Mirror,mirror on the wall,who’s the fairest of them all? Thinking that one is attractive increases the tendency to support inequality

Five studies tested the hypothesis that self-perceived attractiveness shapes people’s perceptions of their social class (subjective SES), which, in turn, shape how people respond to inequality and social hierarchies. Study 1 found that self-perceived attractiveness was associated with support for group-based dominance and belief in legitimizing ideologies, and that these relationships were mediated by subjective social class. Subsequent experiments showed that higher self-perceived attractiveness increased subjective SES, which in turn, increased SDO (Study 2 and Study 5); promoted stronger beliefs in dispositional causes of inequality (Study 3); and reduced donations to a movement advocating for social equality (Study 4). By contrast, lower self-perceived attractiveness decreased subjective SES, which in turn, led to a greater tendency to reject social hierarchies and to construe inequality in terms of contextual causes. These effects emerged even after controlling for power, status, and self-esteem, and were not simply driven by inducing people to see themselves positively on desirable traits (Study 4 and Study 5).     

How Social Dominance Orientation Affects Union Participation: The Role of Union Identification and Perceived Union Instrumentality

Bridging social dominance theory and labour studies, this field study investigated the mechanisms underpinning the relationship between rejection of group‐based domination and participation in union activities. Respondents (N = 135) were members of a public sector union in California, that is, a hierarchy‐attenuating institution. Results revealed that union identification mediated the negative relationship between social dominance orientation and active union participation. Moreover, the mediational effect of union identification was moderated by perceived union instrumentality (i.e. outcome‐ and process‐based benefits afforded by the union), indicating that the relationship between union identification and participation was stronger among those union members who consider that the union affects workplace justice. The findings reveal the importance of both identity‐based and instrumental motivations underlying union participation. The novelty of applying social dominance theory to union behaviour is underscored. Copyright © 2012 John Wiley & Sons, Ltd.     

论责任心的类型与层级

责任心的类型多种多样,并且,自个体步入前习俗水千开始,其责任心就既不再是有与无的关系,也不是一个平面关系,而是一个呈金字塔形的层级关系。就正确责任心而言,将“他律型责任心”与“自律型责任心”、“硬角色责任心”与“软角色责任心”进行排列组合,并考虑到量的差异,就生出了发展水平高低不同的多层次责任心：其中,拥有他律型硬角色责任心,是做个有责任心之人的底线。拥有第二层次的责任心有两种典型做法：一是拥有一般水平的自律型硬角色责任心;二是拥有他律型软角色责任心。个体二旦拥有一般水平的自律型软角色责任心,其责任心就达到了第三层次。拥有第四层次的责任心有两种典型做法：拥有高水平的自律型硬角色责任心,或拥有舍小我成大我且自律型软角色责任心。拥有高水平自律型软角色责任心,是做一个有责任心之人的最高境界。     

Euclidean Hierarchy in Modal Logic

For a Euclidean space , let L _n denote the modal logic of chequered subsets of . For every n 1, we characterize L _n using the more familiar Kripke semantics, thus implying that each L _n is a tabular logic over the well-known modal system Grz of Grzegorczyk. We show that the logics L _n form a decreasing chain converging to the logic L of chequered subsets of . As a result, we obtain that L is also a logic over Grz, and that L has the finite model property. We conclude the paper by extending our results to the modal language enriched with the universal modality.     

Child psychopathology and deviant family hierarchies

The association between child psychopathology and reversals in family hierarchies (where the child is seen as equal or higher in the hierarchy than the parental figures) were examined with the Madanes Family Hierarchy Test on a sample of 177 clinic-referred boys. Madanes' original findings of the association of substance use and deviant family hierarchy were replicated in this younger sample, (age 7 to 12). Boys diagnosed with Conduct Disorder reported significantly more deviant hierarchies while boys diagnosed with Overanxious Disorder reported significantly fewer deviant hierarchies. Follow-up results revealed some instability and lack of informant agreement, but the hierarchy measure was not confounded by age, race, SES, IQ, or parents' marital status.     

How controllable is occupational violence?

Occupational violence may be an issue in a number of workplaces, and be of two main sources—those sites where cash is handled, and sites with aggressive clients. Legal requirements make it mandatory for an employer to provide a safe workplace, but just how controllable is occupational violence? A risk management equation is developed to assist the manager to ascertain the level of risk for violence in the workplace.     

Extinction effects during the assessment of multiple problem behaviors

Extinction effects were evaluated in a multiple baseline across behaviors design with 2 boys after just one of several target problem behaviors was observed during a functional analysis. Other target behaviors emerged as extinction was introduced sequentially across all problem behaviors. Results demonstrated an efficient strategy for simultaneously assessing multiple problem behaviors maintained by the same consequence.     

社会层级的内隐刻板印象：权力与地位的不同作用

采用探测词再认范式,考察社会层级的内隐刻板印象。结果发现,在能力推理上,无论地位高低,个体对高权力推理为积极的反应时显著长于消极,对低权力推理为消极的反应时显著长于积极;在热情推理上,无论权力高低,个体对高地位推理为积极的反应时显著长于消极,对低地位推理为消极的反应时显著长于积极。这表明,权力和地位在热情和能力维度的刻板印象中起着不同的作用,其中权力正向预测能力,地位正向预测热情。     

Optimal Hierarchical Learning Path Design With Reinforcement Learning

E-learning systems are capable of providing more adaptive and efficient learning experiences for learners than traditional classroom settings. A key component of such systems is the learning policy. The learning policy is an algorithm that designs the learning paths or rather it selects learning materials for learners based on information such as the learners’ current progresses and skills, learning material contents. In this article, the authors address the problem of finding the optimal learning policy. To this end, a model for learners’ hierarchical skills in the E-learning system is first developed. Based on the hierarchical skill model and the classical cognitive diagnosis model, a framework to model various mastery levels related to hierarchical skills is further developed. The optimal learning path in consideration of the hierarchical structure of skills is found by applying a model-free reinforcement learning method, which does not require any assumption about learners’ learning transition processes. The effectiveness of the proposed framework is demonstrated via simulation studies.     

Serving first for the benefit of others: preliminary evidence for a hierarchical conceptualization of servant leadership

In this paper, we examine servant leadership as a promising leadership style for today's dynamic sales environments. Conceptual and empirical literature points to servant leadership's strong potential in facilitating benefits to salespeople and the organization. Yet that same literature evidences a problematic lack of consensus regarding components that distinctly reflect servant leadership. Existing conceptualizations include dimensions like humility and providing direction, which clearly overlap with various other leadership styles. In this paper, we first consider unique distinctives of servant leadership. We then propose an extension of the augmentation hypothesis from the transactional and transformational leadership literature. Specifically, we posit that servant leadership distinctives are hierarchically built on transformational characteristics, which themselves are built on transactional characteristics. Using secondary data from a sample of professional salespeople, we apply Guttman scaling and show this hierarchical conceptualization to be empirically tenable. We demonstrate that sales leadership at higher levels on the hierarchy produces incremental gains in salesperson satisfaction, salesperson performance, organizational citizenship behaviors, and corporate social responsibility. We confirm our findings in a validation sample and demonstrate an additional relationship with customer-directed extra-role behaviors. Our results imply that sales organizations can reap enhanced multi-faceted benefits through higher levels of servant leadership.