biologically costly altruism depends on emotional closeness among step but not half or full sibling

We studied altruistic behaviors of varying biological cost (high, medium, and low) among siblings of varying genetic relatedness (full, half, and step). In agreement with inclusive fitness theory, the relative importance of either reliable (such as co-residence) or heuristic (such as emotional closeness) kinship cues depended crucially on the costs of help. When help did not endanger the altruist's life, thus making reciprocation possible, emotional closeness was the strongest predictor of altruism; perceived physical and psychological similarity to the sibling amplified altruistic behavior via their association with emotional closeness. When help endangered the altruist's life, thus making reciprocation unlikely, the strongest predictor of altruism was the ancestrally valid kinship cue of co-residence duration. Emotional closeness predicted costly altruism only for step siblings; its effects were non-significant when siblings were genetically related. Our findings support the idea that emotional closeness promotes costly altruistic behavior by serving as a surrogate kinship cue when more reliable cues are missing

Relationships Between University Characteristics and Early Job Outcomes of Accountants

This study undertook an examination of relationships among university characteristics and job offers, employment status, job attitudes, and job performance of newly-hired accounting graduates. It was found that university characteristics are generally not related to job attitudes and job performance. A few characteristics correlated with the total number of job offers, and characteristics associated with wealth and status correlated with receiving job offers from prestigious accounting firms. Several explanations are suggested for the results—including threshold effects, prestige effects, and influence of the work environment.Nous avons examiné les rapports existant entre les caractéristiques universitaires et les offres d'emplois, le statut à l'embauche, les attitudes et aptitudes professionnelles de comptables diplômés nouvellement embauchés. Les caractéristiques universitaires n'ont généralement pas de rapport avec les attitudes et aptitudes professionnelles. Certaines caractéristiques s'appliquent à l'ensemble des offres d'emplois; principalement d'autres, liées à l'argent et au standig permettent de faire le lien avec l'embauche par les bureaux les plus prestigieux. Nous fournissons plusieurs explications de ces résultats et nous analysons les effets de transition, les effets de prestige et l'influence de /'environment professionel

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment

Startup engagement: a strategy framework for established companies

Purpose Established companies often engage with startups as a way to improve their innovation performance. While there has been extensive discussion on the reasons, modes, and expected outcomes of these initiatives, there is still a need to understand more about how corporate engagements with startups (CEwS) evolve and how they can enhance a company’s innovation capability. This study proposes a framework of engagement strategies, discussing their purposes and implications to understand the subject better. Design/methodology/approach This study involved managers from twelve large, established companies across various sectors. The authors used a multicase approach to analyze their experiences and offer a framework for corporate-startup engagement. Findings The framework for corporate-startup engagement consists of four main strategies: (1) innovative improvement, (2) R&D expansion, (3) more value to corporate venture capital and (4) ecosystem articulation. The authors found that ecosystem articulation, which combines the potentials of the other three strategies, is the most sophisticated approach. Originality/value This study offers a systematic view of the CEwS phenomenon, identifying the various modes of engagement, the reasons for adopting each one and potential ways to advance and improve them. For managers, the study reveals the CEwS as a lever to build innovation capabilities over time.

The evolutionary mismatch hypothesis: Implications for psychological science

Ministry of Education, Singapore under its Academic Research Funding Tier

Participation in decision-making by staff in community mental health programs

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/44081/1/10464_2004_Article_BF00881038.pd