Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees.     

Direct gaze modulates face recognition in young infants

From birth, infants prefer to look at faces that engage them in direct eye contact. In adults, direct gaze is known to modulate the processing of faces, including the recognition of individuals. In the present study, we investigate whether direction of gaze has any effect on face recognition in four-month-old infants. Four-month infants were shown faces with both direct and averted gaze, and subsequently given a preference test involving the same face and a novel one. A novelty preference during test was only found following initial exposure to a face with direct gaze. Further, face recognition was also generally enhanced for faces with both direct and with averted gaze when the infants started the task with the direct gaze condition. Together, these results indicate that the direction of the gaze modulates face recognition in early infancy.     

The Association between Callous-Unemotional Traits and Behavioral and Academic Adjustment in Children: Further Validation of the Inventory of Callous-Unemotional Traits

Callous-unemotional (CU) traits have been associated with problems in behavioral adjustment in past research which has led to proposals to include them in diagnostic classification systems for child behavior problems. In the current study, the factor structure of a comprehensive measure of CU traits was tested in a sample of 540 Italian children in grades 6 and 8. Consistent with past factor analyses in other countries, CU traits could be described as having three subfactors (i.e., callousness, uncaring, unemotional) which load on an overarching general factor. Importantly, this factor structure was invariant across gender and grade. Consistent with past studies, CU traits were positively associated with school behavior problems, bullying, and reactive aggression and this was largely accounted for by the callousness and uncaring subscales. The current results advance past work in showing that these associations extend to cyberbullying and to bullying reported by both self-report and by peer nominations. Further, CU traits were also associated with lower levels of academic achievement, and this was also largely accounted for by the callousness and uncaring dimensions. Finally, although the unemotional subscale did not show consistent associations with problems in behavioral or academic adjustment, it did contribute independently to the prediction (negatively) of peer-reported prosocial behaviors.     

Measuring Positive Affect,Negative Affect,and Physiological Hyperarousal among Italian Youth: Translations of the PANAS-C and PH-C

Italian-language versions of the Positive and Negative Affect Scale for Children (PANAS-C; Laurent et al. Psychological Assessment, 11, 326–338, 1999) and Physiological Hyperarousal Scale for Children (PH-C; Laurent et al. Psychological Assessment, 16, 373–380, 2004) were developed. Students (N = 1026; M age = 12.05 years, SD = 1.49) from central Italy completed these scales. Measures were evaluated based on criteria from previous studies resulting in an 11-item PANAS-C PA scale (α = .88), a 13-item PANAS-C NA scale (α = .87), and a 14-item PH-C (α = .85). Confirmatory factor analyses resulted in best-fit indices that favored a 3-factor model consistent with the tripartite model of anxiety and depression. Similar to results reported with the original English-language and other translations of these measures, scores on the PA scale were lower and scores on the NA and PH scales were higher for older girls than older boys and younger boys and girls. Findings suggested that the psychometric properties of the Italian-language versions of the PANAS-C and PH-C were similar to the English-language versions and other translated versions of the measures.     

How Individuals and Organizations Can Reduce Interpersonal Discrimination

Individuals do not always face overt, unambiguous forms of discrimination that often have legal repercussions. Rather, the current paper introduces the construct of interpersonal discrimination, a set of behaviors (e.g., increased interpersonal hostility, decreased eye contact, abbreviated interactions) that has negative implications for both individuals and organizations. For individuals, interpersonal discrimination may result in consequences such as lowered performance (2009, doctoral dissertation, Rice University). For organizations, this type of discrimination may lead to negative bottom line consequences (Journal of Applied Psychology, 91 , 2006, 579–592). Individuals and organizations can both take steps to combat this discrimination and in this article, we review these strategies. While research on some individual‐level strategies in reducing interpersonal discrimination is showing success, the research on other strategies (from allies and organizations) is sparse, and we end by encouraging such future research.     

Effectiveness of parent counselling in eating disorders

ABSTRACT

Eating Disorders (ED) are often severe illnesses entailing a heavy burden for families. Family therapy is recommended for young patients, but only a few studies have investigated therapeutic interventions with families tailored also to adult and longstanding patients. We recruited 87 families with daughters affected by an ED, aiming to assess the effectiveness of eight sessions of parent counselling. The primary outcome was the improvement of parents' coping abilities to achieve more effective support skills. Before treatment, 54% of parents showed poor coping resources whereas 43.7% of the sample improved after parent counselling. Parents with good coping resources responded significantly better to this treatment. Although future research is warranted, these preliminary findings support the effectiveness of parent counselling in ED.     

The Role of Organizational Leaders in Sexual Orientation Equality at Organizational and Federal Levels

Purpose

This article expands the discourse of the impact of the passage of the Civil Rights Act (CRA) of 1964 to sexual orientation minorities (SOM).

Design/Methodology/Approach

We first discuss the challenges faced by SOM in the workplace. We then present a model adapted from Edelman’s “Handbook of employment discrimination research (pp. 337–352). Dordrecht, The Netherlands: Springer (2005)” theory of endogeneity of law to discuss the impact that such leaders and their supportive organizational SOM policies can have on the passage of nationwide SOM legislation. Finally, we discuss how organizational leaders’ beliefs and actions can play a major role in affecting organizational SOM policies.

Findings

We argue that the presence of organizational protective policies can facilitate the passage of federal SOM legislation by establishing and legitimizing social norms. We also highlight how beliefs about religion, morality, controllability, and occupational stereotypes contribute to prejudice and lack of support for SOM-protective organizational policies.

Implications

We discuss the importance that organizational SOM policies have on larger societal legislative issues, and outline how specific individual-level beliefs can impact organizational-level support for SOM.

Originality/Value

We take a novel approach by focusing on what organizational leaders can do to enact SOM policies that may further influence protective laws. We also draw upon neo-institutional theory to show specifically how organizations can affect legislation; a topic often ignored in organizational psychology.     

The shared signal hypothesis: Effects of emotion‐gaze congruency in infant and adult visual preferences

In this study, 4‐month‐old infants’ and adults’ spontaneous preferences for emotional and neutral displays with direct and averted gaze are investigated using visual preference paradigms. Specifically, by presenting two approach‐oriented emotions (happiness and anger) and two avoidance‐oriented emotions (fear and sadness), we asked whether the pattern of emotion–gaze interaction suggested by the shared signal hypothesis (SSH) would also be found with this paradigm. Both age groups demonstrated an ability to discern the approach‐ and avoidance‐oriented emotions, matching them with direct and averted gaze, respectively. Nonetheless, infants showed a greater sensitivity for the congruent emotion‐gaze combination in the approach‐oriented emotions, while adults were equally sensitive to the gaze‐expression congruence for both the approach‐ and avoidance‐oriented emotions. In a follow‐up experiment, infants showed no preference for direct or averted gaze in the context of neutral faces. We conclude that the SSH may have validity from infancy, gradually extending from approach‐oriented emotions to avoidance‐oriented emotions over the course of development.     

Factors influencing newborns' preference for faces with eye contact

We investigated newborns' sensitivity to the direction of gaze of another's face by using a preferential looking technique. This study extends earlier work on a preference for faces with direct gaze in newborns. In Experiment 1, we replicate the basic finding of Farroni and colleagues that newborns prefer to look at faces with direct gaze. In Experiments 2 and 3, we establish that a preference for faces with direct gaze in newborns is present only within the context of an upright face and a straight head, suggesting that relatively primitive configuration-sensitive mechanisms may be operating. Overall, these results further the view that relatively simple perceptual biases in newborns may be an essential foundation for later social-cognitive development.