This research examined the effects of appearance discrimination toward men as regards employment decisions and the extent to which the degree of interviewer selfmonitoring influences these decisions. Past research has indicated that discrimination does indeed occur for women, but no empirical research has been conducted on male discrimination in which hair length has been manipulated. Specifically, length of hair (shoulder length, approximately 1 inch, and balding) was manipulated for potential job applicants. These conditions were examined across different types of jobs (traditionally conservative, neutral, and traditionally liberal). Several hypotheses are offered, with most focused on the concept that those scoring high in self-monitoring will base decisions on the "fit" of the applicant appearance to the type of job, whereas those scoring low on selfmonitoring will base their decisions more on the qualifications of the applicant. Results indicate that male appearance discrimination does not occur and that employer levels of self-monitoring have no impact on hiring decisions.

The Equal Employment Opportunity Guidelines on Sexual Harassment identify six factors that are relevant in determinations of sexual harassment. This study attempted to determine if three of these factors (i.e., frequency of harassment, number of victims and number of perpetrators) drive perceptions of what constitutes sexual harassment. Participants role-playing jurors on an hostile environment sexual harassment case demonstrated no differences in perceptions as a function of number of victims or number of perpetrators. The significant effect for frequency of harassment was not in the hypothesized direction, with less frequent harassment being perceived as more likely to constitute sexual harassment. The well-documented gender difference in perceptions of sexual harassment was observed in this study. However, analyses indicated that women are more likely to perceive a situation as sexually harassing because they are more feminine, not simply because of their gender.

Reengineering and work redesign have become the buzzwords of the healthcare industry giving rise to the unprecedented growth of reengineering / work redesign consultants who offer cookbook methods to make the organization efficient and reduce costs. The unfortunate consequence of this rush to redesign is that the employer accepts recommendations to change the organization without knowing the state of the workforce. The purpose of this research is to test the effects of work redesign as implemented at two for-profit hospitals using a measurement tool developed specifically for work redesign. The intent is to compare the hospitals separately as each work redesign initiative is unique to each entity. Observations and analysis are made based upon each hospital's experience from both a pretest and posttest measure. It is believed that each hospital will provide unique information regarding their initiative regardless of success or failure. According to the Job Diagnostics Survey (JDS), the measurement tool used both pretest and posttest, Hospital A required a work redesign initiative. Several variables indicated that the hospital's employees were not satisfied with their job, were in need of internal motivation, and were identified as responsive to job growth. The results from Hospital B however, suggested that a work redesign initiative was not required, but rather a change in organizational culture was needed. Posttest results indicated that there was adequate veracity to the assumptions made regarding the two initiatives as Hospital A's posttests results showed overall improvement in JDS scores while Hospital B's posttest results were similar to their pretest results. Statistically, the results did not show any significance pretest to posttest. The need for valued research cannot be emphasized enough, especially in a healthcare organization. The Joint Commission on the Accreditation of Healthcare Organizations places great emphasis on a hospital's performance improvement initiative - its plan, the plan's implementation and the measurement of outcomes. Hospitals therefore, should also measure the outcomes of work redesign initiatives and these outcomes should be measured in both human terms and in economic terms.

Success is ultimately a story about human behavior. Regardless of the specific domain of the endeavor, the outcome is a product of the individuals involved. Businesses are a function of their employees and customers, just as societies are a function of their citizens and institutions. The ability to create a system that promotes human flourishing is one of the most vital tasks for any leader pursuing success. Yet the ability to break down a goal and engineer the proper procedure to achieve success has always been a somewhat daunting task. While many prosperous individuals have attempted to delineate their winning ways, the philosophies they preach sound more like encouraging poetry than a practical guide. Hard-work, ambition, and discipline - these are just some of the banalities used when trying to describe what it takes to win. However, the story behind greatness is more complex than that, and we are finally beginning to understand how and why. Recent scientific discoveries have a sparked an evolution of sorts; one that breaks down success and helps illuminate the conditions that encourage innovation, maximize potential, and drive mankind’s progress.

This article assesses four subdisciplines of Peruvian psychology. Organizational psychologists face the challenge of adjusting their good practices to scientific evidences; those studied in the United States or Europe are not necessarily relevant to all types of Peruvian organizations and populations. Consumer psychology has achieved popular impacts, but practitioners, either qualitative or quantitative, do not disseminate their methods and findings with rigor. Community psychologists’ contributions could improve if their hypotheses originated in psychoanalysis or other perspectives were formulated with clarity and tested by means of conventional techniques designed for the evaluation of interventions. Peruvian social psychology is contributing to the understanding of national realities and has generated original findings concerning poverty reduction, national identity, personal wellbeing, and effects of geography. / Este artículo evalúa cuatro subdisciplinas de la psicología peruana. Un desafío para el psicólogo organizacional es ajustar sus buenas prácticas a la evidencia científica; aquellas formuladas en Estados Unidos o Europa no son necesariamente relevantes a toda empresa y población local. La psicología del consumidor tiene impacto popular, pero los cultoresno divulgan sus métodos y hallazgos con rigurosidad. Las contribuciones de la psicología comunitaria podrían fortalecerse si las hipótesis de origen psicoanalítico u otras perspectivas, fuesen formuladas con nitidez y sometidas a metodologías convencionales de evaluación de intervenciones. La psicología social peruana está contribuyendo al conocimiento de la realidad nacional y presenta hallazgos originales en temas de reducción de pobreza, identidad nacional, bienestar personal y efectos de la geografía.

No description available.

For the mental and physical wellbeing of nuclear power plant (NPP) reactor operators (ROs) it is pertinent these work environments take advantage of automation, to an appropriate extent, to reduce workload and increase performance. With automation, RO resources can be better distributed to make sure NPP operations are running smoothly and efficiently. However, inappropriate automation may put ROs at risk of becoming complacent and slow to react, thus unable to perform their job in emergency situations. In this study students acted as NPP ROs and interacted with different tasks and levels of automation. Since NPPs are becoming more digitalized it is important to understand how these changes are going to affect operators' performance and perceived mental workload (MW). Individual differences are also considered, as not everyone is going to have the same reaction to these changes. Results of this study indicate that an increase in automation decreases time to react to the automation requesting input. However, there were significant differences between perceived MW such that higher MW was reported in the higher level of automation for checking and responding tasks. Personality traits can play a large role in how ROs respond to and work with automation. In this study, personality (i.e., Big 5) was not correlated to any MW measures but was positively correlated with perception of automation competence and usefulness in the lower automation condition. When compared with previous iterations of this study that had no automation, both low and high LOA significantly reduced perceived workload. This study's findings enhance awareness of individual differences and their implications on ROs' perceived MW and automation adoption and the importance of upcoming changes in NPPs to ensure optimized RO vigilance and performance.

Teachers are experiencing heightened levels of stress throughout the school day the impact of which may be seen in increased absenteeism, turnover, poor performance and waste. This study taught classroom teachers cognitive-behavioral methods to reduce and manage their professional stress comparing a Group Counseling (GC) approach with a Cooperative Professional Development (CPD) approach.;Participating classroom teachers were randomly selected for each treatment condition. The participants in the GC approach met for ten 2-hour consecutive weekly sessions. The CPD treatment initially met as a group for a {dollar}6{lcub}1\over2{rcub}{dollar} hour inservice. at the end of the inservice, the participants formed dyads which met for nine 90 minute consecutive weekly sessions. Both treatment conditions received the same information, strategies, and activities. A follow-up session was held for each treatment condition one month after the conclusion of the program.;All participants, including those in the Waiting-List Control Group, completed two self-report inventories (Teacher Stress Index and State-Trait Anxiety Inventory) three times during the course of the study (pretest, post-test, and one-month follow-up). Additionally, a demographical questionnaire was completed at the beginning of the study and a Course Evaluation Form was completed at the end of the study.;It was predicted that both treatment groups would demonstrate significantly less of an increase in their measured stress and anxiety levels compared to the control group. It was also predicted that there would be no significant difference between the three conditions in their measured levels of "Trait" anxiety.;A MANOVA design was employed to analyze whether significant differences existed for each dependent variable. When analyzed, none of the hypotheses were supported. However, the data were suggestive of a number of trends.;This study re-affirmed the efficacy of delivering stress management techniques to teachers through a "traditional" counseling group method. The efficacy of the Cooperative Professional Development model was also demonstrated. This study also found that teachers valued the flexibility, independence and enhanced feelings of professionalism the latter model offered, suggesting that staff development programs capitalizing on these components may have a greater positive impact on participants and may present a cost-effective way to increase a participant's level of motivation and willingness to implement new techniques.

No description available.

Using two samples, one comprising 864 SIOPSA abstracts of research and another comprising industrial psychology practitioners who participated in an online electronic survey (N=14) and in telephonic interviews (N=23), the study explored three main issues. First, the trends regarding industrial psychology research themes in research presented at SIOPSA conferences from 2000 to 2011. Second, the extent to which these themes matched research needs as perceived by industrial psychology practitioners in South African organisations was examined to determine their degree of congruence with practical business challenges. Third, the study explored the future research themes in industrial psychology as perceived by industrial psychologists in organisations. Results indicated that there was a general proportional increase in the amount of research presented at SIOPSA conferences in various global categories of industrial psychology across the 12-year period. Personnel psychology, organisational psychology and psychological assessment were the most commonly covered global areas in the research presented at SIOPSA conferences. Results revealed that there was congruence between research presented at SIOPSA conferences and the prevailing needs among practitioners in South African organisations. Despite this congruence, it was shown that the areas being researched on are not effectively addressing practical organisational issues or assisting in theory development for use in organisations. Additionally, the findings showed that the future research areas proposed by industrial psychology practitioners span all global themes in industrial psychology except for consumer psychology.