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Examined whether a structured free recall intervention could decrease the influence of traditional gender stereotypes on the performance evaluations of women. College students provided performance ratings for vignettes describing the performance of male and female professors. Without the intervention, raters who had traditional stereotypes evaluated women less accurately and more negatively. The structured free recall intervention successfully eliminated these effects. (SM)

This study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week internship program. Results indicated that P-O fit was more strongly related to satisfaction when individuals experienced low N-S job fit. P-O fit was more strongly related to job choice intentions when individuals experienced low D-A job fit or were highly conscientious. Finally, P-O fit was related to job offer acceptance for highly conscientious individuals. Keywords: person-organization fit, person-job fit, perceived fit, attraction, satisfaction

The purpose of this article was to extend previous work on the effect of racial biases on performance ratings. The 1st of 2 studies examined whether a structured free recall intervention decreased the influence of negative racial biases on the performance ratings of Black men. Results indicated that without the intervention, raters who endorsed a negative stereotype of Black men as managers evaluated Black men more negatively. However, the structured free recall intervention successfully reduced these effects. The second study examined in more detail the cognitive mechanisms underlying the success of the intervention. Results are consistent with the assumption that the reduction of the influence of racial biases under structured free recall conditions is a consequence of a modified strength threshold for retrieval of behaviors from memory. Keywords: stereotypes, rating biases, performance ratings, cognitive mechanisms

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.

The present study examines the relationship between a variety of organizational support factors and work-family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work-family balance. For example, having a supportive work-family supervisor was related to lower negative work-family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support -- particularly supervisor work-family support -- may benefit men and women through different mechanisms. [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]

Empirical research on workaholism has been hampered by a lack of consensus regarding the definition and appropriate measurement of the construct. In the present study, we first review prior conceptualizations of workaholism in an effort to identify a definition of workaholism. Then, we conduct a meta-analysis of the correlates and outcomes of workaholism to clarify its nomological network. Results indicate that workaholism is related to achievement-oriented personality traits (i.e., perfectionism, Type A personality), but is generally unrelated to many other dispositional (e.g., conscientiousness, self-esteem, positive affect) and demographic (e.g., gender, parental status, marital status) variables. Findings are mixed regarding the relationship between workaholism and affectively laden variables, which speaks to the complex nature of workaholism. Results also show that workaholism is related to many negative outcomes, such as burnout, job stress, work–life conflict, and decreased physical and mental health. Overall, results provide solid evidence that workaholism is best conceptualized as an addiction to work that leads to many negative individual, interpersonal, and organizational outcomes. [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]

The authors discuss the recommendations made by A. Lindsey and colleagues on how to reduce discrimination in the workplace, and Structured Free Recall Intervention (SFRI). They argue that neither measuring the biases nor educating employees on their biases are workable alternatives for diminishing discrimination. They say that SFRI does not have an undue impact on indifferent raters.

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]

The commentaries on our focal article agreed with its main premise that work-family research should follow new strategies to improve its practical impact, and made suggestions clustering into three main themes. The first theme built on our suggestion to improve the research focus, terminology, and framing of work-family research. These essays offered additional ideas such as decoupling work-family from work-life research, and examining contextual factors more deeply. The second theme focused on how to better apply the findings from work family research. These commentaries provided social change approaches for making work-family issues more central to key stakeholders and to organizations. The third theme focused on broadening our scope to the societal level. These editorials advocated tactics supporting the development of basic rights of work-life balance within and across nations. [ABSTRACT FROM AUTHOR]

Although work-family research has mushroomed over the past several decades, an implementation gap persists in putting work-family research into practice. Because of this, work-family researchers have not made a significant impact in improving the lives of employees relative to the amount of research that has been conducted. The goal of this article is to clarify areas where implementation gaps between work-family research and practice are prevalent, discuss the importance of reducing these gaps, and make the case that both better and different research should be conducted. We recommend several alternative but complementary actions for the work-family researcher: (a) work with organizations to study their policy and practice implementation efforts, (b) focus on the impact of rapid technological advances that are blurring work-family boundaries, (c) conduct research to empower the individual to self-manage the work-family interface, and (d) engage in advocacy and collaborative policy research to change institutional contexts and break down silos. Increased partnerships between industrial-organizational (I-O) psychology practitioners and researchers from many industries and disciplines could break down silos that we see as limiting development of the field. [ABSTRACT FROM AUTHOR]

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]