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This study explored relationships between perceptions of intra-team communication and role ambiguity within an interdependent team sport environment. Participants were 116 intercollegiate-level team sport athletes ( M age = 20.6 years). For males, the intra-team communication dimension of acceptance was found to predict the majority of role ambiguity dimensions for both performance contexts of offense and defense (.09 ≤ R2adj. ≤ .16). However, limited support for this relationship was found for females, as acceptance communication predicted only one role ambiguity dimension (evaluation of role performance on defense). These findings have implications for applied practice in terms of reducing group members’ perceptions of role ambiguity in interdependent team sport. [ABSTRACT FROM AUTHOR]

This paper explores support for hiring policies associated with affirmative action (AA) using a model including beliefs regarding the fairness of AA, merit, value of diversity, prevalence of discrimination, personal self-interest, and demographic characteristics. Participants ( n = 212) evaluated 8 hiring policies ranging from the use of strong preferential treatment to race-blind policies. Beliefs affected support for policies differently. For example, diversity valuation predicted support for policies involving preferences and recruitment, but predicted opposition to race-blind approaches, whereas support for the merit principle predicted opposition to preferences and support for race-blind approaches. Results suggest that established predictors of attitudes toward AA do not necessarily predict support for specific forms of AA. [ABSTRACT FROM AUTHOR]