Does the Employability Paradox Exist or Not? An Inverted U-Shaped Model

This paper's purpose is to test the employability paradox by adopting a combined linear and non-linear approach based on the conservation of resource (COR) theory and the prospect theory and further to discuss it in two groups of employees with different seniority following the career timetable perspective. A total of 623 pairs of matched employee and manager surveys was collected from 27 Chinese enterprises in two waves. Hierarchical regression analysis was used to test the hypotheses. The results show no paradox that perceived employability promotes both an employee's turnover intention and performance. Specifically, perceived employability has a significant inverted U-shaped effect on turnover intention but no direct influence on job performance. Seniority is a moderator, showing the curvilinear relationship only exhibits for employees with shorter work seniority (≤3 years), and a positive linear relationship between perceived employability and job performance only exists for employees with longer seniority (>3 years). This study emphasizes the value of employability for employers and proposes who is more suitable and what timetable should be followed for employability enhancement in practice. In addition, the study provides an enlightening finding of the inverted U-shaped relationship between perceived employability and turnover intention, applies the COR theory and the prospect theory to explain the non-linear relationship, validates the effect of too much of a good thing (TMGT), and negates the paradox from the perspective of the perceived general employability and career timetable.

Challenging Demographic Reductionism

The present study examined the impact of within-group value diversity on personal satisfaction, group creativity, and group effectiveness. After accountingfordiversity in race/nation-ality, gender, and age, value diversity predicted greater personal satisfaction, and higher perceived group creativity and effectiveness.

Breaking the succession rule: the costs and benefits of an alpha-status take-over by an immigrant rhesus macaque on Cayo Santiago

Explaining intraspecific variation in reproductive tactics hinges on measuring associated costs and benefits. Yet, this is difficult if alternative (purportedly less optimal) tactics remain unobserved. We describe a rare alpha-position take-over by an immigrant male rhesus macaque in a population where males typically gain rank via succession. Unusually, male aggressiveness after the take-over correlated with rank and mating success. The new alpha achieved the highest mating and reproductive success. Nevertheless, he sired only 4 infants due to high extra-group paternity (59.3%). The costs of his immigration tactic were high: after the mating season ended, unable to deter coalitionary attacks by resident males, he was overthrown. The following year he had the highest relative annual weight loss and levels of immune activation among males in the group. Succession-based rank-acquisition in large, provisioned groups of macaques thus appears to be actively maintained by resident males, who impose high costs on challengers.

The association between status and cohesion in sport teams

The main objective of this study was to establish the relationship between perceptions of status attributes and cohesion and status ranking and cohesion. A secondary aim was to determine whether age (operationalized by scholastic levels) or culture serves as a moderator in the relationship between either status attributes or status ranking and cohesion. Another secondary aim was to determine if differences are present in the importance attached by athletes to status attributes. Canadian and Indian athletes were tested. Although perceptions of the importance of status attributes and cohesiveness were related, the effect size was small (Green, 1991); perceptions of status ranking and cohesiveness were not related. Neither scholastic level nor culture served as a moderator in the association between either status attributes or status rank and cohesion. The importance that athletes attach to status attributes is similar between scholastic levels and across cultures. The results are discussed in terms of the role of status in sport teams.

Ethics committees: group process concerns and the need for research

Few ethics committees were in place when the New Jersey Supreme Court announced its ruling on the Quinlan case in 1976. Today, the vast majority of hospitals have formed ethics committees and their use in nursing homes and other healthcare facilities is growing. Given the increasing commitment to the use of ethics committees and their increasing influence on healthcare decision making, the careful evaluation of committee performance should be a high priority. Yet to date ethics committees appear to have undergone relatively little scrutiny. While professional articles on ethics committees do appear and at least one journal (CQ) sets aside a regular section for the discussion of “Ethics Committees at Work” articles to date have primarily been limited to essays, philosophical inquiries, reports, case studies, and, occasionally, surveys. The use of more structured research methodologies has been lacking. As a result, it is not yet clear, for example, what characteristics describe the best functioning ethics committee. Indeed, what constitutes best functioning lacks careful definition as well. Committee impact on medical decision making and patient outcomes, while discussed, has not been systematically measured and analyzed.