The applicability of the theory of ironic processes of mental control (Wegner, 1994, 1997) to stereotype suppression was investigated in the context of information processing during structured employment interviews. Participants given either instructions to suppress Black stereotypes, instructions to consider applicant race, or control instructions listened to audiotaped interview scripts of Black and White target applicants. Effects on information processing were assessed via a post-interview recognition task. Applicant ratings and selection recommendations were also obtained. Participants in general exhibited a greater processing preference for stereotypical information when the target applicant was Black than when the target was White. No evidence of either immediate enhancement or post-suppression rebound effects was found. Individual differences in prejudice were also explored for potential moderating effects, but only limited effects on overt outcomes were found. Implications for theory and practice are discussed.

Previous training research has typically considered individuals' motives for attending training as voluntary or mandatory. This study expanded upon previous research by exploring the various motives or reasons that individuals have for attending training and development programs. A review of previous research on training suggested six reasons or motives as potential determinants of individuals' decisions to attend training. A model was developed proposing individual and contextual variables as antecedents of reasons for attending training, and relationships were hypothesized between attendance motives, pre-training motivation to learn, and indicators of training effectiveness. Participants were one hundred seventeen mathematics teachers of various grade levels (K--12) who attended a summer professional development program. The program was designed to improve content knowledge of mathematics and promote nationally recognized instructional practices. Participants completed two surveys, administered before and after the four-week program. Results provided support for hypothesized key reasons for attending training: compliance, skill improvement, intrinsic interest, career management, and performance standards. Individuals who reported attending the program based on intrinsic interest or a desire for skill improvement also reported higher motivation to learn, while those who attended due to a compliance motive were less motivated to learn. Performance and goal orientation emerged as significant predictors of individuals' reasons for attending training. Further, motivation to learn was positively related to training reactions. The results suggest that individuals' decisions to attend training and development programs may be based on complex factors and personal goals. Implications for future research are discussed.

The current research investigates the amount and quality of the developmental work experiences engaged in by male and female managers. Managers reported the extent to which they had participated in ten quantitative work experiences in the last five years, as well as how challenging these experiences were and how much feedback and support they received during these experiences. Results indicated that while male and female managers do report participating in similar amounts of developmental experiences, male managers report engaging in more qualitatively challenging experiences than female managers. This finding suggests there may be subtle differences in the distribution of developmental work experiences. Further exploratory analyses indicate that female managers report having more supervisor influence in the choice of their developmental work experiences than do male managers, and receive less negative feedback than do male managers. Theoretical and practical considerations of these findings will be addressed.

Following an expansionist theory of work and family (Barnett & Hyde, 2001), the current study explores organizational factors that contribute to beneficial effects of having multiple roles for working parents. It was predicted and found that informal and formal support for families alleviates negative spillover and amplifies positive spillover between work and family roles. The results further indicate that the extent to which individuals' home lives positively affect their work lives facilitates their advancement. Contrary to the hypotheses, these effects were weaker for mothers than for fathers or individuals without children. As such, the current study contributes to a growing understanding of the difficult balance between work and family and uniquely considers its impact on women's advancement in organizations.

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<p> This study was to examine to identify the determinants on mechanism of emotional marketing in the restaurant business. The previous studied mostly examined to find out the service failure from the service qualities by service employees and by the service facilities. Limited studies were conducted to identify the service failure based on the emotional relationships among customers' emotional intelligence, and interactions to recover service failure from emotional labors as well as from customers. </p><p> The purposes of this study were conducted three steps. First, this study examined to identify how different characteristics of customer' characteristics of emotional intelligence such as perceiving emotion, social management, understanding emotion, use of emotion, and managing emotion can interact with 1) customer' perception on emotional labor' acting-out (deep and superficial), 2) customer' efficacy (for self and for other), 3) customer' coping strategy (emotional coping focus and problem coping focus) under unexpected service failure circumstances. Secondly, these three major theoretical constructs were tested to identify the statistical associations with customer' participation and satisfaction. Lastly, the group differences were conducted to test the mean differences between gender in customer' emotional intelligence, ethnicity, nationality and interactions between ethnicity and nationality. </p><p> The total of 598 responses was used for the group differences and the final structural equation modeling. Independent samples t-test was used to identify the mean differences between gender, and the Multivariate Analysis of Variance (MANOVA) was conducted to test the vector differences between the two ethnicity groups and nationality origins from the western countries and the eastern countries. </p><p> The findings from the group differences explained 1) customer' emotional intelligence has statistical differences between male and female customers, 2) customer' EI had significant meanings in the vector differences among ethnicity, nationality, and interactions of ethnicity and nationality between the western countries and eastern countries. The comparative fit index of the final competing structural model was 0.918, RMSEA = 0.059, thus the overall SEM fit indices were over the cut-off of the powerful model fits. Thus, the this study identified the determinants on mechanism of emotional marketing using the theoretical constructs of EI, emotional labor's action, customer efficacy, coping strategy on customer satisfaction under unexpectedly encountered service failure and the interactions among emotional changes in the service recovery from emotional labors as well as customers. This study contributes to establish theory on how customer' different characters of the EI can associate with different emotional constructs in this studies for hospitality, tourism and service oriented industries.</p>

<p> As the workplace has diversified with the inclusion of women and minorities holding positions throughout all levels of the organization hierarchy, the question remains if gendered racism exists in the 2014 workplace for women managers with minority group background. Gendered racism, described by Philomena Essed in her 1991 book, <i>Understanding Everyday Racism: An Interdisciplinary Theory,</i> is a unique female experience due to their race and being a woman. Visible at this intersection of race and sex, women of color may experience the sexist and racist stereotypes dually assigned to women and minorities. This research provides a qualitative view of the experiences of gendered racism using Moustakas' transcendental phenomenology method. Data were collected from eight women who self-identified as Hispanic (<i> n</i>=2) and Black (<i>n</i>=6). All the women with the exception of one were college graduates, managers in an organization of 50 or more employees, between the ages of 35 to 62 years old. The study findings validated the experiences of gender racism in the workplace through the lived experiences of women interviewed. The women revealed their experiences with gendered racism, which affected their workplace interactions with others, manifest psychological stressors, and tainted the vision of themselves. Additionally, all of the women developed coping skills to combat gendered racism, which allowed them to pivot their careers to higher levels in their organizations. The emerging themes revealed from the study's participants experiences of gendered racism are psychological effects, feeling discounted, acceptance or justification, disrespect, and self-confidence. This research provides a phenomenological description of the lived experiences of the gendered racism and the impact of these experiences in the workplace as reveal by women of color.</p>

<p> There is substantial cost in the hiring and training of a correctional officer, with a high rate of turnover compounding these costs. While pre-employment psychological screening is suggested as one method to prevent these losses, mandates to screen are not as common in corrections as they are in law enforcement. Further, minimal research has examined the validity of psychological testing in correctional officers. This dissertation examined pre-employment psychological screening for 421 correctional officers hired by one of three upstate New York sheriff's departments. Assessments were conducted by Public Safety Psychology, PLLC from March, 1997 to June, 2012. T scores and risk estimates from the California Psychological Inventory (CPI) and Personality Assessment Inventory (PAI), DQ admission and problem points from the Personal History Questionnaire (PHQ) and Psychological History Questionnaire (PsyQ) and the psychologist's recommendation were used as predictors of supervisor rating and job status. Utilizing logistic regression and controlling for agency of hire, high ratings by the psychologist, high scores on PAR-H and low scores on BOR-S from the PAI were associated with satisfactory supervisor ratings. Multinomial logistic regression revealed that being non-White, having a lower rating by the psychologist, higher To and Ai scores and lower So scores from the CPI, and more General problem points on the PsyQ were predictive of officers who were fired compared to being currently employed. Furthermore, previous law enforcement experience, being younger, lower Gi, So and Wo scores on the CPI, higher To and Sc scores on the CPI, and lower probability of substance abuse issues as based on the PAI and PHQ were predictive of officers quitting rather than staying on the job. Limitations and future directions are discussed.</p>