There is increasing recognition that informal learning is a crucial component of organizational functioning and a necessary complement to the formal training that employees receive. As jobs evolve and demand more complex skills, workers must use informal learning to adapt to ever-changing work requirements. Informal learning is often dependent on voluntary knowledge sharing behavior, as evident among members of mastermind groups or communities of practice. In order to assist organizations, researchers must seek to understand the factors that motivate employees to engage in knowledge sharing behavior. Empirical research on knowledge sharing is nascent. There exists only a handful of quantitative studies examining organizational factors (e.g., rewards) and individual factors (e.g., learning goal orientation and personality) as they relate to knowledge sharing attitudes, intentions, and behaviors. This body of work is also muddied by inconsistent operationalizations of constructs and a lack of an organizing framework. For instance, rewards have been popularly discussed and implemented as tools for incentivizing employees to perform. However, research has produced mixed findings regarding its effects on knowledge sharing behavior in organizations. There has also been a variety of different rewards examined without clear consistency in the results. The present study addressed several research needs of this area. First, two separate samples were used to assess the psychometric properties (i.e., reliability and factor structure) of new measurement instruments developed for rewards, knowledge sharing behavior, and organizational learning culture. Item content validation was performed with 14 subject matter experts. Scale dimensionality was established using exploratory factor analysis with data from a sample of 230 university students and confirmatory factor analysis with data from a second sample of 569 participants. Hypothesized relationships among dimensions of constructs as well as moderators were examined using regression analyses. Results did not support the popularly conjectured intrinsic versus extrinsic distinction between rewards. Results showed that rewards predicted knowledge asking but did not predict knowledge giving behavior. Non-financial rewards were found to vary in motivational value for knowledge giving depending on an individual’s career stage. Three dimensions of goal orientation exhibited differential relationships with knowledge sharing behavior. Finally, this study demonstrated that the negative relationship between performance avoid orientation and knowledge giving was attenuated in a strong organizational learning culture, providing empirical support for the situational strength theory. The findings from this work can inform organizational decision makers of how to harness the motivational value of rewards by understanding the career concerns of employees. This work also contributes by identifying person and situation factors that interact to facilitate a crucial kind of informal learning activity, knowledge sharing behavior in organizations.

Globalization in the sports world is a phenomenon that has received considerable attention in the sport studies literature (Maguire, 1994, 2004). A significant aspect of globalization is labor migration in professional sports, which has been investigated extensively in recent years (e.g., Magee & Sugden, 2002; Takahashi & Horne, 2006). Basketball is one sport that has been discussed in this context (Falcous & Maguire, 2005). The sports encounters of athletes in foreign cultures are often diverse and entail differing pressures, rewards, and interdependencies (Falcous & Maguire, 2005). Players may deal with significant stressors such as performance expectations as is typical of professional sport settings, while simultaneously adjusting to organizational and cultural differences. In light of the various challenges of sport participation in an unfamiliar culture, the purpose of this study was to investigate US professional basketball players’ experiences of playing overseas using an existential phenomenological interview approach (Thomas & Pollio, 2002). Ten current and former professional male players, ages 24 to 55, participated in the study. The diverse sample of this study included six Black and four White players who had competed in a total of 26 different countries. Thematic analysis of the interviews revealed eight major themes, four of which pertained to athletes’ personal lives (Learning Local Mentality, Experiencing Isolation, Connecting with Others, Exploring Physical Environment) and four that dealt with basketball-specific aspects of the participants’ experiences (Dealing with “The Business,” Adjusting to Team Resources, Managing Team Dynamics, Playing “The Game”). It was concluded that while playing overseas required these players to manage difficult stressors (e.g., organizational pressures) it also afforded them with unique opportunities for personal (e.g., learning about foreign cultures) and professional (e.g., gaining a different perspective on the game of basketball) growth. In contrast to previous literature (e.g., Cronson & Mitchell, 1987; Kroll, 1979), co-participants in the current study emphasized the positive aspects of their experiences overseas rather than focusing solely on the pressures and obstacles they encountered. Both the positive and negative aspects of their overseas experience seemed to contribute to the self-actualization (Cochran & Cochran, 2006) of these players, as athletes and as people.

The Cognitive Science of Religion (CSR) in recent years is beginning to become more popular. This project evolves around the development of the field as well as critiques of the field. Because of the interdisciplinary nature of CSR, it lends an interesting way to understand religion as well as religious experiences. One of those religious experiences, conversion, is examined and explored through the use of conversion narratives from western women who were formally Christian but converted to Islam. Many themes arise out of this research that paves the way for trying to understand religious experiences. Overall, the project focuses on interpreting the conversion narratives to gain a better understanding of religious conversions for the sake of anthropology, philosophy, and cognitive psychology.

This correlational study examined the influences of paternalistic leadership behavior (PL) and organizational collectivism (measured at the employee level) on employee reported LMX, job satisfaction and organizational citizenship behaviors (OCBs) in two types of organizations (family-owned firms and multinational organizations) in Turkey. Survey data were collected from (N = 154) employees in family-owned and (N = 159) employees in multinational firms (MNCs). Employees in family-owned firms reported significantly higher levels of PL, organizational collectivism, LMX, and OCBs. Further examination revealed additional differences by organization type, with the family-owned sample showing no significant relationships between study variables and OCBs, in contrast to positive relationships in the MNC sample. Education level was negatively related to PL, LMX, and job satisfaction in the family-owned sample, while the MNC sample showed positive relationships with education and all 5 study variables (PL, organizational collectivism, LMX, job satisfaction and OCBs). Organizational collectivism was found to have a moderating effect on the relationships between LMX and job satisfaction and job satisfaction and OCBs in the multinational sample, while no effect was found in the family-owned sample. For the LMX -- job satisfaction relationship, at low levels of LMX, organizational collectivism has no effect on job satisfaction, while when LMX was high, greater organizational collectivism was associated with greater job satisfaction. For the job satisfaction -- OCB relationship, at low levels of job satisfaction, the organizational level of collectivism greatly influenced OCB frequency (higher collectivism was associated with higher OCBs), while little difference was evident when job satisfaction was high. The implications of these findings for both theory and future research are discussed.

The success of applied behavior analysis (ABA) interventions relies heavily on adherence to measures of social importance. One area identified by caregivers, educators, and researchers as having social importance is the area of daily living skills; particularly in populations of children with special needs. A number of studies employed the use of a task analysis to objectively measure toothbrushing, with various training procedures utilized. Behavioral Skills Training (BST) is an effective procedure used to train a variety of skills. Further, research indicates the addition of an in situ assessment promotes generalization of trained skills. The current study examined the use of a task analysis and BST with in situ assessment to systematically measure and train toothbrushing skills in children with special needs. Training procedures were adapted from a similar study by Poche, McCubbrey, & Munn (1982). Five children participated in this study; four male and one female; each having a medical diagnosis indicating special needs. Objective and subjective measures were obtained with a task analysis data sheet and a pre/post intervention parent surveys. Results indicate the intervention successfully increased correct toothbrushing responses in four of the five participants. For the other participant, the intervention had no effect. Fading assessments were conducted 1-5 weeks following intervention, and maintenance effects were variable. The efficacy of BST to train skills and a task analysis to measure responses has been extended to different populations based on the findings in this study.

Acknowledging the critical role that occupational factors play in employee health, researchers have tried to understand ways to reduce the harmful effects of work on employee health. As the process by which individuals recharge resources that have been depleted, recovery has been recognized as important due to its potential to mitigate the negative effects of work on employee well-being. Although the recovery literature has continued to grow, many questions remain unanswered. The purpose of the present study was to expand our knowledge of recovery by examining situational (job characteristics) and individual (trait guilt) predictors of recovery and investigating psychological attributes of off-job activities. An experience sampling design was used to understand relationships among focal variables at day level. Hypotheses were tested using the data from 99 full-time employees living with a full-time working spouse and at least one dependent. The results suggest that daily job characteristics serve an important role in recovery such that they relate to recovery experiences of psychological detachment and relaxation. However, job characteristics did not have significant relationships with the choice of off-job activities. With regard to subjective experiences of off-job activities, findings demonstrated considerable variance across individuals. Further, psychological attributes of off-job activities were found to relate to recovery experiences although the results were not always consistent with expectation. Next, little support was found for the moderating role of trait guilt in the relationship between job characteristics and off-job activities. Finally, consistent with previous research, recovery experiences related to better well-being outcomes.

The leper is the ultimate symbol of the social outcast. Plagued by connotations of not just contagion but of sinfulness and moral depravity, lepers have long been stigmatized and excluded from society. The Hebrew Bible declared them to be unclean, and their influence was believed to be wholly corrupting, as if their physical deformities were an external sign of their defiled souls. In the Middle Ages, those diagnosed with leprosy were made to undergo a particularly severe ritual that closely resembled the office of the dead, making them effectively dead to the world. They were then isolated from the healthy population in leprosariums, and their movements and behaviors were strictly controlled. However, their exclusion can be seen as serving a larger purpose than just the protection of normal society from infection in that it can be used by those in power as a mechanism of social control. The imputation of danger to undesirable persons of a given community ensures that they will be duly feared and ostracized. It is within this context that Italo Calvino and Umberto Eco make use of the idea of the leper as a social outlier in their novels, Il visconte dimezzato and Il nome della rosa, as a way to critique certain processes of exclusion, namely the construction and stigmatization of a social “other” as a means of maintaining social order. This report draws on the historical and literary treatments of the leper to discuss the ways in which Calvino and Eco successfully employ the image of the leper to represent the machinery of exclusion and to shed light on the continued marginalization of outcast groups down to the present day. / text

Objective: The goal of this research was to determine whether alternate-line shading (zebra-striping) of grid-based displays affects the strategy (i.e., “visual flow”) and efficiency of serial search. Background: Grids, matrices, and tables are commonly used to organize information. A number of design techniques and psychological principles are relevant to how viewers’ eyes can be guided through such visual works. One common technique for grids, “zebra-striping,” is intended to guide eyes through the design, or “create visual flow” by alternating shaded and unshaded rows or columns. Method: 13 participants completed a visual serial search task. The target was embedded in a grid that had 1) no shading, 2) shading of alternating rows, or 3) shading of alternating columns. Response times and error rates were analyzed to determine search strategy and efficiency. Results: Our analysis found evidence supporting a weak effect of shading on search strategy. The direction of shading had an impact on which parts of the grid were responded to most rapidly. However, a left-to-right reading bias and middle-to-outside edge effect were also found. Overall performance was reliably better when the grid had no shading. Exploratory analyses suggest individual differences may be a factor. Conclusion: Shading seems to create visual flow that is relatively weak compared to search strategies related to the edge effect or left-to-right reading biases. In general, however, the presence of any type of shading reduced search performance. Application: Designers creating a grid-based display should not automatically assume that shading will change viewers search strategies. Furthermore, although strategic shading may be useful for tasks other than that studied here, our current data indicate that shading can actually be detrimental to visual search for complex (i.e., conjunctive) targets.

The predictors of organizational citizenship behavior (OCB) - performance that supports the social and psychological environment in which task performance takes place - have been studied extensively in previous research. Surprisingly, only a few studies have looked into OCB's effects on individuals who might benefit from it. The purpose of the current study was to explore effects of individual-level OCB on its recipients. Reception of OCB (ROCB) is described and proposed to be related to targets' performance, job stress and job strains. In addition, narcissism and proactive personality were explored as predictors of reception of OCB also as moderators of the relationships between reception of OCB and job-related outcomes. I sampled 372 employed students through online surveys. Results showed that ROCB is positively related to the recipients' proactive personality, narcissism, overall job performance, organizational citizenship behavior, job satisfaction, organizational affective commitment, and negatively associated with recipients' work interfere with family and turnover intension. Moreover, the study found no moderating effects of proactive personality or narcissism on these relationships. It was showed that ROCB is an important construct that needs to be taken into account in future organizational studies since it has significant relationships with other commonly studied organizational variables. Future studies should try to replicate the current results using different samples. Moreover, longitudinal design should be used to study the casual relationships between ROCB and organizational variables.

The Gender Role Stress paradigm asserts that individuals experience distress when they cannot or do not want to live up to the roles prescribed to their gender, and this stress is related to Gender Role Ideology. Within American Christian culture, gender roles are socialized and shaped according to tradition and the Bible. To investigate the intersection of these factors, Christian adults will respond to questionnaires about their Gender Role Ideology, Gender Role Stress, and religiosity. Significant positive correlational relationships between Gender Role Ideology and Gender Role Stress, between religiosity and Gender Role Ideology, and between religiosity and Gender Role Stress are expected for both men and women. However, Gender Role Ideology is expected to partially mediate any relationship found between religiosity and Gender Role Stress. This will imply that for Christian individuals, religiosity and Christianity are related to Gender Role Stress but this relationship is dependent on an individual’s beliefs about gender roles. Implications and further directions are discussed, including spiritual gender role negotiation and the sanctification paradigm.