Differentiated leader–member exchanges: The buffering role of justice climate.

The leader–member exchange (LMX) literature has established that leaders differentiate among their followers. Yet little is known about the effects of LMX differentiation (within-group variation in LMX quality). In this study, we contend that the effects of LMX differentiation on the employee outcomes of work attitudes, coworker relations, and employee withdrawal behaviors will be contingent upon the level of procedural and distributive justice climate. Data from 276 employees working in 25 stores of a retail chain in Turkey supported our hypotheses such that LMX differentiation was related to more negative work attitudes and coworker relations, and higher levels of withdrawal behaviors only when justice climate was low. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does distraction reduce the alcohol–aggression relation? A cognitive and behavioral test of the attention-allocation model.

Objective: This study provided the first direct test of the cognitive underpinnings of the attention-allocation model and attempted to replicate and extend past behavioral findings for this model as an explanation for alcohol-related aggression. Method: A diverse community sample (55% African American) of men (N = 159) between 21 and 35 years of age (M = 25.80) were randomly assigned to 1 of 2 beverage conditions (i.e., alcohol, no-alcohol control) and 1 of 2 distraction conditions (i.e., distraction, no-distraction). Following beverage consumption, participants were provoked via reception of electric shocks and a verbal insult from a fictitious male opponent. Participants' attention allocation to aggression words (i.e., aggression bias) and physical aggression were measured using a dot probe task and a shock-based aggression task, respectively. Results: Intoxicated men whose attention was distracted displayed significantly lower levels of aggression bias and enacted significantly less physical aggression than intoxicated men whose attention was not distracted. However, aggression bias did not account for the lower levels of alcohol-related aggression in the distraction, relative to the no-distraction, condition. Conclusions: These results replicated and extended past evidence that cognitive distraction is associated with lower levels of alcohol-related aggression in highly provoked males and provide the first known cognitive data to support the attentional processes posited by the attention-allocation model. Discussion focused on how these data inform intervention programming for alcohol-related aggression. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Does vocational overshadowing even exist? A test of the robustness of the vocational overshadowing bias.

Vocational overshadowing (P. M. Spengler, D. L. Blustein, & D. C. Strohmer, 1990 ) is a hypothesized underemphasis of clients' career concerns when more interesting, prestigious, or economically rewarding "personal" problems coexist. This study tested the robustness of the vocational overshadowing bias by using an expanded array of case material, by including practicing counseling psychologists (n?=?125) and clinical psychologists (n?=?121), and by assessing the moderating effects of clinician information processing and attitudinal characteristics. Clinical psychologists were more likely than counseling psychologists to underemphasize vocational concerns combined with severe noncareer problems. More complex thinking about career counseling and higher preference for working with career problems were associated with greater attention to clients' career concerns. However, no clear evidence was found for the vocational overshadowing bias by either equal or less severe noncareer problems. Implications of these findings for career counseling and clinical judgment research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does the Stepladder Technique improve group decision making? A series of failed replications.

Past research has demonstrated the effectiveness of a structured group decision-making technique, termed the Stepladder Technique, in improving group decisions. The purpose of the present series of studies was to replicate and extend this research. Five studies (three using different tasks than previous studies and two using the same task) compared the decision quality of groups using the self-paced Stepladder Technique to unstructured groups. In all studies, stepladder groups failed to perform better than unstructured groups. This failure to replicate and extend past research suggests that there are definite boundaries, such as the sample or the experimenter, which may limit the overall effectiveness of the Stepladder Technique. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does math self-efficacy mediate the effect of the perceived classroom environment on standardized math test performance?

We examined the effect of the perceived classroom environment on math self-efficacy and the effect of math self-efficacy on standardized math test performance. Upper elementary school students (N = 1,163) provided self-reports of their perceived math self-efficacy and the degree to which their math classroom environment was mastery oriented, challenging, and caring. Individual student scores on the California Standards Test for Mathematics were also collected. A series of 2-level models revealed that students who perceived their classroom environments as more caring, challenging, and mastery oriented had significantly higher levels of math self-efficacy, and higher levels of math self-efficacy positively predicted math performance. Analysis of the indirect effects of classroom variables on math performance indicated a small significant mediating effect of self-efficacy. Implications for research on self-efficacy and the perceived classroom environment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does perceived race affect discrimination and recognition of ambiguous-race faces? A test of the sociocognitive hypothesis.

Discrimination and recognition are often poorer for other-race than own-race faces. These other-race effects (OREs) have traditionally been attributed to reduced perceptual expertise, resulting from more limited experience, with other-race faces. However, recent findings suggest that sociocognitive factors, such as reduced motivation to individuate other-race faces, may also contribute. If the sociocognitive hypothesis is correct, then it should be possible to alter discrimination and memory performance for identical faces by altering their perceived race. We made identical ambiguous-race morphed faces look either Asian or Caucasian by presenting them in Caucasian or Asian face contexts, respectively. However, this perceived-race manipulation had no effect on either discrimination (Experiment 1) or memory (Experiment 2) for the ambiguous-race faces, despite the presence of the usual OREs in discrimination and recognition of unambiguous Asian and Caucasian faces in our participant population. These results provide no support for the sociocognitive hypothesis. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does human capital matter? A meta-analysis of the relationship between human capital and firm performance.

Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital–firm performance relationship and investigated 3 moderators suggested by resource-based theory. We found that human capital relates strongly to performance, especially when the human capital in question is not readily tradable in labor markets and when researchers use operational performance measures that are not subject to profit appropriation. Our results suggest that managers should invest in programs that increase and retain firm-specific human capital. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Does aporusticyanin mediate the adhesion of Thiobacillus ferrooxidans to pyrite?

The adhesion of Thiobacillus ferrooxidans to pyrite was quantified by electrical impedance measurements. Cells grown on soluble iron adhered specifically and with high affinity to pyrite, exhibiting an equilibrium dissociation constant of 5×10⁻¹⁵ M cells. Purposeful manipulation of individual cells using optical trapping techniques revealed that 92% of the iron-grown cells adhered to pyrite with a force greater than 5.2 pN, the maximum force exerted by the trap. In contrast, cells grown on sulfur adhered to pyrite with lower affinity, and 91% of sulfur-grown cells were dissociated from pyrite with an average force of 3.6 pN. Purified recombinant aporusticyanin and intact cells of T. ferrooxidans showed an identical pattern of adhesion to the same minerals. The addition of ferrous ions or organic chelators to the binding mixture prevented the binding of either aporusticyanin or intact cells to pyrite. Preincubation of either the pyrite alone or both the pyrite and the cells with exogenous aporusticyanin inhibited the adhesion of cells to pyrite by 41% and 60%, respectively. A His85Ala mutant apoprotein bound much less tightly to pyrite than did the wild type aporusticyanin. These observations are consistent with a model where aporusticyanin located on the surface of the bacterial cell acts as a mineral-specific receptor for the initial adhesion of T. ferrooxidans to pyrite. Binding of the apoprotein to solid pyrite is accomplished in part by coordination of the unoccupied copper ligands with an iron atom at the exposed edge of the pyrite crystal lattice.     

Familiarity for associations? A test of the domain dichotomy theory.

Episodic recognition memory is mediated by functionally separable retrieval processes, notably familiarity (a general sense of prior exposure) and recollection (the retrieval of contextual details), whose relative engagement depends partly on the nature of the information being retrieved. Currently, the specific contribution of familiarity to associative recognition memory (where retrieval of the relationships between pairs of stimuli is required) is not clearly understood. In this study, we tested domain dichotomy theory, which predicts that familiarity should contribute more to associative memory when stimuli are similar (within-domain) than when they are distinct (between-domain). Participants studied stimulus pairs, and at test, discriminated intact from rearranged pairs. Stimuli were either within-domain (name–name or image–image pairs) or between-domain (name–image pairs). Across experiments we used 2 different behavioral measures of familiarity based on receiver operating characteristic curves and a modified remember–know procedure. Both experiments provided evidence that familiarity can contribute to associative recognition; however, familiarity was stronger for between-domain pairs, in direct contrast to the domain dichotomy prediction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does marriage and relationship education work? A meta-analytic study.

In this meta-analytic study, the authors examined the efficacy of marriage and relationship education (MRE) on 2 common outcomes: relationship quality and communication skills. A thorough search produced 86 codable reports that yielded 117 studies and more than 500 effect sizes. The effect sizes for relationship quality for experimental studies ranged from d = .30 to .36, while the communication skills effect sizes ranged from d = .43 to .45. Quasi-experimental studies generated smaller effect sizes, but these appeared to be due to pretest group differences. Moderate-dosage programs produced larger effect sizes than did low-dosage programs. For communication skills, published studies had larger effects than those of unpublished studies at follow-up; there were no publication differences for relationship quality. There was no evidence of a gender difference. Unfortunately, a lack of racial/ethnic and economic diversity in the samples prevented reliable conclusions about the effectiveness of MRE for disadvantaged couples, a crucial deficit in the body of research. In addition, intervention outcomes important to policy makers, such as relationship stability and aggression, rarely have been addressed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Do mastery approach goals and research outcome expectations mediate the relationship between the research training environment and research interest? Test of a social cognitive model.

The conduct of research is inherently an achievement-oriented process, yet little research has examined the role of achievement motives relative to important research-relevant outcomes. The present study examined the role of mastery approach goals as potential mediators of the relations between the research training environment (RTE) on one hand, and research outcome expectations and research interest on the other. Participants consisted of 217 doctoral students in counseling psychology. Structural equation modeling with maximum likelihood estimation was used to test the mediational hypotheses. Results of χ2 difference testing indicated that both mastery approach goals and research outcome expectations mediated the relationship between the RTE and research interest. Sobel tests of indirect effect further indicated that (a) mastery approach goals mediated the relationship between the RTE and research outcome expectations, and (b) research outcome expectations mediated the relationship between mastery approach goals and research interest. Practical and theoretical implications for research training are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader–member exchange and its dimensions: Effects of self-effort and other's effort on relationship quality.

Two hundred thirty-two manager–subordinate dyads provided data on the effort expended toward the development of leader–member exchange (LMX) relationships, how such effort related to expectations about relationship quality, and intentions to exert future effort toward relationship development. For both managers and subordinates, higher quality LMX relationships were reported and expectations were met when the other member of the dyad put forth effort into relationship development. One's own higher effort coupled with lower effort by the other was associated with a lower quality LMX relationship. Examination of the 4 dimensions of LMX (R. C. Liden & J. M. Maslyn, 1998) revealed unique effects depending on the dimension considered. In addition, LMX and relationship tenure interacted, showing that future effort toward relationship development was greatest when individuals had been in higher quality relationships for longer periods of time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does stereotype threat affect test performance of minorities and women? A meta-analysis of experimental evidence.

A meta-analysis of stereotype threat effects was conducted and an overall mean effect size of |.26| was found, but true moderator effects existed. A series of hierarchical moderator analyses evidenced differential effects of race- versus gender-based stereotypes. Women experienced smaller performance decrements than did minorities when tests were difficult: mean ds = |.36| and |.43|, respectively. For women, subtle threat-activating cues produced the largest effect, followed by blatant and moderately explicit cues: ds = |.24|, |.18|, and |.17|, respectively; explicit threat-removal strategies were more effective in reducing stereotype threat effects than subtle ones: ds = |.14| and |.33|, respectively. For minorities, moderately explicit stereotype threat-activating cues produced the largest effect, followed by blatant and subtle cues: ds = |.64|, |.41|, and |.22|, respectively; explicit removal strategies enhanced stereotype threat effects compared with subtle strategies: ds = |.80| and |.34|, respectively. In addition, stereotype threat affected moderately math-identified women more severely than highly math-identified women: ds = |.52| and |.29|, respectively; low math-identified women suffered the least from stereotype threat: d= |.11|. Theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A conceptual and empirical analysis of the cognitive ability–voluntary turnover relationship.

Despite much research into cognitive ability as a selection tool and a separate large literature on the causes of voluntary turnover, little theoretical or empirical work connects the two. We propose that voluntary turnover is also a potentially key outcome of cognitive ability. Incorporating ideas from the person–environment fit literature and those regarding push and pull influences on turnover, we posit a theoretical connection between cognitive ability and voluntary turnover that addresses both why and how voluntary turnover is related to cognitive ability. Integrating data from 3 different sources, our empirical analyses support the theoretical perspective that the relationship between cognitive ability and voluntary turnover depends on the cognitive demands of the job. When the cognitive demands of a job are high, our findings support the hypothesized curvilinear relationship between cognitive ability and voluntary turnover, such that employees of higher and lower cognitive ability are more likely than medium cognitive ability employees to leave voluntarily. With regard to jobs with low cognitive demands, our data are more consistent with a negative linear relationship between cognitive ability and voluntary turnover, such that higher cognitive ability employees are less likely to leave voluntarily. We also examine the role of job satisfaction, finding that job satisfaction is more strongly linked to voluntary turnover in jobs with high cognitive demands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does violence beget violence? A critical examination of the literature.

Critically examines the "violence breeds violence" hypothesis broadly defined. Organized into seven sections, the literature review includes (a) the abuse breeds abuse hypothesis; (b) reports of small numbers of violent/homicidal offenders; (c) studies examining the relationship of abuse and neglect to delinquency; (d) to violent behavior, and (e) to aggressive behavior in infants and young children; (f) abuse, withdrawal, and self-destructive behavior; and (g) studies of the impact of witnessing or observing violent behavior. A detailed discussion of methodological considerations and shortcomings precedes the review. The author concludes that existing knowledge of the long-term consequences of abusive home environments is limited and suggests that conclusions about the strength of the cycle of violence be tempered by the dearth of convincing empirical evidence. Recommendations are made for further research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retaining your high performers: Moderators of the performance–job satisfaction–voluntary turnover relationship.

Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance–voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance–voluntary turnover relationship and that they work independently of employee job satisfaction influences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When do fair procedures not matter? A test of the identity violation effect.

Considerable research has demonstrated that fair procedures help improve reactions to decisions, a phenomenon known as the fair process effect. However, in the present research, the authors identify when and why objectively fair procedures (i.e., receiving voice) may not always improve justice perceptions. Findings from 2 studies (Ns = 108 and 277) yield support for the proposed identity violation effect, which posits that when an outcome violates a central aspect of one's self (i.e., personal and/or social identity), objectively fair procedures do not improve procedural and distributive justice perceptions. Further, consistent with the motivated reasoning hypothesis, the Voice × Identity Violation interaction on justice perceptions was mediated by participants' tendency to find a procedural flaw--namely, to doubt that opinions were considered before making the decision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What is so special about male adolescent sexual offending? A review and test of explanations through meta-analysis.

We tested special and general explanations of male adolescent sexual offending by conducting a meta-analysis of 59 independent studies comparing male adolescent sex offenders (n = 3,855) with male adolescent non-sex offenders (n = 13,393) on theoretically derived variables reflecting general delinquency risk factors (antisocial tendencies), childhood abuse, exposure to violence, family problems, interpersonal problems, sexuality, psychopathology, and cognitive abilities. The results did not support the notion that adolescent sexual offending can be parsimoniously explained as a simple manifestation of general antisocial tendencies. Adolescent sex offenders had much less extensive criminal histories, fewer antisocial peers, and fewer substance use problems compared with non-sex offenders. Special explanations suggesting a role for sexual abuse history, exposure to sexual violence, other abuse or neglect, social isolation, early exposure to sex or pornography, atypical sexual interests, anxiety, and low self-esteem received support. Explanations focusing on attitudes and beliefs about women or sexual offending, family communication problems or poor parent–child attachment, exposure to nonsexual violence, social incompetence, conventional sexual experience, and low intelligence were not supported. Ranked by effect size, the largest group difference was obtained for atypical sexual interests, followed by sexual abuse history, and, in turn, criminal history, antisocial associations, and substance abuse. We discuss the implications of the findings for theory development, as well as for the assessment, treatment, and prevention of adolescent sexual offending. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting adjustment in children and adolescents with sickle cell disease: A test of the risk-resistance–adaptation model.

Objective: A theoretical model was used to examine the impact of risk and resistance factors on the psychological adjustment of children and adolescents with sickle cell disease (SCD). Participants: One hundred eighteen children and adolescents with SCD receiving treatment at a comprehensive sickle cell center and their mothers. Measures: Included risk factors (condition parameters, functional independence, and disability stressors), resistance factors (stress processing, intrapersonal factors, and social ecological factors), and adjustment. Results: Adaptive behavior was associated with child maladjustment, severity of disability was associated with disability stress, and child competence was associated with child maladjustment. Coping did not moderate the association between stress and maladjustment, and adaptive behavior and stress did not mediate the association between severity of disability and maladjustment, as the model had predicted. Conclusions: Results support the continued use of theoretically driven models to investigate the adjustment of children and adolescents with chronic conditions and to promote comparisons of different chronic illnesses and disabling conditions… (PsycINFO Database Record (c) 2010 APA, all rights reserved)