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We examined how surface-level diversity (based on race) and deep-level similarities influenced three-person decision-making groups on a hidden-profile task. Surface-level homogeneous groups perceived their information to be less unique and spent less time on the task than surface-level diverse groups. When the groups were given the opportunity to learn about their deep-level similarities prior to the task, group members felt more similar to one another and reported greater perceived attraction, but this was more true for surface-level homogeneous than surface-level diverse groups. Surface-level homogeneous groups performed slightly better after discovering deep-level similarities, but discovering deep-level similarities was not helpful for surface-level diverse groups, who otherwise outperformed surface-level homogeneous groups. We discuss the implications of this research for managing diversity in the workplace.

Since 1989, total dietary fiber values in USDA databases were determined by the enzymatic-gravimetric (EGF) method (AOAC 991.43), where "fiber" is the residue remaining after samples are subjected to enzymatic treatments mimicking digestion. In 2009 EGF was modified to recover additional non-digestible components (e.g., galacto/fructo-oligosaccharides, polydextrose, resistant starch) (AOAC 2009.01, 2011.25) (mEGF). Limited mEGF data and high cost create a need to identify suitable foods for analysis. USDA's National Food and Nutrient Analysis Program sampled suitable foods for analysis by EGF and mEGF. No detectable difference between EGF and mEGF was found in almonds, wheat bread, oatmeal cookies, tortilla chips, taco shells, kale, fast food French fries, or cooked dried pulses. mEGF exceeded EGF in uncooked dried pulses (5.4-10.5 g/100 g), raw potatoes (13.7 g/100 g), and cooked plantains (3.1 g/100 g), and slightly higher (0.7-2.2 g/100 g) in hummus, canned refried beans, prepared wild rice mix, and frozen raspberry berries, concentrate, and puree. Statistical power was hindered by high analytical uncertainty, especially for mEGF (up to 33% RSD), likely due to cumulative errors in the multiple steps comprising mEGF. mEGF analyses should focus on foods containing significant levels of fiber components not included in EGF, and reporting individual, particularly metabolically active, fiber components. ; USDA Agricultural Research Service Nutrient Data Laboratory [59-8040-8-005, 60-8040-6-011, 60-8040-8-005]; Virginia Tech (USDA) [59-8040-8-005, 60-8040-6-011, 60-8040-8-005]; Virginia Tech (National Cancer Institute) [59-8040-8-005, 60-8040-6-011, 60-8040-8-005]; Food and Drug AdministrationUnited States Department of Health & Human Services; American Pulse Association [15-1435-01]; National Processed Raspberry Council [8040-05-25 0057704] ; This work was supported by cooperative agreements59-8040-8-005, 60-8040-6-011 and 60-8040-8-005 between the USDA Agricultural Research Service Nutrient Data Laboratory and Virginia Tech (including funds from interagency agreements between USDA and the National Cancer Institute and the Food and Drug Administration, the American Pulse Association (agreement #15-1435-01), and the National Processed Raspberry Council (agreement #8040-05-25 0057704). Amy Rasor, Nancy Conley, and Ryan McGinty assisted with sample preparation. ; Public domain authored by a U.S. government employee

Greater consumption of traditional foods has been associated with improved vitamin D status in Arctic and sub Arctic populations, including Alaskan Native Americans. However, lack of vitamin D food composition data impairs epidemiological studies on health outcomes, and development of specific dietary recommendations. Vitamin D, including 25(OH)D-3 was quantified in samples of native fish, fish eggs, meats (caribou, goose, whale, seal) and traditionally prepared whale and seal oil collected from Alaskan tribes. Vitamin D-3, 25(OH)D-3, and vitamin D-2 were assayed in alkaline-saponified samples by UPLC-MS, after derivatization with 4-phenyl-1,2,4-triazole-3,5-dione, with in-house control materials and/or NIST SRM center dot 1546a Meat Homogenate included in each analytical batch. All but the land animals and bearded seal meat contained >= 2 mu g vitamin D-3/100 g, with > 10 mu g/100 g in steelhead trout; dried sheefish, whitefish, smelt; smoked/dried salmon; fermented sheefish eggs; whale and seal oils. Large between-sample differences in bearded seal oil suggested possible effects of season and/or maturity on vitamin D content. 25(OH)D-3 was > 0.3 mu g/100 g in many foods, notably smoked salmon, beluga whale skin/fat and oil and spotted seal (but not other seal) oil, with the highest levels in dried beluga whale meat, skin/fat, and oil (up to 1.2). Vitamin D-2 was < 0.2 mu g/100 g in all foods. ; USDA Agricultural Research Service Nutrient Data Laboratory [58-1235-2-111, 58-1235-3-128, 58-8040-5-118]; National Institute of Diabetes Digestive and Kidney Diseases (NIDDK)United States Department of Health & Human ServicesNational Institutes of Health (NIH) - USANIH National Institute of Diabetes & Digestive & Kidney Diseases (NIDDK); National Cancer Institute (NCI)United States Department of Health & Human ServicesNational Institutes of Health (NIH) - USANIH National Cancer Institute (NCI); USDAUnited States Department of Agriculture (USDA); Virginia Tech [58-1235-2-111, 58-1235-3-128, 58-8040-5-118] ; This work was supported by cooperative agreements 58-1235-2-111, 58-1235-3-128, and 58-8040-5-118 between the USDA Agricultural Research Service Nutrient Data Laboratory and Virginia Tech, including funds from interagency agreements between USDA and the National Cancer Institute (NCI) and the National Institute of Diabetes Digestive and Kidney Diseases (NIDDK). Amy Rasor, Nancy Conley, and Ryan McGinty assisted with sample preparation. ; Public domain authored by a U.S. government employee

Using survey data from two distinct samples, we found that reported integration behaviors (e.g., attending company parties, discussing nonwork matters with colleagues) were associated with closer relationships among coworkers but that this effect was qualified by an interaction effect. Racial dissimilarity moderated the relationship between integration and closeness such that integration was positively associated with relationship closeness for those who were demographically similar to their coworkers, but not for those who were demographically dissimilar from their coworkers. Additionally, this moderation effect was mediated by the extent to which respondents experienced comfort and enjoyment when integrating. These findings highlight the importance of creating the right kind of interactions for building closer relationships between employees, particularly relationships that span racial boundaries.

As workers strive to manage multiple roles such as work and family, research has begun to focus on how people manage the boundary between work and nonwork roles. This paper contributes to emerging work on boundary theory by examining the extent to which individuals desire to integrate or segment their work and nonwork lives. This desire is conceptualized and measured on a continuum ranging from segmentation (i.e., separation) to integration (i.e., blurring) of work and nonwork roles. We examine the fit between individuals' desires for integration/segmentation and their access to policies that enable boundary management, suggesting that more policies may not always be better in terms of job satisfaction and organizational commitment. Using survey methodology and a sample of 460 employees, we found that desire for greater segmentation does moderate the relationship between the organizational policies one has access to and individuals' satisfaction and commitment. People who want more segmentation are less satisfied and committed to the organization when they have greater access to integrating policies (e.g., onsite childcare) than when they have less access to such policies. Conversely, people who want greater segmentation are more committed when they have greater access to segmenting policies (e.g., flextime) than when they have less access to such policies. Moreover, the fit between desire for segmentation and organizational policy has an effect on satisfaction and commitment over and above the effects of demographic characteristics such as age, gender, marital status, income, number of children, and the ages of those children.

This research explores the impact of dyadic side conversations on group norms within three- and four-person groups. The authors propose a link between dyadic communication and group norms such that the absence of dyadic communication enhances a norm of group unity, whereas its presence enhances a norm of faction-forming. In two studies, we demonstrate that the presence of dyadic communication opportunities can both help and hurt group performance and that this depends on a fit between the content of the norm and the wider social context. In negotiation tasks that benefit from group unity, the absence of dyadic communication results in a stronger focus on the group and its future as well as increased group performance. However, in problem-solving tasks that benefit from faction-forming, the mere presence of dyadic communication opportunities leads to increased openness to unique information, disagreement, and group performance.

How businesses and other organizations can improve their performance by tapping the power of differences in how people thinkWhat if workforce diversity is more than simply the right thing to do in order to make society more integrated and just? What if diversity can also improve the bottom line of businesses and other organizations facing complex challenges in the knowledge economy? It can. And The Diversity Bonus shows how and why.Scott Page, a leading thinker, writer, and speaker whose ideas and advice are sought after by corporations, nonprofits, universities, and governments around the world, makes a clear and compellingly pragmatic case for diversity and inclusion. He presents overwhelming evidence that teams that include different kinds of thinkers outperform homogenous groups on complex tasks, producing what he calls "diversity bonuses." These bonuses include improved problem solving, increased innovation, and more accurate predictions—all of which lead to better performance and results.Page shows that various types of cognitive diversity—differences in how people perceive, encode, analyze, and organize the same information and experiences—are linked to better outcomes. He then describes how these cognitive differences are influenced by other kinds of diversity, including racial and gender differences—in other words, identity diversity. Identity diversity, therefore, can also produce bonuses.Drawing on research in economics, psychology, computer science, and many other fields, The Diversity Bonus also tells the stories of people and organizations that have tapped the power of diversity to solve complex problems. And the book includes a challenging response from Katherine Phillips of the Columbia Business School.The result changes the way we think about diversity in the workplace—and far beyond it

We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially homogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and homogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supported the expectation that biased perceptions of relationship conflict accounted for this reduced support of diverse teams. Implications for diverse teams in organizations are discussed.

We examine how the status and speech style of experts impacts how they are perceived and their level of influence. In our experiment we manipulate whether high-status and low-status experts share their expert knowledge using a more or less powerful style of speech, and find that experts are more liked, more influential, and engender more confidence when they express themselves in a manner congruent with their status (i.e., high status with powerful speech and low status with powerless speech). We further show that liking acts as a mediator between congruence and influence. This study suggests that experts with low-status characteristics who want to be influential should ensure that their expertise, a marker of high status, is known to the listener before engaging in powerful styles of speech.

A purported downside of social category diversity is decreased relationship focus (i.e., one's focus on establishing a positive social bond with a coworker). However, we argue that this lack of relationship focus serves as a central mechanism that improves information processing even prior to interaction and, ultimately, decision-making performance in diverse settings. We introduce the construct of premeeting elaboration (i.e., the extent to which individuals consider their own and others' perspectives in the anticipation of an interaction) and explore its link with social category diversity and relationship focus. Experiments 1 and 2 demonstrate that when disagreement occurs, social category diversity increases premeeting elaboration, with relationship focus as a central causal mechanism. Experiment 3 shows that premeeting elaboration has important implications for performance: disagreeing dyads with social category diversity elaborate more prior to meeting and, as a result, perform better on a decision-making task than those with social category homogeneity. We discuss the value of studying early-stage interaction and propose a reconsideration of the "downside" of social category diversity.

The quantitative effect of different preparation variables on the sodium content of cooked dry pasta was evaluated. Semolina spaghetti ( 100% of 2300 mg/day), relative to the reference method. No other variables affected sodium. Results allow more accurate estimation of sodium intake from cooked pasta, since food composition tables that do not reflect variations in cooking parameters. ; Virginia Tech the United States Department of Agriculture (USDA) Nutrient Data Laboratory [58-1235-2-113]; Virginia Tech [58-1235-2-113] ; This work was performed as part of cooperative agreement 58-1235-2-113 between Virginia Tech the United States Department of Agriculture (USDA) Nutrient Data Laboratory and Virginia Tech, funded through an interagency agreement between USDA and the Centers for Disease Control. ; Public domain authored by a U.S. government employee

There have been many attempts to compile comprehensive lists of flame retardants. However, this goal has proven challenging due to the heterogeneity of compounds that can be used as flame retardants coupled with changes in formulation chemistry over time. Flame retardants have been the focus of many recent existing hazard, exposure, and risk assessments. These assessments have been class-based or for individual chemical substances. Here, diverse sets of publicly available data sources from governmental organizations and the open literature were compiled to develop an inventory of chemicals used as flame retardants and organohalogen flame retardants. The chemical substances from these data sources were mapped to appropriate chemical identifiers via manual curation and deduplicated. Despite different data sources containing a large number of overlapping chemical substances, compiling information from multiple data sources was found to increase the breadth of potential flame retardant chemistries. The flame retardant and organohalogen flame retardant inventories were developed as a resource for scientists interested in better understanding properties of flame retardant and organohalogen flame retardant classes.

Assessment of total vitamin D intake from foods and dietary supplements (DSs) may be incomplete if 25-hydroxyvitamin D [25(OH)D] intake is not included. However, 25(OH)D data for such intake assessments are lacking, no food or DS reference materials (RMs) are available, and comparison of laboratory performance has been needed. The primary goal of this study was to evaluate whether vitamin D-3 and 25(OH)D-3 concentrations in food and DS materials could be measured with acceptable reproducibility. Five experienced laboratories from the United States and other countries participated, all using liquid chromatography tandem mass spectrometry but no common analytical protocol; however, various methods were used for determining vitamin D-3 in the DS. Five animal-based materials (including three commercially available RMs) and one DS were analyzed. Reproducibility results for the materials were acceptable. Thus, it is possible to obtain consistent results among experienced laboratories for vitamin D-3 and 25(OH)D-3, in foods and a DS. ; Office of Dietary Supplements of the National Institutes of HealthUnited States Department of Health & Human ServicesNational Institutes of Health (NIH) - USA [60 1235 3012] ; Partial funding for this work was provided under Agreement 60 1235 3012 from Office of Dietary Supplements of the National Institutes of Health. ; Public domain authored by a U.S. government employee