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Contemporary accounts of sex differences in perceptual-motor performance differ in their emphasis on nature and nurture. Study 1 examined the effect of extensive training on one of the largest sex differences, namely accuracy in dart throwing, and found that physical differences in height and reach could not explain sex differences in regional/national level dart players. Study 2 rejected accounts of sex differences based on participation rates by showing that male players recruited from a relatively small pool of club players were superior to the best female players selected from a much larger pool at the international level. Alternative accounts of the source of sex differences in darts, based on male and female players' differential development and practice histories, are discussed. (Contains 2 tables, 1 figure and 5 notes.)

The phonologically transparent Persian orthography is normally transcribed with two distinct spellings; words spelled with vowels (letters) transcribed as a fixed part of the spelling (transparent) and words spelled with vowels (diacritics) omitted (opaque). Three groups of Persian readers, namely developmental dyslexics (n = 29, mean age = 9.4, SD = 1.4), unimpaired readers matched on age (n = 49, mean age = 9, SD = 1.3), and reading age (n = 23, mean age = 7.2, SD = 0.4) with the dyslexics performed on a short-term memory verbal test. The time taken to read aloud lists of words with opaque and transparent spellings, the errors made on reading the words in each list, and the number of correctly recalled words in each list was subjected to statistical analysis. The results showed that transparent words as a whole were read more accurately than opaque words. However, recall of words was best for opaque words for the older group of unimpaired readers compared to the transparent words, while the opposite was true for dyslexics and unimpaired reading age matched participants. The implications of these results are discussed. (Contains 1 table and 1 figure.)

The objective of this study is to observe relationship between Mental Well-Being and Work performance with respect to employees working in Indian Organizations. • To examine the interrelationship between Mental Well-Being and Work Performance • To evaluate factors impacting Mental Well-Being at workplace. Research Design - The majority of the data used in this study was gathered from 276 respondents who worked for Indian organizations. Research Journals and the Websites were used for secondary sources of knowledge. The structured questionnaire, which was developed following a pilot test, is used to capture the primary data in a survey method. For the purpose of this research study, active executives and managers of Indian business organizations functioning in various industries were contacted. The sample was chosen from the population using a variety of sampling methods. Judgmental Sampling and Snow-ball sampling techniques were used at the first and second levels respectively. Findings - It was concluded that Work performance and Employee Mental Well-Being are inter related to each other. If employees are stress free and their mental health is fit, they can perform well in organizations and hence Mental Well-Being has a significant impact on one's work performance. The other two factors which came out during data analysis were Role of HR and Work Culture. It was observed that Role of Human Resource department and Work Culture has a significant impact on employee's mental health. Research Limitations - Data collection was done on the basis of random sampling and 276 respondents were chosen for the study. The research would have been more accurate if the sample size had been more than 276 and a specific Industry would have been taken in consideration for the study. Practical Implication - The study sheds light on how respondents feel and behave on situation in organization by providing responses on various statements given in the form of Likert scale. Originality - This paper shows the inter relationship between Mental Well-Being and Work performance in employees working in organizations on the basis of responses given by employees in the questionnaire.. [ABSTRACT FROM AUTHOR]

Little attention has been given to foundations' internal dynamics and how the roles of foundation staff have developed and evolved over time. This article maps and synthesizes research on the impact of philanthropic events on role evolution, demonstrating a movement from amateur traditions to emerging professional influences. Four areas of inquiry are presented for foundation practitioners and associations to explore: expertise, training, competencies, and policies. [ABSTRACT FROM AUTHOR]

Using a regulatory analysis from Martinez Lucio and Mackenzie (2014 and 2016), this study contributes to debates concerning the capacity of 'soft' regulation to advance employment conditions and outcomes. This study explores the implementation of a real living wage policy for employees in outsourced Scottish social care. Despite employer compliance in implementing the living wage, it had a mixed impact on the income of workers and did not improve staff recruitment and retention. The theoretical framework challenges recent optimistic views concerning the impact of such regulation by revealing unintended and problematic consequences, such as problems with differentials and providers walking away from contracts. It further reveals how actor roles, interests, power resources and inter-relationships, as well as surrounding structural contextual influences (austerity, marketisation and engrained values and processes in political settlements), interacted to shape these outcomes. Insights from this study include that 'soft' regulation was unable to create conditions for actors such as trade unions, employers and non-governmental organisations to colonise or seize the regulatory space to secure the full benefits of the Scottish Living Wage. The political settlement with the Scottish Government allowed local authorities to retain coercive control over other actors in the regulatory space. Employers and trade unions were further hindered by lack of unity and continued isolation from decisions, respectively. Surrounding economic and ideological restrictions imposed by the central UK government's austerity agenda, and the retention of powers over employment regulation added to the failure of these 'soft' measures to increase pay and improve recruitment and retention in social care. [ABSTRACT FROM AUTHOR]

The 4th National Counseling Psychology Conference presented a unique opportunity for our field to share our progress and contemplate future directions. Fouad et al.'s account is a contribution to the documentation of our profession's history. Fouad et al.'s article and the 4th National Counseling Psychology Conference can also be viewed as a continuation of our profession's search for its identity. The authors of this reaction paper urge the counseling psychology profession to integrate a social change identity. Specific recommendations to effect this transformation are offered.

A new modified three-term conjugate gradient (CG) method is shown for solving the large scale optimization problems. The idea relates to the famous Polak-Ribière-Polyak (PRP) formula. As the numerator of PRP plays a vital role in numerical result and not having the jamming issue, PRP method is not globally convergent. So, for the new three-term CG method, the idea is to use the PRP numerator and combine it with any good CG formula’s denominator that performs well. The new modification of three-term CG method possesses the sufficient descent condition independent of any line search. The novelty is that by using the Wolfe Powell line search the new modification possesses global convergence properties with convex and nonconvex functions. Numerical computation with the Wolfe Powell line search by using the standard test function of optimization shows the efficiency and robustness of the new modification.