Input Adjustment Between and Within Equity Sensitivity Groups

Previous research on Equity Sensitivity have focused on each type’s (Entitled, Benevolents, and Equity Sensitives) reaction to inequity based on preferences for input/output ratios in comparison to a referent other and sensitivity to the norm of reciprocity (Huseman et al., 1987). The purpose of this study is to better understand how individuals in each of the Equity Sensitivity categories act on their preferences for input/output ratios when paired with referents from the same or different ES categories. We will examine whether the individual will react in the expected manner regardless of the category to which the referent belongs, or whether social comparison or social desirability impact their behavior. Participants’ levels of equity sensitivity will be measured using the Equity Sensitivity Instrument (ESI, Huseman et al., 1985, 1987). They will then be presented with three hypothetical situations that pair them with an individual from one of the Equity Sensitivity categories. The participant will then be asked how much work (input) they will put into the task and how satisfied they would be working with that individual. Results could provide insight into how levels of Equity Sensitivity in dyadic relationships impact the level of effort an individual is willing to put into a collaborative task, and ultimately whether, and potentially why, ES impacts performance

Same, but different: understanding Asians\u27 attitudes towards affirmative action

Organizations often use affirmative action plans to increase demographic diversity, but, the success of these plans depends on employee attitudes. Attitudes toward affirmative action differ among racial groups, with Blacks having more favorable attitudes than Hispanics, Asians, and Whites (e.g., Bell, Harrison, & McLaughlin, 1997). To correct a paucity of literature that includes a large Asian American sample, Asian participants from various ethnicities, such as Indian, Filipino, and Vietnamese, (N = 181) completed several online questionnaires at surveymonkey.com about affirmative action attitudes (Attitude Towards Affirmative Action Scale), collectivism/individualism (Triandis & Gelfand, 1998) , and ethnic identity (Multigroup Measure of Ethnic Identity, MEIM). There were positive relationships between the horizontal dimension of the collectivism/ individualism construct, collectivism, ethnic identity, and attitudes toward affirmative action. Implications and suggestions for future research are discussed

A mixed methods study on the impact of the perceived aesthetics of a workplace

Interventions which change the visual appearance of the work environment to positively impact employee and organizational outcomes are becoming increasingly common. For example, environmental interventions such as adding indoor plants, changing the color of the walls, and increasing the amount of artwork within a workplace can lead to reduced stress levels, anxiety, fatigue, and sick leave (Dijsktra, Pieterse, & Pruyn, 2008a; Dijkstra, Pieterse & Pruyn, 2008b; Nejati, Rodiek, & Shepley, 2016). However, more research is needed to discover exactly why changing the appearance of work environments have a positive effect and what factors may influence the effectiveness of these interventions. There is theoretical and empirical support for the notion that the benefits of these interventions are in part due to the increased aesthetics of the environment. For example, Maslow (1954) wrote of a need for aesthetics, Kaplan & Kaplan (1989) argued that the aesthetic component of an environment can help individuals recover from mentally draining experiences, and Dijstrka, Pieterse, & Pruyn (2008) found that adding indoor plants to a room had positive psychological benefits due to the increase in the perceived attractiveness of the room. In this study, we seek to examine the impact that the perceived aesthetics of a workplace and the prevalence of aesthetic elements have on full time adult employees’ post work recovery needs, turnover intention, and job satisfaction. Additionally, we seek to examine if individual’s need for an aesthetically pleasing workplace and mindfulness levels moderate these relationships. Our ultimate goal with this work is to offer a model and methodological approach that can be useful to those interested in studying the impacts of the appearance of a workplace on employee job satisfaction, stress, and intention to stay at their job. A better understanding of this relationship will allow organizations to more effectively change the workplace to have greater positive impacts on employees’ health and happiness. This research comprises of two phases. First, participants complete a survey that measures relevant variables such as mindfulness levels, need for an aesthetically pleasing workplace, individual differences (e.g., personality), and asks them to identify any aesthetically pleasing visual elements that are present in their workplace (e.g., plants, artwork, colorful walls). If participants consent to continue to phase two, they will be asked to upload three photos of their workplace. These photos will be thematically coded to identify what elements are frequently present in environments that are rated as aesthetically pleasing

Quality assessment of work recovery activities: Guidance for recovering from work-related demands

The proposed study is designed to test a revised work recovery process model and gather data to provide guidance for work recovery activities based on their recovery quality value. Using an integrated and modified model of the stress-recovery process, recovery quality will be measured in terms of potential for psychological detachment, mastery, and control, with relaxation serving as an outcome state associated with the proposed three core recovery mechanisms. Underlying theoretical frameworks such as the Conservation of Resources Theory, the Effort-Recovery Model, and the Job-Demands Resource model served as the foundation to describe the importance of recovering depleted resources. Past research suggests active forms of recovery in natural environments hold the greatest potential for work recovery, but research has been limited to broad activity category classifications. In this study we take a more holistic approach to identifying specific recovery activities and their associated recovery experience quality by asking participants to list, rank order, and provide quality-related details regarding their three most common recovery activities. A variety of analyses will be used to compare average ratings of recovery quality elements and identify common recovery themes

Applicant perceptions of fairness and equity in selection

Machine-learning algorithms provide organizations with the opportunity to quickly and efficiently process information about potential employees while reducing costs associated with selection and turnover. However, any bias or error present in the programming as a result of information drawn from historically biased data is evident in the algorithm output (Illingworth, 2015). Additionally, human decision-makers rely on deductive reasoning by creating hypotheses, examining several variables, and drawing formal conclusions between the predictor variables and outcomes (Tambe et al., 2019). Recently, there has been growing fairness and equity concerns about the risks associated with the use of algorithms in selection processes from applicants; existing research has not fully addressed differences in applicant perceptions towards algorithmic or human decision-makers in the selection process. The present experiment analyzes applicant reactions to the selection process to understand whether algorithmic or human hiring decision-makers influence perceptions of fairness and equity and ultimately organizational attraction and job pursuit intentions. A t-test will capture participant reactions toward algorithmic and human-decision makers in the selection process after viewing a randomly assigned vignette about an organization’s review of application materials. Additionally, we are also measuring perceptions of organizational attraction and job pursuit intentions using correlational analyses and a mediation analysis using PROCESS

Finishing the euchromatic sequence of the human genome

The sequence of the human genome encodes the genetic instructions for human physiology, as well as rich information about human evolution. In 2001, the International Human Genome Sequencing Consortium reported a draft sequence of the euchromatic portion of the human genome. Since then, the international collaboration has worked to convert this draft into a genome sequence with high accuracy and nearly complete coverage. Here, we report the result of this finishing process. The current genome sequence (Build 35) contains 2.85 billion nucleotides interrupted by only 341 gaps. It covers ∼99% of the euchromatic genome and is accurate to an error rate of ∼1 event per 100,000 bases. Many of the remaining euchromatic gaps are associated with segmental duplications and will require focused work with new methods. The near-complete sequence, the first for a vertebrate, greatly improves the precision of biological analyses of the human genome including studies of gene number, birth and death. Notably, the human enome seems to encode only 20,000-25,000 protein-coding genes. The genome sequence reported here should serve as a firm foundation for biomedical research in the decades ahead

The Simulated ah Initio Molecular Orbital (SAMO) Method. A Study of the Linear Metallic Hydrogen Chain

The simulated ab initio molecular orbital (SAMO) crystal orbital method has been used to study an infinite linear equidistant chain of hydrogen atoms. Results obtained using a pattern molecule of 50 hydrogen atoms have been compared with results obtained from truncating this pattern and from the use of smaller non-truncated pattern molecules

Clinical implications of physical function and resilience in patients undergoing transcatheter aortic valve replacement

Background Gait speed is a reliable measure of physical function and frailty in patients with aortic stenosis undergoing transcatheter aortic valve replacement (TAVR). Slow gait speed pre-TAVR predicts worse clinical outcomes post-TAVR. The consequences of improved versus worsened physical function post-TAVR are unknown. Methods and Results The REPRISE III (Repositionable Percutaneous Replacement of Stenotic Aortic Valve Through Implantation of Lotus Valve System-Randomized Clinical Evaluation) trial randomized high/extreme risk patients to receive a mechanically-expanded or self-expanding transcatheter heart valve. Of 874 patients who underwent TAVR, 576 with complete data at baseline and 1 year were included in this analysis. Slow gait speed in the 5-m walk test was defined as \u3c0.83 m/s. A clinically meaningful improvement (≥0.1 m/s) in gait speed 1 year after TAVR occurred in 39% of patients, 35% exhibited no change, and 26% declined (≥0.1 m/s). Among groups defined by baseline/1-year post-TAVR gait speeds, 1- to 2-year mortality or hospitalization rates were as follows: 6.6% (normal/normal), 8.0% (slow/normal), 20.9% (normal/slow), and 21.5% (slow/slow). After adjustment, slow gait speed at 1 year (regardless of baseline speed) was associated with a 3.5-fold increase in death/hospitalization between 1 and 2 years compared with those with normal baseline/1-year gait speed. Patients whose slow gait speed normalized at 1 year had no increased risk. One-year, but not baseline, gait speed was associated with death or hospitalization between 1 and 2 years (adjusted hazard ratio, 0.83 per 0.1 m/s faster gait; 95% CI, 0.74-0.93, P=0.001). Conclusions Marked heterogeneity exists in the trajectory of physical function after TAVR and this, more than baseline function, has clinical consequences. Identifying and optimizing factors associated with physical resilience after TAVR may improve outcomes. Registration URL: https://www.clinicaltrials.gov; Unique identifier: NCT02202434