PROTÉGÉS NEGATIVE MENTORING EXPERIENCES: CONSTRUCT DEVELOPMENT AND NOMOLOGICAL VALIDATION

Two studies were conducted to operationalize the construct of negative mentoring experiences, establish content validity, and test theory-based predictions associated with a nomological network of related variables. As predicted, the negative experiences of mentor Distancing Behavior and Lack of Mentor Expertise were more often reported in the separation phase and among protégés in formally arranged mentoring relationships. All types of experiences were related to career-related support, psychosocial support, and learning, with Distancing Behavior being most highly related to career support and learning. Significant correlations were also found with relational complementarity, social exchange perceptions, intentions to leave the relationship, depressed mood, and psychological job withdrawal. Negative mentoring was also distinct from positive mentoring, general workplace stress, and dissatisfying social relationships at work, providing discriminant validity evidence. Finally, negative mentoring had explanatory power in predicting protégéoutcomes over and above positive mentoring. The findings are discussed in terms of future research on mentoring as well as applied practice.     

The Direction of Denominational Switching in Judaism

This research note examines patterns of denominational switching and the characteristics of switchers within Judaism in the United States. Viewing orthodox, conservative, and reform Judaism and a fourth "nonspecific" group as categories that range from the most traditional to the least traditional, respectively, we focus on the movement of individuals toward or away from a more traditional denomination in comparison with remaining in the same denomination in which they were raised. The data were drawn from the National Jewish Population Survey (NJPS) 2000–2001 (NJPS 2003). We found that 62 percent stay within the same group, 29 percent move away from tradition, and 9 percent move to a more traditional denomination. Multivariate logistic regression analyses show that a lower level of Jewish background, higher previous travel to Israel, a greater extent of organizational affiliation, and a higher level of spiritual feelings and beliefs are associated with moving to a more traditional denomination whereas a higher level of Jewish background, lower previous travel to Israel, and a lower level of spiritual feelings and beliefs are associated with moving to a less traditional denomination. In addition, a few sociodemographic factors (previously married, has a child at home, lives in a western state) are associated with movement toward tradition whereas others (older age, female, not living in the northeast or west) are associated with movement in the other direction.     

Mental Causation: Unnaturalized but not Unnatural

The central problem for a realist about mental causation is to show that mental causation is compatible with the causal completeness of physical systems. This problem has seemed intractable in large part because of a widely held view that any sort of systematic overdetermination of events by their causes is unacceptable. I account for the popularity of this view, but argue that we ought to reject it. In doing so. I show how we thereby undermine the idea that mental causes must be naturalizable in order to be legitimate. Thus I argue that a non-naturalist conception of mental causation is compatible with a plausible kind of physicalism.     

HOW SOCIAL DOMINANCE ORIENTATION AND JOB STATUS INFLUENCE PERCEPTIONS OF AFRICAN-AMERICAN AFFIRMATIVE ACTION BENEFICIARIES

This paper examines evaluative judgments about an African-American beneficiary of affirmative action (AA) in two studies. Based on a motivated social cognition model, we test whether the use of AA, social dominance orientation (SDO), and job status jointly influence judgments about the future job performance and career progression of an AA beneficiary. In a sample of 244 undergraduate business students, Study 1 showed that SDO and AA interact to predict job-related performance expectations, and AA and job status interact to predict career progression expectations. Study 2 used a different sample of 190 business undergraduates to test whether the effects of AA, job status, SDO and their interactions on evaluative judgments is mediated by stereotype application. Results showed that different dimensions of stereotypes mediated the relationships between SDO, job status and the AA × SDO interaction.     

PERSONALITY DIMENSIONS EXPLAINING RELATIONSHIPS BETWEEN INTEGRITY TESTS AND COUNTERPRODUCTIVE BEHAVIOR: BIG FIVE,OR ONE IN ADDITION?

Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N = 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.