Drawing upon multidimensional theories of intelligence, the current paper evaluates if the Geneva Emotional Competence Test (GECo) fits within a higher-order intelligence space and if emotional intelligence (EI) branches predict distinct criteria related to adjustment and motivation. Using a combination of classical and S-1 bifactor models, we find that (a) a first-order oblique and bifactor model provide excellent and comparably fitting representation of an EI structure with self-regulatory skills operating independent of general ability, (b) residualized EI abilities uniquely predict criteria over general cognitive ability as referenced by fluid intelligence, and (c) emotion recognition and regulation incrementally predict grade point average (GPA) and affective engagement in opposing directions, after controlling for fluid general ability and the Big Five personality traits. Results are qualified by psychometric analyses suggesting only emotion regulation has enough determinacy and reliable variance beyond a general ability factor to be treated as a manifest score in analyses and interpretation. Findings call for renewed, albeit tempered, research on EI as a multidimensional intelligence and highlight the need for refined assessment of emotional perception, understanding, and management to allow focused analyses of different EI abilities.

Background Although work-family balance (WFB) has received much attention from researchers, there are relatively few studies exploring WFB in parents of children with disabilities. Such research is necessary because caregiving demands are greater among these parents than those caring for typically developing children. Objective The objective was to examine the impact of person and context elements of Bronfenbrenner’s bioecological model (BM) on WFB among employed parents of children with disabilities. Hypotheses stated that personal resources, personal demands, and microsystem, exosystem, and macrosystem variables would impact work interference with family (WIF) and family interference with work (FIW). Method Parents ( N = 145) from several English-speaking countries responded to an internet survey. They were recruited through advocacy groups for children with disabilities. They were employed at least part-time with a child under 18 years of age and diagnosed with a disability living with them. Results Regression analyses indicated that some personal resources (e.g. work-family enrichment) and some personal demands (e.g. rated severity of child disability) predicted both WIF and FIW in the expected direction. Microsystem (i.e. supervisory support) and exosystem (i.e. organizational culture) variables predicted lower levels of WIF and FIW. However, macrosystem variables (i.e. national family supportive policies) did not. Conclusions The BM is useful for understanding WFB among employed parents of children with disabilities. Future research should include incorporating more aspects of the BM when exploring parents’ experiences. For example, examination of the chronosystem may be particularly important as the demands of parenting children with disabilities shift as children age.

Discrepant input from vestibular and visual systems may be involved in motion sickness; individual differences in the organization of these systems may therefore give rise to individual differences in propensity to motion sickness. Non-right-handedness has been associated with altered cortical lateralization of vestibular function, such that non-right-handedness is associated with left hemisphere, and right-handedness with right hemisphere, lateralized, vestibular system. Interestingly, magnocellular visual processing, responsible for motion detection and ostensibly involved in motion sickness, has been shown to be decreased in non-right-handers. It is not known if the anomalous organization of the vestibular or magnocellular systems in non-right-handers might alter susceptibility to motion sickness. Undergraduate college students completed online versions of the Edinburgh Handedness Inventory (Oldfield, Neuropsychologia 9:97–113, 1971) and Motion Sickness Susceptibility Questionnaire – Short Form (Golding, Personality and Individual Differences 41:237–48, 2006). Data from 664 undergraduate men and women revealed no support for individual differences in handedness effects on self-reported propensity to experience motion sickness in either childhood or adulthood. Findings replicate previous work of increased motion sickness in women, compared with men. Men reported being less motion sick in adulthood compared to childhood, while women reported no differences in motion sickness between childhood and adulthood. Handedness results are discussed in the context of reported individual differences in handedness effects on memory, and gender effects in terms of social desirability. Given that the handedness groups demonstrate differences in brain organization, the null effects here may shed light on the neural mechanisms that are involved in motion sickness.

Despite many benefits, participation in youth football has declined, with many blaming concussion risk. While there is risk, not participating in youth football leads to missing out on the sport's physical, social, and psychological benefits. Understanding the reasons behind the decline in football participation is important to reversing the trend. The goals of this study were to understand parents' intentions to allow their children to participate in organized football and to create a theoretical platform from which interventions may be implemented to promote participation. Based on research in related areas, we proposed and tested an augmented Theory of Planned Behavior with parents of youth-football-age children (n = 497). We found the hypothesized model accounted for over half the variance in intention to allow football participation (R-2 = .58), and that four factors predict a parent's intention to let his or her child play football: social norms, attitudes toward youth football participation, behavioral control, and the perceived risk of concussion. This study helps better explain parents' decisions regarding youth football participation. These findings provide a promising theoretical platform for new interventions that can promote continued youth football participation.

Neurodiversity is a term that evolved from the advocacy movement on behalf of individuals with autism spectrum disorders (ASD) and has been embraced by other groups of individuals with neurologically based disabilities (e.g., learning disabilities; LDs). It suggests that these disabilities are a natural variation in brain differences and that the workplace should adapt to them. This article examines challenges for human resource management posed by such adaptations for individuals with LD. These challenges include fairness in selection, access to training and learning, and career development activities. The implications of preparing neurodiverse employees, especially those with LDs, for increasingly technological and information-driven jobs are considered.

The failures of performance management (PM) systems are well known, as is the popularity of downsizing as a corporate strategy. We suggest that the factors integral to the success of PM, such as employee–organization trust, manager–employee communication, goal setting, and reinforcement contingencies, are undermined by organizational downsizing. Broken PM systems increase the likelihood of future downsizing, yet make it difficult to conduct performance-based downsizing. With proper encouragement by HRD professionals and the correct use of employee-centered PM, which may include performance-based downsizing, organizations may break this cycle. Suggested practical implementations include the use of Daniels’s (1985) concept of Performance Management and of Pfeffer and Sutton’s (2006) concept of evidence-based management to (a) implement alternative cost reduction techniques (b) implement contingent PM, that may integrate performance-based downsizing (c) develop HRD specialists and managers to develop and evaluate these integrated systems and (d) reevaluate PM competencies and processes after downsizing has occurred.

The purpose was to test of the utility of role conflict and expansionist theories in explaining the work-family interface using psychometrically sound instruments. Participants (n=74) responded to measures of work-family conflict, work-related stress, and role quality. In support of the expansionist theory, results indicated that the quality of the life roles was a better predictor of both work-family conflict and work-related stress than was the number of life roles. For both, results indicated that as quality of the work role increased, work-family conflict and work-related stress decreased. The implications for the research on the work-family life interface and attracting and retaining the most qualified school psychologists are discussed.

Organizational researchers can dig deeper into peoples' thoughts, attitudes, and self-concepts to understand how automatic processes may impact judgment and social behavior in organizations. Measures of these automatic processes, including the Implicit Association Test (e.g., IAT; Greenwald, McGhee, & Schwartz, 1998), Semantic Priming (e.g., SP; Wittenbrink, Judd, & Park, 1997), Affect Misattribution Procedure (e.g., AMP; Payne, Cheng, Govorun, & Stewart, 2005), Word Completion Tasks (e.g., WCT; Johnson & Saboe, 2011), among many others, deserve greater attention as alternatives or supplements to traditional self-report measures of variables important in organizations (e.g., job satisfaction, personality and trait measurement, diversity attitudes). In this paper, we first provide a primer on implicit social cognition and its relationship to automatic and controlled cognitive processes, discussing major types of implicit measures, how these might operate, criticisms of this approach, and how these implicit constructs may give rise to behavior in organizations. Second, we discuss models of automatic processes and explore their validity and how these may predict behavior. Third, we offer advice for selecting, constructing, and improving implicit measurements when used in organizational research to enhance human resources and organizational functioning.

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.

Implicit measurement using latencies is proposed as a complement to conventional measurement to assess organizational constructs (e.g., job satisfaction), to assist in personnel decisions (e.g., selection), and to assess outcomes (e.g., diversity training). Latency-based measurements (i.e., the Implicit Association Test) use categorization tasks to measure attitudes, stereotypes, and self-concepts. Its routine inclusion in organizational research can address measurement limitations, enrich theoretical understanding of organizational phenomena, and inform practice by better predicting behavior.

Aggressiveness and sanctioning ratings made by 360 undergraduates to scenarios of workplace aggression suggest that aggressor gender, occupational status of aggressor relative to the target of aggression, and type of aggression content (i.e., hostility, obstructionism, or overt) affected these ratings. The results support hypothesized main effects for aggression content and aggressor gender, and also a significant interaction between occupational status and aggressor gender. However, the results failed to confirm hypotheses that perceiver variables (e.g., trait aggression) would add significantly to the prediction of either aggressiveness ratings or sanctioning ratings. Implications for policy formation to manage aggressive individuals in organizations are discussed.

Research focused on salary expectations consistently reports gender-based differences in expectations for entry and peak career. Although a number of variables (e.g., value placed on work-facets, fair pay standards) have been found to mediate the relationship between gender and salary expectations, little research has attempted to assess how expectations may be formed. Based on suggestions by Martin (1989) and social comparison theory, we examined the role that sources of career information (e.g., professors, family) play in shaping college students' salary expectations. Results suggest: (1) differences in entry level salary expectations were associated with gender-linkage of college major and differences in peak salary expectations were associated with gender and gender-linkage of college major, (2) women gathered more information from female sources than did men, and men gathered more information from male sources than did women, and (3) career information was not predictive of either entry or peak salary expectations.

A recent review by Balzer, Doherty, and O'Connor (1989) decomposed cognitive feedback (CFB) into three conceptually distinct components: information about the task system (task information, TI), information about the subject's cognitive system (cognitive information, CI), and information about the relationship of the task system to the cognitive system (functional validity information, FVI). Their review suggested that the TI component of CFB appeared to be the component responsible for improvements in performance on multiple cue probability learning (MCPL) tasks. A laboratory experiment was designed to test whether different combinations of CFB components lead to different levels of performance. Undergraduates (N = 133) were randomly assigned to one of five CFB conditions (TI only, CI only, TI + CI, TI + CI + FVI, or no feedback (NF)). Subjects completed a MCPL task, predicting number of wins for major league baseball teams. Subjects returned a week later, received the CFB appropriate for their experimental condition, and repeated the judgment task. Traditional measures of performance on MCPL tasks (e.g., ra) were collected, along with measures of the accuracy of predictions and self-report measures of the understandability and helpfulness of feedback. Results indicated that subjects who received TI (i.e., TI, TI + CI, or TI + CI + FVI feedback conditions) showed significantly better performance than subjects who received no feedback as indicated by validity and accuracy measures of performance. In no instance did the CI condition show better performance the the NF condition, nor did the TI + CI or TI + CI + FVI conditions show better performance then the TI condition. No differences were found in subjects' self-reported reactions to CFB. Overall, TI was found to be the CFB component that improved the validity and accuracy of judgement performance.