. Hostility was significantly related to undesirable outcomes including lower job status, life dissatisfaction, and unfavorable perceptions of the workplace for both men and women. Discussion addresses organizational factors which might perpetuate hostility and the TABP, as well as gender differences in the experience of these constructs.     

Organizational Identification and Perceived Intra-School Conflict Among Secondary Special Education and General Education Teachers

The relationships between the organizational variables-teacher assignment (general education or special education) and primary organizational identification (teachers' individual schools or respective district-level departments) and perceived organizational conflict were investigated. Four-hundred and fifty-four high school teachers—382 general education and 72 special education—responded to a three-part questionnaire. Both general education and special education teachers identified with both the school and the district-level departments to a greater than neutral level; the general education teachers identified more with their local schools than their district-level departments and the special education teachers identified equally with both their local school and the district-level department. Significant correlations between teacher organizational identification and perceived conflict were found for both groups of teachers—as the identification increased, the perception of conflict decreased. No significant differences were found in comparisons of general education and special education teachers on the identification or perceived conflict variables. Conclusions, with alternative causative factors, and recommendations for enhancing relationships between general educators and special educators are provided.     

A look at how we look at others: Orientation inversion and photographic negation disrupt the perception of human bodies

Although disproportionate inversion effects have often been considered manifestations of the special processes recruited by upright faces, several papers using sequential matching tasks have reported that body postures also produce sizeable inversion effects. However, comparison of inversion effects observed with transient body postures and effects elicited by judgements of facial structure is complicated by qualitative differences between the stimuli and the tasks. Here we report a series of experiments that use attractiveness judgements to provide a better comparison of the effect of inversion as well as contrast negation on face and body perception. Significant effects of inversion and negation were observed for both face and body stimuli. While the magnitude of the inversion effects was broadly comparable, the negation effect was considerably larger for faces. These effects converge with evidence from cognitive neuroscience to suggest that both faces and bodies recruit similar orientation-specific processes distinct from processes used for generic objects.     

Recruitment sources and organizational attraction: A field study of Belgian nurses

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by the perceived credibility of the received employment information. Therefore, the results of this field study suggest that to enhance their attractiveness as an employer for job seekers, especially those in high demand on the labour market, recruiting organizations should provide credible employment information and stimulate the use of word of mouth as a recruitment source.     

Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification

Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

Evolutionary Psychology of Facial Attractiveness

The human face communicates an impressive number of visual signals. Although adults' ratings of facial attractiveness are consistent across studies, even cross-culturally, there has been considerable controversy surrounding attempts to identify the facial features that cause faces to be judged attractive or unattractive. Studies of physical attractiveness have attempted to identify the features that contribute to attractiveness by studying the relationships between attractiveness and (a) symmetry, (b) averageness, and (c) nonaverage sexually dimorphic features (hormone markers). Evolutionary psychology proposes that these characteristics all pertain to health, suggesting that humans have evolved to view certain features as attractive because they were displayed by healthy individuals. However, the question remains how single features that are considered attractive relate to each other, and if they form a single ornament that signals mate quality. Moreover, some researchers have recently explained attractiveness preferences in terms of individual differences that are predictable. This article briefly describes what is currently known from attractiveness research, reviews some recent advances, and suggests areas for future researchers' attention.