Thermal Phase Transition in Two-Dimensional Disordered Superconductors: Kosterlitz-Thouless vs Percolation

Weakly disordered two-dimensional superconductors undergo a Kosterlitz-Thouless (KT) transition, where at a critical temperature vortices proliferate through the system and destroy the superconducting (SC) order. On the other hand, it was suggested that for large disorder the systems separates into regions of high SC order, and it is the percolation of coherence between these regions that is lost at the critical temperature. Here we demonstrate that these two descriptions are just the dual of each other. A vortex causes loss of local correlations, and thus the loss of percolation of correlations is concomitant with percolation of vortices on the dual lattice, in the perpendicular direction, i.e. the KT transition.Comment: 4 pages, 5 figure

Dispositional Source of Job Satisfaction: The Role of Self-Deception

Despite providing strong indication that there is a dispositional source of job satisfaction, past research has not fully addressed the cardinal questions of how--or what--dispositions influence job satisfaction. This study suggests that self-deception may serve as an important psychological variable that partly explicates the dispositional source of job satisfaction. Using three sources of data obtained from a sample of university employees, our results indicated that employees who tend to engage in self-deception indeed experienced more satisfaction in their lives and with their jobs. Results also suggested that the relationship between subjective wellbeing and job satisfaction is reciprocal. All these findings were observed in a model including a significant link from affective disposition to subjective well-being. The results suggest that dispositional variables such as self-deception are important explanations of the dispositional source of job satisfaction

On a Proper Meta-Analytic Model for Correlations

Combining statistical information across studies is a standard research tool in applied psychology. The most common approach in applied psychology is the fixed effects model. The fixed-effects approach assumes that individual study characteristics such as treatment conditions, study context, or individual differences do not influence study effect sizes. That is, that the majority of the differences between the effect sizes of different studies can be explained by sampling error alone. We critique the fixed-effects methodology for correlations and propose an advancement, the random-effects model, that ameliorates problems imposed by fixed-effects models. The random-effects approach explicitly incorporates between-study differences in data analysis and provides estimates of how those study characteristics influence the relationships among constructs of interest. Because they can model the influence of study characteristics, we assert that random-effects models have advantages for psychological research. Parameter estimates of both models are compared and evidence in favor of the random-effects approach is presented

The Role-Based Performance Scale: Validity Analysis of a Theory-Based Measure

This study introduces a theory-based measure of employee performance (Role Based Performance Scale, RBPS) that is supported with results from a validation study using 10 data sets from six companies. In contrast to traditional, job-related measures of employee performance, we propose an alternative measure of performance based on role theory and identity theory. Because our results support the validity of the scale, we think that the instrument can be used for future research that requires a generalizable measure of performance. The scale demonstrates diagnostic properties that make it useful for practitioners as well as researchers

It\u27s Not \u3ci\u3eWhat\u3c/i\u3e Was Said - But \u3ci\u3eHow\u3c/i\u3e It Was Said

Key Findings Individuals chose a favorable outcome for a new company, new product, or new employee significantly less often after hearing advocating messages from nonnative accented speakers as opposed to from speakers with standard American accents. What\u27s more, those individuals who hold a stronger pro-American bias are even more likely to approve of its content when spoken by American Speakers who do not speak with a foreign accent. Those with low pro-American bias showed no such choice preference. Non-standard accented messages may violate expectations regarding business norms and may therefore be distracting to listening. Although recent research by Huang and colleagues (2013) suggests that individuals with nonnative accents may be passed over for promotion because of stereotyping regarding ability or competence, there was no support for this theory in this research