Personal and workgroup incivility: Impact on work and health outcomes.

This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Race as a moderator in a model of sexual harassment: An empirical test.

L. F. Fitzgerald, C. L. Hulin. and F. Drasgow (1995) proposed that victim characteristics, such as race, might moderate the relationships between sexual harassment and its job, psychological, and health status outcomes. This study describes 2 theoretical positions, tokenism and double jeopardy, that could account for this possible moderation by race, as well as the alternative view that no moderating effects exist. The effects of race are empirically examined through simultaneous path analysis. Results indicate that whereas, mean levels of harassment differ across race, the phenomenon of sexual harassment unfolds similarly across races; race is not a moderator of the relationships between sexual harassment and the variables proposed as its antecedents and outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychotherapy versus medication for depression: Challenging the conventional wisdom with data.

Antidepressant medications are the most popular treatment for unipolar depression in the US, although there may be safer alternatives that are equally or more effective. This article reviews a wide range of well-controlled studies comparing psychological and pharmacological treatments for depression. The evidence suggests that the psychological interventions, particularly cognitive behavioral therapy, are at least as effective as medication in the treatment of depression, even if severe. These conclusions hold for both vegetative and social adjustment symptoms, especially when patient-rated measures are used and long-term follow-up is considered. Some aspirational guidelines for the treatment of depression are proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workplace harassment: Double jeopardy for minority women.

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Reactions to prejudicial statements: The influence of statement content and characteristics of the commenter.

The purpose of this study was to examine factors that influenced the perceived offensiveness of a prejudicial comment. A mixed-methods study was conducted, with 134 college students participating. Results from a choice-based experiment indicated that racist comments were deemed more offensive than were sexist ones. These effects were amplified when the commenter was a prototypical perpetrator (i.e., when the commenter was White or male). Qualitative data collected from the participants also supported these findings. Results are discussed in terms of contributions to the literature and implications for practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Physical disability and mental health: An epidemiology of psychiatric and substance disorders.

Objective: To estimate the lifetime and 1-year prevalence of psychiatric and substance disorders as they vary by the presence of physical disability and across gender, race- ethnicity, and age. Study Design: Community screening provided a sampling frame from which stratified random samples were drawn. Participants: Half were men, half were screened as having activity limitation, and African Americans, non-Hispanic Whites, persons of Cuban heritage, and other Hispanics each composed 25% of the sample. Interviews were completed with 1,986 individuals using the Composite International Diagnostic Interview. Outcome Measures: The authors provide the lifetime and past-year occurrence of both psychiatric and substance disorders. Results: A compelling relationship is observed between physical disability and risk for the lifetime occurrence of both psychiatric and substance disorders and for the past-year occurrence of psychiatric disorders. Elevations in risk are greater for men than for women, for the young than for the old, and for persons of Hispanic heritage compared with African Americans and non- Hispanic Whites. Conclusions: Physical disability appears to represent a dimension of stress that increases risk for the occurrence of psychiatric or substance disorders. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dynamic aspects of voluntary turnover: An integrated approach to curvilinearity in the performance–turnover relationship.

Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push–pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a downward performance change may increase the likelihood of organizational separation. Drawing on decision theory, we propose and test an integrative framework. This approach incorporates both of these earlier models. Specifically, we argue that individuals are most likely to voluntarily exit when they are below-average performers who are also experiencing a downward performance change. Furthermore, the interaction between this downward change and performance partially accounts for the curvilinear relationship proposed by the push–pull model. Findings from a longitudinal field study supported this integrative theory. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

New trends in gender and mathematics performance: A meta-analysis.

In this article, we use meta-analysis to analyze gender differences in recent studies of mathematics performance. First, we meta-analyzed data from 242 studies published between 1990 and 2007, representing the testing of 1,286,350 people. Overall, d = 0.05, indicating no gender difference, and variance ratio = 1.08, indicating nearly equal male and female variances. Second, we analyzed data from large data sets based on probability sampling of U.S. adolescents over the past 20 years: the National Longitudinal Surveys of Youth, the National Education Longitudinal Study of 1988, the Longitudinal Study of American Youth, and the National Assessment of Educational Progress. Effect sizes for the gender difference ranged between –0.15 and +0.22. Variance ratios ranged from 0.88 to 1.34. Taken together, these findings support the view that males and females perform similarly in mathematics. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Changing Face of School Psychology: Trends in Data and Projections for the Future.

Trends in data from the past to the present are described for demographic variables (gender, race and ethnicity, preparation levels, credentialing, age and experience) and ratio of students to school psychologists. School psychology in the United States will continue to be characterized as primarily Caucasian, specialist-level and female through 2020. Projections of personnel needs based on estimates of new school psychologists entering the field through graduation from university programs, as well as those exiting the field through estimates of retirement and attrition, indicate that there will be a severe shortage of school psychologists through 2010, with the shortage then continuing but declining through 2020. Implications are discussed and possible strategies and directions are offered for the field. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The Construct of Work Commitment: Testing an Integrative Framework.

This study meta-analytically examined extensive literature associated with work commitment. The primary purposes were to (a) cumulate correlations among dimensions of work commitment to see which were intercorrelated and (b) determine impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job performance, turnover intentions, and turnover). Results were cumulated across 997 articles. The positive manifold of correlations suggests the presence of a common psychological construct underlying different commitment forms, with the exception of calculative, continuance, and union commitment. Most of the 94 meta-analyzed correlations were small, suggesting that concept redundancy is not a major concern. Meta-analyses of the correlations of 24 commitment constructs with 4 outcome variables suggest that different commitment forms have similar patterns of correlations with outcome variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Giving children security: Mamie Phipps Clark and the racialization of child psychology.

During the 1930s and 1940s, social psychologists became increasingly well-known among progressives battling race prejudice. By the early 1950s, African American psychologist Kenneth Bancroft Clark had become deeply involved with the National Association for the Advancement of Colored People's battle against segregated education in the South. By this time, his wife, who is less well-known in the annals of history, was developing her own reputation as the guiding spirit behind Harlem's Northside Center for Child Development. Her work at the center helped define an increasing interest in the psychology of children of color. This article examines the individual and social contexts of Mamie Phipps Clark's life and argues for greater attention to the dynamics of race and gender in the history of psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adolescents' reasoning about exclusion from social groups.

Ninth- and 11th-grade students (N=379) were surveyed regarding their evaluations of excluding someone from a social group solely on the basis of his or her social reference group membership. Individuals evaluated exclusion in ambiguous and nonambiguous situations. Judgments and reasoning about exclusion were compared with judgments and reasoning about a more prototypically moral situation (denial of resources). Overall, participants evaluated exclusion as less wrong than denial of resources and used fewer moral and more conventional reasons to justify their judgments. Participants relied more on their group knowledge or stereotypes in evaluating ambiguous situations and more on their personal knowledge in evaluating nonambiguous situations. Age- and gender-related differences in evaluations, reasoning, and use of stereotypes were also found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Who's in, who's out: Examining race, gender and the cohort community.

Many teacher education programs have adopted a cohort structure which offers attractive administrative and organizational benefits while promoting classroom community. This study examines one urban teacher preparation program that employed a cohort model. Using focus groups and survey data, this mixed methods study compared results on the basis of race and gender. Findings suggest that while the cohort structure created a strong classroom community among the majority of students, specific minority populations in the program (men and students of color) were excluded from the social benefits associated with the cohort model. This study identified active social systems of silencing and exclusion and outlines implications for hiring practices, curriculum, and faculty development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age, gender, race, socioeconomic status, and birth cohort difference on the children's depression inventory: A meta-analysis.

A within-scale meta-analysis was performed on 310 samples of children (ages 8-16; N = 61,424) responding to the Children's Depression Inventory (CDI). Girls' depression scores stayed steady from ages 8 to 11 and then increased between ages 12 and 16. Boys' CDI scores were stable from ages 8 to 16 except for a high CDI score at age 12. Girls' scores were slightly lower than boys' during childhood, but girls scored higher beginning at age 13. There were no socioeconomic status effects and no differences between White and Black samples. However, Hispanic samples scored significantly higher on the CDI. Analyses for birth cohort showed a slight decrease in boys' CDI scores over time and no change for girls. Longitudinal studies demonstrated a marked testing effect. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Multicultural organizational consultation: A social justice perspective.

Multicultural organizational consultation (MOC) possesses a strong social justice component because it is directed toward removing barriers to equal access and opportunity in organizations. As such, it often challenges the power and privilege of organizational policies and practices that oppress marginalized groups and perpetuate disparities. Four important characteristics of MOC are discussed: (a) the need for a conceptual framework of multicultural organizational development, especially how standard operating procedures (programs, policies, and practices) may enhance or impede diversity initiatives; (b) confronting the sociopolitical systems of power and privilege inherent in organizations; (c) the consultant's ability to understand his or her own worldview in relation to other diverse worldviews related to race, gender, sexual orientation, and other sociodemographic dimensions; and (e) integrating roles and tasks in facilitating difficult dialogues on race, gender, and sexual orientation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A reexamination of black-white mean differences in work performance: More data, more moderators.

This study is the largest meta-analysis to date of Black-White mean differences in work performance. The authors examined several moderators not addressed in previous research. Findings indicate that mean racial differences in performance favor Whites (d = 0.27). Effect sizes were most strongly moderated by criterion type and the cognitive loading of criteria, whereas data source and measurement level were influential moderators to a lesser extent. Greater mean differences were found for highly cognitively loaded criteria, data reported in unpublished sources, and for performance measures consisting of multiple item scales. On the basis of these findings, the authors hypothesize several potential determinants of mean racial differences in job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers.

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Battle of the sexes: Gender stereotype confirmation and reactance in negotiations.

The authors examined how gender stereotypes affect negotiation performance. Men outperformed women when the negotiation was perceived as diagnostic of ability (Experiment 1) or the negotiation was linked to gender-specific traits (Experiment 2), suggesting the threat of negative stereotype confirmation hurt women's performance relative to men. The authors hypothesized that men and women confirm gender stereotypes when they are activated implicitly, but when stereotypes are explicitly activated, people exhibit stereotype reactance, or the tendency to behave in a manner inconsistent with a stereotype. Experiment 3 confirmed this hypothesis. In Experiment 4, the authors examined the cognitive processes involved in stereotype reactance and the conditions under which cooperative behaviors between men and women can be promoted at the bargaining table (by activating a shared identity that transcends gender). (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Turnover and organizational performance: A comparative analysis of the effects of voluntary, involuntary, and reduction-in-force turnover.

Data were collected from 31 regional subunits of a national financial services company to examine differential effects of 3 types of turnover (voluntary, involuntary, and reduction-in-force) on measures of organizational subunit performance. Although each form of turnover exhibited adverse effects on subunit performance when examined separately, partial correlation results revealed greater and more pervasive adverse effects for reduction-in-force turnover (i.e., downsizing) in comparison with the effects of voluntary and involuntary turnover. The results confirm the negative effects of downsizing, suggesting the need to move beyond the traditional voluntary-involuntary classification scheme used in turnover research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Account-giving for a corporate transgression influences moral judgement: When those who "spin" condone harm-doing.

Generating some types of accounts--justifications, excuses, or apologies--for an organization's harm-doing increases condoning of a transgression compared with generating denials or not having to explain a transgression. In Experiment 1, students (N = 324) were required either to explain a corporation's use of child labor to manufacture its products or merely to read about it. Explaining decreased condemnation of the offense compared with when no explanation was required. In Experiment 2, students (N = 101) either justified the corporation's harm-doing or denied that the corporation had harmed employees, with justifications increasing condoning more than denials. In Experiment 3, students (N = 113) either wrote an apology or wrote a denial, with apologizers condoning harm-doing more than deniers. Differences appear to be due to some accounts eliciting cognitive elaboration on the misdeed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)