Specificity of reinforcement for risk behaviors of the Balloon Analog Risk Task using math models of performance

Risky decision-making has been studied using multitrial behavioral tasks. Concordance of such tasks to risky behaviors could be improved by: (1) mathematically modeling the components of decision change and (2) providing reinforcement specific to the risk behavior studied. Men completed two Balloon Analog Risk Tasks (BART). One provided financial reinforcement (money) and the other provided sexual reinforcement (seconds of erotic film viewing). Parameters of a mathematical model of BART performance were fit to each individual. Correlations between the model parameters and four risk categories (financial, sexual, antisociality, and substance use) demonstrated predictive utility for the same behaviors regardless of task reinforcement, providing little evidence of reinforcement specificity. A reward sensitivity parameter was uniquely related to sexual risk behavior. Additional analyses explored parameter stability fit to fewer trials.     

库切笔下“失语”的黑人女性

库切作品中黑人女性因殖民统治、性别压制以及主体意识的缺乏而“失语”,她们处于社会最低层。黑人女性以沉默抵制不平等的话语权及对其主体地位的剥夺。库切希望黑人女性建立起主体意识并争取平等的话语权。     

Debate: Shrinking the quango state— an international view

Social exchange theory is used in this paper to explore how the quality of leader–member exchange (LMX) and perceived organizational support (POS) affect Brazilian nursing professionals’ perceptions of bullying and harassment and, in turn, their wellbeing. Data was obtained from 868 nursing professionals in four public hospitals in Brazil. Statistically significant linkages were found between LMX, POS, bullying/harassment and wellbeing, except for the relationship between POS and bullying/harassment. Healthcare managers and human resource managers clearly need to take initiatives to strengthen LMX and POS, minimize bullying and to strengthen nursing professionals’ wellbeing.     

Ethical Value-Added: Fair Trade and the Case of Café Femenino

The complex global business environment has created a host of problems for managers, none of which is more difficult to address than bullying in the workplace. The rapid rate of change and the ever-increasing complexity of organizational environments of business throughout the world have increased the opportunity for bullying to occur more frequently. This article addresses the foundations of bullying by examining the ‘nature’ (i.e., bullying behavior influenced by the innate genetic make-up of an individual) and the ‘nurture’ (i.e., individuals learn to be bullies and environments allow the behavior to perpetuate) arguments for the occurrence of bullying behavior. In addition, guidelines are presented for managers in global organizations to use in assessing and monitoring bullying activities in global organizations.     

以某高校女生性侵犯突发事件为例看校园危机管理

高校女生性侵犯事件是校园突发事件中较为罕见的一种,但是其对学生本人及学校的发展都存在着非常深远的负面影响。文章通过对某高校实际案例的分析,试图说明在此类事件的应急处理中,危机发生前的预防措施,即提高大学生对此类危机事件的应急处理能力是最为关键的。此外,辅导员应加强对学生的危机应对能力的培养。学校也应加强制度方面的管理,三管齐下,将性侵害事件发生的可能性降到最低。     

Sexual Harassment in the Hospitality Industry: Perceptions of Restaurant Employees

Abstract

With the cost of litigation and the dollar amount of settlements both increasing substantially, it is with a pro-active view to look at the perspective of sexual harassment by restaurant employees. The purpose of this study is to measure female restaurant employees' and male restaurant employees' perceptions and attitudes on sexual harassment in the restaurant industry. By analyzing the responses of the female restaurant employees and male restaurant employees, a better understanding of the similarities and differences among these two distinct employee segments could be obtained. This research paper will try to provide some useful information when it comes to sexual harassment in the restaurant industry and what policies should be implemented.     

Some sceptical comments on the relationship between social support and well‐being

There appears to be widespread acceptance that there is a general positive correlation between ‘social support’ and well‐being. Individuals' health may remain better and their recovery from certain diseases more likely when potential, if not actual, social support is available. This paper addresses two specific methodological problems. Firstly, the definition of ‘social support’ varies very widely in the literature. Furthermore, whilst other variables may be rigorously controlled, the ‘social support’ variable may still be a proxy for other factors. The lack of international agreement on a common meaning for social support vitiates comparative analysis. Secondly, in an attempt to explain why some societies are ‘healthier’ than others, Wilkinson points to an association between more egalitarian societies, ‘better’ micro‐social relationships and better health. This attempt to explain societal differences in terms of micro‐social processes is problematic. First, individuals with good social support may still be healthier in ‘unhealthy’ societies than those without such support in ‘healthy’ societies. Extrapolation of individual outcomes may not be the best way to explain societal differences. Secondly, it is not demonstrated that specific micro‐social processes either cause or are caused by the institutional, organizational and political contexts, which variously characterize more healthy or less healthy societies amongst the most developed nations.     

Impact of Same-Sex Harassment and Gender-Role Stereotypes on Title VII Protection for Gay, Lesbian, and Bisexual Employees

When victimized in the workplace, gay, lesbian, and bisexual (GLB) employees often find themselves without recourse as Title VII does not recognize sexual orientation to be a protected class. We suggest that recent court decisions that have expanded Title VII to protect individuals from discrimination based upon violations of gender norms can be used to provide a basis for protection of GLB individuals under this statute. Using a review of the role of gender norms in the workplace as well as an analysis of recent court decisions and the Congressional debates on the Federal Marriage Amendment as well as the wording of the Defense of Marriage Act [Defense of Marriage Act (DOMA), Pub. L. 104-199, Stat. 2419 (September 21, 1996)], this paper provides the theoretical background and conceptual argument (but does not attempt to make the legal argument) to suggest that same-sex harassment and discrimination are considered violations of societal gender norms and should therefore be protected under the expanded coverage of Title VII.     

Moving beyond a legal‐centric approach to managing workplace romances: organizationally sensible recommendations for HR leaders

The goal of this article is to encourage human resource (HR) leaders to think more strategically about managing workplace romances. The traditional legal‐centric management approach focuses on minimizing risks of workplace romances. We advocate embedding the legal‐centric approach within a broader and more strategic organizationally sensible approach that provides a balanced focus on minimizing risks and maximizing rewards of workplace romances. Drawing from the empirical workplace romance literature, we derive a set of organizationally sensible best‐practice recommendations that HR leaders can adopt to manage risks and rewards of romantic relationships in organizations. Implementing our more strategic recommendations should provide the added benefit of elevating HR professionals' roles as organizational leaders. © 2009 Wiley Periodicals, Inc.