Visualizing and Visualizing Representations

Opponents of “the dependency thesis” (the view that when we visualize an F what we do is imagine seeing an F) have used an analogy between visualizing and viewing visual representations to bolster their skepticism. This article explores this analogy and argues that when we set out to visualize an F, sometimes what we visualize is either (1) influenced by our prior exposure to visual representations of an F or (2) best described as a visual representation of an F. The ramifications of this are explored, both in the light of arguments over the dependency thesis, and also in the light of the surprising data that suggest that at least during the 1940s and 1950s, people dreamed in black and white.     

Linkages Between Racioethnicity,Appraisal Reactions,and Employee Engagement

Because diversity is vital to many businesses, it is important to understand prospective racioethnic differences in employee engagement. Using survey data collected from a large (N = 5,537), diverse sample of retail employees, we found that more favorable appraisal reactions corresponded with more favorable psychological diversity climate perceptions; thus, higher levels of engagement. This indirect relationship was significantly stronger for ethnic minority employees (Blacks and Hispanics) than for White employees, indicating that members of traditionally disadvantaged groups respond differently to perceptions of appraisal systems. Finally, an exploratory assessment found that the hypothesized effects for racioethnicity do not generalize to sex, as the indirect effect of appraisal reactions on engagement was slightly, but not significantly stronger for women than for men.     

Counseling Regulations Regarding Sexual Misconduct: A Comparison Across States

Sexual relationships with clients, former clients, and supervisees are some of the most powerful and difficult clinical issues for counselors. These issues force counselors to examine the heart of the therapeutic process: the counseling relationship. The purpose of this study was to gather and analyze different approaches used by state counseling boards to deal with sexual relationships in counseling and supervision. This information affords counselors and state licensure board members a broader view of options and issues involved in this difficult area of ethical decision making.     

WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS

Racioethnic minorities have constituted a substantial portion of new labor market entrants in the past decade ( Fullerton & Toossi, 2001 ). Yet, the recruitment literature has not attended to issues of racioethnicity, and more specifically, how racioethnic groups may differ in the factors used to determine job acceptance intentions after site visits. This article aims to rectify that omission by providing a theoretical model explaining how organizational and surrounding community attributes differentially affect the decision-making process of minority and majority group job applicants. Several individual difference moderators (i.e., racioethnic identity, social dominance orientation, other-group orientation, and perceived job opportunities) also are discussed in terms of their potential influence on job acceptance intentions. The article concludes with coverage of relevant research and practical implications of the racioethnic model of site visit reactions.     

A TALE OF TWO CLIMATES: DIVERSITY CLIMATE FROM SUBORDINATES' AND MANAGERS' PERSPECTIVES AND THEIR ROLE IN STORE UNIT SALES PERFORMANCE

Applying Zohar's (2000) multilevel model of organizational climate, this study assessed the main and interactive effects of subordinates' and managers' diversity climate perspectives on store sales performance. Across 654 store units of a large U.S. retail organization, we observed main effects of subordinate and managerial diversity climates on unit sales percentage change and a significant subordinate × manager diversity climate perspective interaction. The greatest sales growth was found in stores wherein subordinates and management perceived highly pro-diversity climates (positive consistency). In contrast, the lowest sales growth was evident for stores in which both subordinates and managers reported less hospitable diversity climates (negative consistency). Our findings underscore the positive financial ramifications of highly consistent perceptions that diversity is valued in a work context.     

INQUIRY, CONVERSATION AND THEISTIC BELIEF: WILLIAM JAMES AND RICHARD RORTY GET RELIGION

This essay examines William James' view that pragmatic philosophy allows for theistic belief and compares it to Richard Rorty's argument that theistic belief is fundamentally incompatible with pragmatic philosophy. Theism is permissible for James because it is commensurate with his view of philosophy as inquiry . Theism is impermissible for Rorty because it incommensurate with his view of philosophy as conversation . James' arguments are shown to be too generic in their conception of the God in whom theistic belief may be placed, and Rorty's arguments against the desirability of theistic belief are shown to run afoul of his own philosophical program.