Observers' gender and behavioral responses to workplace sexual harassment via empathy: The moderating role of organizational intolerance.

Despite the well-established gendered nature of sexual harassment, with women predominantly targeted, it remains unclear whether men and women observers exhibit different behavioral responses to workplace sexual harassment, and if so, why. Given the significant role of observers' actions, understanding how and under which conditions gender influences their positive and negative behaviors has theoretical and practical importance. Drawing on the social role theory of gender, this research examines the relationships between observers' gender and their behavioral responses-intervention, not hearing, and silencing the target-through empathy toward targets.

Seeing the good in the bad: A self-affirmation model of organizational dehumanization.

Organizational dehumanization has traditionally been conceptualized as a negative phenomenon that leads to undesirable consequences. In this research, we depart from this perspective and test the possibility that organizational dehumanization may also have an unexpected silver lining effect that extends beyond the workplace to benefit other individuals in employees' social sphere. Drawing upon self-affirmation theory, we propose that organizational dehumanization threatens employees' self-worth.

Distinguishing cause from effect in psychological research: An independence-based approach under linear non-Gaussian models.

Distinguishing cause from effect - that is, determining whether x causes y (x → y) or, alternatively, whether y causes x (y → x) - is a primary research goal in many psychological research areas. Despite its importance, determining causal direction with observational data remains a difficult task. In this study, we introduce an independence-based approach for causal discovery between two variables of interest under a linear non-Gaussian model framework.

Work attendance anxiety, precarious work schedules, and job satisfaction of essential retail workers during the early COVID-19 pandemic.

Building upon the Job Demands-Resources model, this study examines the relationships among precarious work schedules, work attendance anxiety, and employer support during the early COVID-19 pandemic. For part-time retail workers, the prevalence of precarious work schedules has been a persistent problem. Additionally, new challenges such as work attendance anxiety and lack of employer support emerged during the COVID-19 pandemic.

A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work.

Sexual harassment bystander intervention (SHBI) has been deemed critical to addressing persistent incidents in the workplace, yet scholarly knowledge of this behavior remains sporadic and limited. To move this field of research forward, the present study departs from the traditional variable-centered approach and instead adopts a latent profile approach to answer three key questions: (1) Which combinations (profiles) of actions do bystanders take to intervene? (2) When do bystanders intervene with specific profiles of SHBI? and (3) What happens when bystanders intervene with different behavioral combinations? We first developed and validated a scale to measure five distinct SHBI behaviors (i.e.

Sexual orientation and vocational interests across 48 countries: The moderating effect of cultural tightness-looseness.

Vocational interests are an important factor in individuals' career choice and development. However, current understanding about the vocational interests of sexual minorities is underdeveloped. Using data from 31,348 men and 59,715 women (N = 91,063) from 48 countries who self-identified as heterosexual, gay/lesbian, bisexual, or asexual, this study used a fine-grained approach to investigating the relationship of sexual orientation to Holland's realistic, investigative, artistic, social, enterprising, and conventional interests, separately by gender.

Development and Validation of a Game-Based Assessment for Complex Problem Solving.

Complex problem solving (CPS) refers to a set of higher-order capacities that allow an individual to interact with a dynamic environment and solve complex problems. The purpose of this study was to develop and validate Sokoban, a game-based assessment of the planning-execution stage of the CPS framework proposed by PISA 2012. The psychometric properties of this instrument were examined in a large sample of Chinese students ( = 1145) ranging from elementary to tertiary education.

A comparison of the response-pattern-based faking detection methods.

The covariance index method, the idiosyncratic item response method, and the machine learning method are the three primary response-pattern-based (RPB) approaches to detect faking on personality tests. However, less is known about how their performance is affected by different practical factors (e.g.

Killing Two Birds with One Stone: Accounting for Unfolding Item Response Process and Response Styles Using Unfolding Item Response Tree Models.

Two research streams on responses to Likert-type items have been developing in parallel: (a) unfolding models and (b) individual response styles (RSs). To accurately understand Likert-type item responding, it is vital to parse unfolding responses from RSs. Therefore, we propose the Unfolding Item Response Tree (UIRTree) model.

Data for labor market concentration using Lightcast (formerly Burning Glass Technologies).

This data article provides a description of the labor market concentration dataset. Using the job vacancy data from Lightcast from 2007Q1 to 2021Q2 (2008 and 2009 data are not available), we measure labor market concentration by using Herfindahl-Hirschman Index (HHI) in labor markets defined at the occupation (six-digit SOC), commuting zone, and quarterly level. The HHI is calculated based on the share of vacancies among all the firms that post vacancies in that market.

The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.

Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools.

Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility.

We advance the trait approach to leadership by leveraging a large multinational database on leader emergence ( = 120 samples, = 32,579) and leader effectiveness ( = 116, = 42,487) to extend Judge et al.'s (2002) classic meta-analysis of Big Five personality and leadership. By testing novel hypotheses rooted in culturally endorsed implicit leadership theory and socioanalytic theory, we offer three unique insights.

A 2PLM-RANK multidimensional forced-choice model and its fast estimation algorithm.

High-stakes non-cognitive tests frequently employ forced-choice (FC) scales to deter faking. To mitigate the issue of score ipsativity derived, many scoring models have been devised. Among them, the multi-unidimensional pairwise preference (MUPP) framework is a highly flexible and commonly used framework.

Are they equivalent? An examination of task variants of approximate number comparison.

Nonverbal numerical ability supports individuals' numerical information processing in everyday life and is also correlated with their learning of mathematics. This ability is typically measured with an approximate number comparison paradigm, in which participants are presented with two sets of objects and instructed to choose the numerically larger set. This paradigm has multiple task variants, where the two sets are presented in different ways (e.

Moving beyond Likert and Traditional Forced-Choice Scales: A Comprehensive Investigation of the Graded Forced-Choice Format.

The graded forced-choice (FC) format has recently emerged as an alternative that may preserve the advantages and overcome the issues of the dichotomous FC measures. The current study presented the first large-scale evaluation of the performance of three types of FC measures (FC2, FC4 and FC5 with 2, 4 and 5 response options, respectively) and compared their performance to their Likert (LK) counterparts (LK2, LK4, and LK5) on (1) psychometric properties, (2) respondent reactions, and (3) susceptibility to response styles. Results showed that, compared to LK measures with the same number of response options, the three FC scales provided better support for the hypothesized factor structure, were perceived as more faking-resistant and cognitive demanding, and were less susceptible to response styles.

Estimating the Multidimensional Generalized Graded Unfolding Model with Covariates Using a Bayesian Approach.

Noncognitive constructs are commonly assessed in educational and organizational research. They are often measured by summing scores across items, which implicitly assumes a dominance item response process. However, research has shown that the unfolding response process may better characterize how people respond to noncognitive items.

The Differential Impact of COVID-19 on Labour Market Outcomes of Immigrants in Canada.

Based on Canadian Labour Force Survey data, we estimate the differential effect of the COVID-19 pandemic on seven labour market outcomes, and separate between recent and established immigrants relative to domestic-born Canadians. We also use Recentered Influence Function (RIF) unconditional quantile regressions to estimate the differential effects across the distribution of outcomes. We find that the pandemic had an adverse effect on the labour market outcomes for all workers, and that the adverse effects were generally larger for immigrants and especially recent immigrants as well as for immigrants at the bottom of the outcome distributions.

How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.

The present study explores the plausibility of measuring personality indirectly through an artificial intelligence (AI) chatbot. This chatbot mines various textual features from users' free text responses collected during an online conversation/interview and then uses machine learning algorithms to infer personality scores. We comprehensively examine the psychometric properties of the machine-inferred personality scores, including reliability (internal consistency, split-half, and test-retest), factorial validity, convergent and discriminant validity, and criterion-related validity.

Do Workers Speak Up When Feeling Job Insecure? Examining Workers' Response to Precarity During the COVID-19 Pandemic.

The COVID-19 pandemic inflicted unprecedented precarity upon workers, including concerns about job insecurity. We examine whether workers respond to job insecurity with voice, and assess the role of unions, managers, and employment arrangements in this relationship. Analyses of an original 2020 survey representative of Illinois and Michigan workers show that job insecurity is not significantly associated with voice.

Directionality in the interrelations between approximate number, verbal number, and mathematics in preschool-aged children.

A fundamental question in numerical development concerns the directional relation between an early-emerging non-verbal approximate number system (ANS) and culturally acquired verbal number and mathematics knowledge. Using path models on longitudinal data collected in preschool children (M  = 3.86 years; N = 216; 99 males; 80.

Within-job gender pay inequality in 15 countries.

Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer-employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential.

The other COVID-19 survivors: Timing, duration, and health impact of post-acute sequelae of SARS-CoV-2 infection.

Aims And Objectives: To determine the frequency, timing, and duration of post-acute sequelae of SARS-CoV-2 infection (PASC) and their impact on health and function.

Background: Post-acute sequelae of SARS-CoV-2 infection is an emerging major public health problem that is poorly understood and has no current treatment or cure. PASC is a new syndrome that has yet to be fully clinically characterised.

A distinct symptom pattern emerges for COVID-19 long-haul: a nationwide study.

Long-haul COVID-19, also called post-acute sequelae of SARS-CoV-2 (PASC), is a new illness caused by SARS-CoV-2 infection and characterized by the persistence of symptoms. The purpose of this cross-sectional study was to identify a distinct and significant temporal pattern of PASC symptoms (symptom type and onset) among a nationwide sample of PASC survivors (n = 5652). The sample was randomly sorted into two independent samples for exploratory (EFA) and confirmatory factor analyses (CFA).

Feeling negative or positive about fresh blood? Understanding veterans' affective reactions toward newcomer entry in teams from an affective events perspective.

To meet the ever-changing work demands in today's organizations, new employees are often placed into existing work teams. Although research on organizational socialization has advanced our understanding of how newcomers adjust after joining a team, it remains largely unclear how team veterans navigate the same period of adjustment. Drawing upon affective events theory, we conceptualize newcomer entry into a team as a salient affective event that can trigger multiplex affective reactions among team veterans and ultimately shape team functioning (i.