2<\/p>\n
PSY-260 Topic 5 Article Summary<\/p>\n
Rodrigo Villanueva<\/p>\n
Grand Canyon University<\/p>\n
PSY 260: Introduction to Psychological Research and Ethics<\/p>\n
Dr. London<\/p>\n
05 Sep 2021<\/p>\n
PSY-260 Topic 5 Article Summary<\/p>\n
Article 1: Romantic Red Revisited: Red Enhances Men’s Attraction to Young, but Not Menopausal Women<\/p>\n
Purpose of Study and Hypotheses<\/p>\n
In article number 1, the authors aimed to explore how the color red affects males’ perception of women and how males tend to perceive young women as sexually attractive when using this color. In general, the authors aimed to explore the effect that the color red has on women and to understand if “all women are perceived as more sexually attractive when associated with red” (Schwarz & Singer, 2013). The first hypothesis is that “if red is related to fertility, older, post-menopausal women should not generally be viewed by men as sexual targets and thus red should not elicit any sexual effect” (Schwarz & Singer, 2013). The second hypothesis in the article is that “social learning theory is correct and humans are conditioned to associate red with romance and sex, red should lead to higher perceptions of attractiveness regardless of the age of the women” (Schwarz & Singer, 2013). The authors aimed to test either of these two hypothesis with their methodology and procedures.<\/p>\n
Research Design and Variables<\/p>\n
The study\u00b4s design was correlational according to the design and methodology of the study. Moreover, the main independent variables included age of target, sexual attractiveness, physical attractiveness, intelligence, and sympathy. The main independent variable was the background color in which both young and old participants were evaluated. <\/p>\n
Participants<\/p>\n
The subjects that participated in the study were 120 men of diverse ages. \u201cThe mean age of the younger men (n=60) was 24.67 years (19\u201331 years, SD =3.15), and the mean age of the men in the older cohort (n=60) was 53.47 years (45\u201365 years, SD = 4.69)\u201d (Schwarz & Singer, 2013).<\/p>\n
Measures<\/p>\n
The study measured the effect of red on sympathy, intelligence, physical attractiveness with help with an adapted questionary from Elliot and Niesta (2008) (Schwarz & Singer, 2013). This questionary was helpful to determine the perception of males regarding women of diverse ages. The items mentioned before were rated on a 9-point scale\u201d (Schwarz & Singer, 2013).<\/p>\n
Results<\/p>\n
The factorial design demonstrated that red has a significant influence over the sexual attractiveness of young targets mainly. According to the data, the red color does not make older women more physically attractive (Schwarz & Singer, 2013). Moreover, the red background of the images did not have a significant impact on the perception of the target of sympathy and intelligence (Schwarz & Singer, 2013). In general color, red increases the sexual attractiveness of young women (Schwarz & Singer, 2013). Moreover, males, no matter the age, have similar criteria regarding red sexual attractiveness ratings (Schwarz & Singer, 2013). Furthermore color red does not enhance the perception that males have regarding sympathy, intelligence, and attractiveness (Schwarz & Singer, 2013).<\/p>\n
Conclusions<\/p>\n
Finally, the authors concluded that red has a significant influence over young women compared to old ones (Schwarz & Singer, 2013). Moreover, they also argued that there are some other factors to include and limitations to explore in future investigations when evaluating the effect of color red such as sexuality of the participants, biological factors (e.g., ovulation), background colors (Schwarz & Singer, 2013). According to the authors, there are many elements to integrate when investigating the red color’s implications over female sexual attractiveness.<\/p>\n
Article 2: Organizational Justice and Job Satisfaction as Predictors of Turnover Intentions<\/p>\n
among Teachers in the Offinso South District of Ghana<\/p>\n
Purpose of Study and Hypotheses<\/p>\n
According to the authors of the second article in Ghana, there is a significant frequency of teachers protesting for improved salaries and workplace conditions. The impact of organizational fairness and work satisfaction on teacher turnover intentions was investigated in this study. The general purpose was to understand the variables and the factors that influence teachers’ turnover in Ghana because, according to these study almost all turnovers are voluntary (Addai et al., 2018). The hypothesis was that in comparison to females, males will have higher turnover intentions. (Addai et al., 2018). Also, “the component of organizational justice will significantly predict turnover intentions among teachers” (Addai et al., 2018). As well that “the combined components of perceived organizational justice will contribute significantly to turnover intentions among teachers” (Addai et al., 2018) and that “Each component of job satisfaction will significantly predict turnover intentions” (Addai et al., 2018).<\/p>\n
Research Design and Variables<\/p>\n
The study\u00b4s design was correlational due to the nature of the methods and design. Moreover, the main predictor variables included demographic factors, organizational justice elements, and job satisfaction elements. The primary independent variable was turnover intentions. <\/p>\n
Participants<\/p>\n
Describe the subjects who participated in the study. The study’s participants are Senior High School teachers in Ghana’s Ashanti Region’s Offinso-South District (Addai et al., 2018). The subjects within this study “were recruited through convenience sampling technique” (Addai et al., 2018). According to the authors, only 114 questionaries were analyzed for the study (Addai et al., 2018).<\/p>\n
Measures<\/p>\n
The study measured the variable organizational justice using the Organizational Justice Index (Addai et al., 2018); it had 20-item scales that determine how teachers perceptive interactional justices, procedural justices, and distributive justices (Addai et al., 2018). As well the study measured job satisfaction with the Teachers Satisfaction Scale (TSS) (Addai et al., 2018); it had a 16-item scale that measures supervision, work itself, and promotion (Addai et al., 2018). Furthermore, the authors also measured Turnover intentions with the Turnover Intention Scale (Addai et al., 2018); it had a 10-item scale that determines intent to quit, intent to search, and thinking of leaving (Addai et al., 2018).<\/p>\n
Results<\/p>\n
The authors of the article utilized regressions to describe the relationships between the measured variables. According to the results, job satisfaction is a strong determinator of turnover intention (Addai et al., 2018). Moreover, pay also affects turnover intentions (Addai et al., 2018). Furthermore, the data shows a negative relationship between turnover intention and perceived organizational justice (Addai et al., 2018). Both procedural justice and distributive justice contribute to turnover aiming (Addai et al., 2018). Moreover, there is no significant difference between male and female turnover intentions when evaluating the diverse variables. <\/p>\n
Conclusions<\/p>\n
Finally, the study’s authors argued that distributive justice and job satisfaction strongly influence turnover intentions in the subjects of study (Addai et al., 2018). Most importantly, pay factors also power the decision to leave their profession (Addai et al., 2018). The authors also recommend a deeper understanding of the role that organizational justice and job satisfaction have over turnover intentions (Addai et al., 2018). Also, they recommend increasing the remunerations that teachers have to increase the retention rates (Addai et al., 2018).<\/p>\n
References<\/p>\n
Addai, P., Kyeremeh, E., Abdulai, W., & Sarfo, J. O. (2018). Organizational Justice and Job Satisfaction as Predictors of Turnover Intentions among Teachers in the Offinso South District of Ghana.\u00a0European Journal of Contemporary Education,\u00a07(2), 235\u2013243.<\/p>\n
Schwarz, S., & Singer, M. (2013). Romantic red revisited: Red enhances men’s attraction to young, but not menopausal women.\u00a0Journal of Experimental Social Psychology, 49(1), 161\u2013164.\u00a0https:\/\/doi.org\/10.1016\/j.jesp.2012.08.004<\/p>\n
\u00a9 2021. Grand Canyon University. All Rights Reserved.<\/p>\n","protected":false},"excerpt":{"rendered":"
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