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The purpose of this study was to examine cultural differences in perceptions of distributive and procedural justice. Four different structural equation models of the relationship between distributive and procedural justice and their impact on systemic and individual outcome variables were tested. The models are similar to those tested by Sweeney and McFarlin, who found support for a two-factor model in a sample of employees from the United States. The models in the current study were tested on a sample of full-time employees working in Hong Kong. Support for cultural differences was found, as the two-factor model did not fit for Hong Kong employees. The distributive-halo model was the most appropriate and showed that distributive justice impacted perceptions of both fairness outcomes and procedural justice. In addition, gender did not significantly impact outcomes. [ABSTRACT FROM AUTHOR]

ABSTRACT: Prior research has demonstrated that race, at least to some extent, is related to employment decisions such as selection and performance appraisals. However, little prior research has addressed the impact of race on employment termination. The current study investigates whether race is related to employment termination and highlights the importance of education, an important component of human capital, in understanding racial differences in termination. Results based on 548 employees from a large hotel chain indicate that race is related to termination; however, race is not predictive of termination when education is included in the regression analysis as a predictor. These findings support the notion that a societal level variable (i.e., education) is an important factor in reducing racial inequality in employment practices. [ABSTRACT FROM AUTHOR]

Presents a study which examined whether a structured free recall intervention could decrease the influence of traditional gender-stereotypes on the performance evaluation of women. Review of related literature; Influence of a pro-male bias on performance ratings; Results and implications.

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the "true" shape of relationships. Using hierarchical regression analyses and a multitrait-multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs. [ABSTRACT FROM AUTHOR]

Life-span models and their emphasis on individual differences in aging and development fit perfectly with industrial-organizational (I-O) psychology's underlying theoretical assumptions. Furthermore, certain life-span metatheories can provide an overarching framework from which to understand various I-O research areas. This article attempts to demonstrate how a specific life-span model of successful aging-selective optimization with compensation (SOC)-can be used as a metatheory for 3 specific areas of I-O psychology: work-family conflict, leadership, and organization-level functioning. Finally, methodological issues that researchers should consider when using the SOC model in the I-O arena are also discussed. [ABSTRACT FROM AUTHOR]

Previous research has demonstrated that performance information (e.g., prior supervisor ratings) can bias behavioral ratings. However, research has not fully explored the effects of performance cues on raters' memory. In addition, no studies have attempted to eliminate this performance cue effect. This study addressed these deficiencies by collecting both free recall and recognition memory measures while testing an unstructured free recall intervention. Results indicate that performance cues do affect the recall of performance relevant behaviors from memory. Contrary to expectations, free recall did not prove to be an effective intervention. Implications of these findings for future attempts to remove the performance cue effect are discussed. [ABSTRACT FROM AUTHOR]

The field of psychology must racially/ethnically diversify to create a workforce that can meet the needs of education, training, and interventions in an increasingly pluralistic society. Systemic bias in psychology doctoral programs' admissions process may partially account for relatively few psychologists being underrepresented minorities (URMs). The use of the Graduate Record Examination Quantitative score (GRE-Q) is one important modifiable barrier. The purpose of the current study is to go beyond replicating the association between the GRE-Q and desired doctoral outcomes by examining if a cut-off score for the GRE-Q as a proxy for potential to succeed in psychology doctoral programs disproportionately impacts URMs. Participants (N = 226) were psychology doctoral students at a Carnegie-classified Highest Research Activity (R1) large Midwestern university, who were admitted to graduate school from 2001 to 2011. Our findings show that, while controlling for undergraduate grade point average (GPA) and prior master's degree attainment, the GRE-Q predicted grades in two required graduate statistics courses and overall graduate GPA. Importantly, all students, regardless of their GRE-Q score, demonstrated competence in their statistics coursework, as assessed by their course grades. Moreover, we found that guidelines that bar admission into the psychology doctoral program for students with low GRE-Q scores would have disproportionately impacted URMs, resulting in 44% being barred admission versus only 17% of their White/Asian/Pacific Islander counterparts. Practical implications include introducing holistic review protocols into the admissions process, while educating faculty on how heavy emphasis on the GRE-Q contributes to inequitable exclusion of capable URMs. [ABSTRACT FROM AUTHOR]

There has historically been little consensus around the measurement of the eldercare construct. While authors most frequently employ a dichotomous operationalization of eldercare, there is likely greater nuance to the caregiver experience that goes uncaptured and can serve to explain inconsistencies in eldercare findings. The current study takes a person-centered approach to eldercare in order to assess how different caregiving characteristics manifest within individuals. Using an archival data source, we conduct a latent profile analysis of 840 employed caregivers to detect patterns within eldercare experiences and relate these contexts to various work-related and psychological outcomes. Overall, we find that the latent profiles are primarily driven by three eldercare variables: (1) the amount of time spent attending to eldercare responsibilities, (2) the living situation of the care recipient, and (3) the impairment of the care recipient. We also discovered that one of the profiles (characterized by long-term, in-home eldercare for a care recipient with a physical or mental disability) exhibited significantly higher family-to-work conflict relative to other profiles. Our comparisons of eldercare profiles serve to illustrate the scenarios in which eldercare is most influential. Additionally, the person-centered approach revealed various caregiving contexts that were otherwise not captured by the variable-centered approach, supporting the use of latent profile analysis in the work-family domain. The findings have implications for the future operationalization of the eldercare construct, as well as for organizational eldercare policies and interventions. [ABSTRACT FROM AUTHOR]

Common measures of work-family conflict focus on a person's perception of conflict. However, these perceptual measures may not provide a complete picture of the range of specific instances of conflict individuals may experience. In the present study, we developed a psychometrically sound assessment of work-family behavioral role conflict through a multi-study process. In phase 1, an inductive approach was used to identify a list of specific behavioral instances of work-family conflict (both work-to-family and family-to-work) through focus group interviews. In phase 2, we reduced the total number of scale items, by eliminating behavioral items with importance scores below a minimum cutoff. In phase 3, we further reduced the total number of scale items and examined the intercorrelations between our new measure and two widely used perceptual measures of work-family conflict. Finally, in phase 4, we examined the incremental validity of the final behavioral measure above and beyond the most widely used measure of perceptions of work-family conflict (i.e., Carlson, Kacmar, & Williams, Journal of Vocational Behavior, 56, 249-276, 2000). Results indicate that the work-family behavioral role conflict scale explained a significant amount of incremental variance over a perceptual measure of work-family conflict for several important outcomes, including turnover, psychological strain, burnout, and depression. Overall, this study illustrates the benefit of assessing behavioral incidences of work-family conflict in addition to assessing perceptions of work-family conflict. [ABSTRACT FROM AUTHOR]

Background: Previous meta-analyses of published and unpublished trials indicate that antidepressants provide modest benefits compared to placebo in the treatment of depression; some have argued that these benefits are not clinically significant. However, these meta-analyses were based only on trials submitted for the initial FDA approval of the medication and were limited to those aimed at treating depression. Here, for the first time, we assess the efficacy of a selective serotonin reuptake inhibitor (SSRI) in the treatment of both anxiety and depression, using a complete data set of all published and unpublished trials sponsored by the manufacturer. Methods and Findings: GlaxoSmithKline has been required to post the results for all sponsored clinical trials online, providing an opportunity to assess the efficacy of an SSRI (paroxetine) with a complete data set of all trials conducted. We examined the data from all placebo-controlled, double-blind trials of paroxetine that included change scores on the Hamilton Rating Scale for Anxiety (HRSA) and/or the Hamilton Rating Scale for Depression (HRSD). For the treatment of anxiety (k = 12), the efficacy difference between paroxetine and placebo was modest (d = 0.27), and independent of baseline severity of anxiety. Overall change in placebo-treated individuals replicated 79% of the magnitude of paroxetine response. Efficacy was superior for the treatment of panic disorder (d = 0.36) than for generalized anxiety disorder (d = 0.20). Published trials showed significantly larger drug-placebo differences than unpublished trials (d’s = 0.32 and 0.17, respectively). In depression trials (k = 27), the benefit of paroxetine over placebo was consistent with previous meta-analyses of antidepressant efficacy (d = 0.32). Conclusions: The available empirical evidence indicates that paroxetine provides only a modest advantage over placebo in treatment of anxiety and depression. Treatment implications are discussed. [ABSTRACT FROM AUTHOR]

Few studies have examined how various biases operate in combination to influence performance judgments. Along these lines, the current study used experimental methods to test four competing models of the combined influence of ratee's bodyweight and past performance information on performance judgments. Results were consistent with an additive model, such that ratee's bodyweight and information about ratee's past performance combined independently to affect performance judgments. Consistent with a double disadvantage effect, the least favorable performance judgments were made for an overweight ratee with poor previous performance. Finally, mixed evidence was obtained for the interaction of ratee's bodyweight and perceptions of ratee's physical attractiveness, such that high-perceived attractiveness buffered against the otherwise negative performance ratings associated with overweight status. [ABSTRACT FROM AUTHOR]

An experience sampling methodology was used to study the direct and conditional within‐person relationship between job stressors and job satisfaction. One hundred and one full‐time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3‐week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within‐person stressors are negatively related to within‐person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between‐person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within‐person stressors–satisfaction relationship is conditional upon locus of control and positive affect. Copyright © 2015 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Objective. This article presents an updated meta-analysis of field and laboratory studies that examine the influence of age on a number of evaluative workplace outcomes (advancement, selection, general evaluations, interpersonal skills, and reliability). Method. A random effects meta-analytic procedure was used. Results. In line with the perspective that perceptions of older workers are multidimensional, the observed meta-analytic correlations indicate that age has medium-sized negative effects on majority of the outcomes investigated (radvancement = −.21, rselection = −.30, rgeneral evaluations = −.24, and rinterpersonal skills = −.23, and a medium-sized positive effect on perceptions of reliability (rreliability = .31). Additionally, evidence of moderation by study design for the selection outcome is presented, such that within-subjects designs elicit stronger effects of age than between-subjects designs. Discussion. The present study demonstrates that it is likely that older workers are not viewed entirely negatively or entirely positively in the workplace; rather, the perceptions of older workers are more are varied, and even positive in some cases. [ABSTRACT FROM PUBLISHER]

This study examines the mediating role of parenting on the relationship between exposure to violence and externalizing problems. Participants include 214 at-risk urban adolescents. Structured interviews assessed exposure to community and family violence, parental monitoring and warmth, as well as substance abuse and conduct problems. Structural equation modeling provided evidence of a mediation model that fits European Americans but is less predictive for African Americans. For European Americans, findings suggest greater exposure to community violence is associated with more externalizing problems, and also indirectly effects problems by disrupting parental monitoring. Although family violence relates to less parental warmth, no association exits between warmth and externalizing problems. Unmeasured variables that contribute to racial differences may explain how violence impacts African American teens. [ABSTRACT FROM AUTHOR]

Social support is broad term encompassing a variety of constructs, including support perceptions (perceived support) and receipt of supportive behaviors (received support). Of these constructs, only perceived support has been regarded as consistently linked to health, and researchers have offered differing assessments of the strength of the received-perceived support relationship. An overall estimate of the received-perceived support relationship would clearly further the dialogue on the relationship between received and perceived support and thus assist in the theoretical development of the field. This study evaluated all available studies using the Inventory of Socially Supportive Behaviors (ISSB; Barrera, Sandler, & Ramsey, , American Journal of Community Psychology, 9, 435–447) and any measure of perceived social support. Using effect sizes from 23 studies, we found an average correlation of r = .35, p < .001. Implications of this estimate for further development of models of social support as well as interventions to enhance social support are discussed. [ABSTRACT FROM AUTHOR]