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While conservatives tend to doubt the inherent morality of human nature & seek to maintain tradition, & liberals tend to believe in the inherent morality of human nature & seek beneficial change, these positions are reversed when the topic is environmentalism. This unexpected reversal may stem from the liberal tendency to see human beings as a part of nature, from the conservative tendency to see humans as separate from nature, or from a conservative notion that Adam Smith's idea of an "invisible hand" may apply in nature as well as in economics. It is argued that conservatives might favor environmental protection more than they currently do if they were able to recognize that the natural world is just as complex & fragile as the social world. D. Weibel

Suggests a US immigration policy centered on personnel selection that accounts for 21st-century global competition & high-technology workplaces. At issue is quality of selection vs quantity in light of the persistence of immigration limitations. Discussion begins with a short review of US immigration policy divided into four periods before addressing the effectiveness of current policy & three alternatives: open immigration, closed borders, & point systems. Attention is then given to the personnel selection model, which views the US as an organization & looks to achieve certain national goals; five key questions around which the assessment of immigrants should be based; & the utility of nationality quotas. Tables, References. Adapted from the source document.

The unemployment compensation system in the US is out of date & in trouble. The system has four fundamental problems: (1) During recessions, it often cannot meet its financial obligations without federal aid or deficit spending. (2) It is out of step with the structural & cultural realities of the modern workforce. (3) It encourages layoffs & unemployment. (4) It operates in isolation from other programs related to employment & financial security. We propose an alternative unemployment policy based on the individual unemployment account (IUA). The IUA would be a mandatory & portable individual trust to which the employer & employee contributed. It shifts control & responsibility from the employer & the state government to the employer & the employee, & it is compatible with the realities of a 21st-century economy. We begin by providing an overview of how the current unemployment insurance system works & discussing its problems. We then describe an alternative unemployment policy based on IUAs & discuss the benefits of such a policy. 1 Table, 45 References. Adapted from the source document.

Introduction : biology and organizational behavior / Stephen M. Colarelli and Richard A. Arvey -- Progress in molecular genetics and its potential implications in organizational behavior research / Zhaoli Song, Wendong Li, and Nan Wang -- Genetic influences on attitudes, behaviors, and emotions in the workplace / Remus Ilies and Nikos Dimotakis -- The biological basis of entrepreneurship / Scott Shane and Nicos Nicolaou -- Fitness, adaptation, and survival : the role of socio-anthropic characteristics, personality, and intelligence in work behavior / Timothy A. Judge and Robert Hogan -- Neurobiological systems : implications for organizational behavior / Jayanth Narayanan and Smrithi Prasad -- Physiological functioning and employee health in organizations / Zhen Zhang and Michael J. Zyphur -- The service-for-prestige theory of leader-follower relations : a review of the evolutionary psychology and anthropology literatures / Michael E. Price and Mark Van Vugt -- Evolved decision makers in organizations / Peter Descioli, Robert Kurzban, and Peter M. Todd -- Primal business : evolution, kinship, and the family firm / Nigel Nicholson -- Evolution and cooperation : implications for organizational behavior and management theory / Roderick E. White and Barbara Decker Pierce -- Biology, evolution, and organization : promises and challenges in building the foundations / Glenn R. Carroll and Kieran O'Connor.

Because of the longitudinal nature of careers, career commitment would seem to be important for career development and progression. Yet it has received little attention in the career literature. This article addresses the role of career commitment in career development and examines some personal and situational correlates of career commitment. The sample includes both managerial ( n = 341) and professional ( n = 85) employees. Among the variables examined, one of the strongest correlates of career commitment was having a mentor. Practical implications are discussed, including those for mentoring and organizational career development programs.

This article develops a theoretical framework for understanding the appeal and tone of letters of recommendation using an evolutionary psychological perspective. Several hypotheses derived from this framework are developed and tested. The authors' theoretical argument makes two major points. First, over the course of human evolution, people developed a preference for narrative information about people, and the format of letters of recommendation is compatible with that preference. Second, because recommenders are acquaintances of applicants, the tone of letters should reflect the degree to which the relationship with the applicant favors the recommender's interests. We hypothesized that, over and above an applicant's objective qualifications, letters of recommendation will reflect cooperative, status and mating interests of recommenders. We used 532 letters of recommendation written for 169 applicants for faculty positions to test our hypotheses. The results indicated that the strength of the cooperative relationship between recommenders and applicants influenced the favorability and length of letters. In addition, male recommenders wrote more favorable letters for female than male applicants, suggesting that male mating interests may influence letter favorability. We conclude with implications for practice and future research.