Perfectionism and the Imposter Phenomenon

In search of antecedents of the imposter phenomenon, this paper examines whether perceptions of an ethical climate change how an individual’s concern over mistakes and personal standards relate to the impostor phenomenon. Concern over mistakes, when taken to extremes, can result in dysfunctional interactions with others. We propose that an individual’s perception of the ethical climate is likely to influence how concern over mistakes and personal standards influence the impostor phenomenon. The results, based on over 600 students, reveal that both ethical climate and the two facets of perfectionism are linked to the imposter phenomenon. Notably, when there is a strong ethical climate, there becomes an increased positive relationship between concern over mistakes and the imposter phenomenon. Similarly, in the presence of a strong ethical climate, there is an increased positive relationship between personal standards and the imposter phenomenon. Practical implications suggest that the ethical climate of colleges of business may influence students’ thoughts of being an imposter and contribute to future maladaptive beliefs

Abracadabra, Making the Visible Less Visible: Reducing the Effects of Stigma Through Invisible Work

Dirty work involves tasks that are considered disgusting or degrading. Individuals engaged in dirty work are often stigmatized, and this stigma may negatively affect the workers’ job-related attitudes. Although dirty work is often cast in a negative light, we explore an aspect of jobs that might lessen the detrimental effects of performing dirty work: invisibility. Using a sample of 329 working adults, we investigate the impact of invisibility on job satisfaction and occupational identification of marginalized dirty workers. Results indicate that performing dirty work, and being marginalized, each negatively impact job-related attitudes. In dirty occupations, relationships were weaker for employees reporting higher levels of invisibility with invisible employees reporting higher levels of occupational identification than their more visible counterparts. These findings shed new light on developing positive workplace experiences by suggesting that invisibility may be the key to reducing the stigmas associated with dirty work. Theoretical implications, directions for future research, and practical implications are discussed

Why Didnt I Get The Job? White Nonbeneficiaries Reactions To Affirmative Action And Diversity Programs

The purpose of this study was to investigate how justifications for hiring procedures and hiring decisions impact white nonbeneficiaries perceptions of fairness. The results for the procedural and distributive justice hypotheses were strikingly similar. Both the diversity justification and no justification were perceived to be fairer than the affirmative action justification for both procedural and distributive justice. Interestingly, however, the respondents perceived no justification to be fairer than the diversity justification. Of the three different scenarios, no justification was perceived to be the most fair and affirmative action was perceived to be the least fair justification

Business Students' Perceptions of Employment in Small and Medium-sized Enterprises Versus Multinational Corporations: Investing the Moderating Effects of Accademic Major, Gender, and Personality

Research suggests that students are likely to seek out employment opportunities within large organizations first and often view small businesses as a second choice (Teo & Poon, 1994; Moy & Lee, 2002). The purpose of this paper was to compare U.S. undergraduate business students' perceptions towards employment with small and medium-sized enterprises (SMEs) and multinational corporations (MNCs) and to determine if academic major, gender, or personality influenced these perceptions. The results indicated that accounting, finance, and marketing students preferred employment with MNCs, while the primary employment choice for management students was SMEs. In addition, males preferred employment with SMEs and females favored MNCs. No significant relationships were found between personality dimensions and employment preference. Findings did, however, indicate that several of job factors were significantly related to gender

Identity in the Gig Economy: Affect and Agency

We highlight the importance of individual work identity as organizational identification’s counterpart in the new world of work and propose a theoretical model regarding the influences of affective events and worker agency on gig worker identity construction. We suggest individual work identity perceptions can be generated by negotiated exchanges with organizations, groups, and networks that may serve as organizational proxies. Drawing on Affective Events Theory and Sense of Agency, we assert that the physical, temporal, and administrative connections with an organization interact with work configuration to influence the affective reactions that impact individual work identities in the gig economy context

Imputation and subset-based association analysis across different cancer types identifies multiple independent risk loci in the TERT-CLPTM1L region on chromosome 5p15.33

Genome-wide association studies (GWAS) have mapped risk alleles for at least 10 distinct cancers to a small region of 63 000 bp on chromosome 5p15.33. This region harbors the TERT and CLPTM1L genes; the former encodes the catalytic subunit of telomerase reverse transcriptase and the latter may play a role in apoptosis. To investigate further the genetic architecture of common susceptibility alleles in this region, we conducted an agnostic subset-based meta-analysis (association analysis based on subsets) across six distinct cancers in 34 248 cases and 45 036 controls. Based on sequential conditional analysis, we identified as many as six independent risk loci marked by common single-nucleotide polymorphisms: five in the TERT gene (Region 1: rs7726159, P = 2.10 x 10-39; Region 3: rs2853677, P = 3.30 x 10-36 and PConditional = 2.36 x 10-8; Region 4: rs2736098, P = 3.87 x 10-12 and PConditional = 5.19 x 10-6, Region 5: rs13172201, P = 0.041 and PConditional = 2.04 x 10-6; and Region 6: rs10069690, P = 7.49 x 10-15 and PConditional = 5.35 x 10-7) and one in the neighboring CLPTM1L gene (Region 2: rs451360; P = 1.90 x 10-18 and PConditional = 7.06 x 10-16). Between three and five cancers mapped to each independent locus with both risk-enhancing and protective effects. Allele-specific effects on DNA methylation were seen for a subset of risk loci, indicating that methylation and subsequent effects on gene expression may contribute to the biology of risk variants on 5p15.33. Our results provide strong support for extensive pleiotropy across this region of 5p15.33, to an extent not previously observed in other cancer susceptibility loci

Genome-wide association study of renal cell carcinoma identifies two susceptibility loci on 2p21 and 11q13.3

We conducted a two-stage genome-wide association study of renal cell carcinoma (RCC) in 3,772 affected individuals (cases) and 8,505 controls of European background from 11 studies and followed up 6 SNPs in 3 replication studies of 2,198 cases and 4,918 controls. Two loci on the regions of 2p21 and 11q13.3 were associated with RCC susceptibility below genome-wide significance. Two correlated variants (r(2) = 0.99 in controls), rs11894252 (P = 1.8 x 10(-8)) and rs7579899 (P = 2.3 x 10(-9)), map to EPAS1 on 2p21, which encodes hypoxia-inducible-factor-2 alpha, a transcription factor previously implicated in RCC. The second locus, rs7105934, at 11q13.3, contains no characterized genes (P = 7.8 x 10(-14)). In addition, we observed a promising association on 12q24.31 for rs4765623, which maps to SCARB1, the scavenger receptor class B, member 1 gene (P = 2.6 x 10(-8)). Our study reports previously unidentified genomic regions associated with RCC risk that may lead to new etiological insights