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The purpose of the study was to assess the dimensionality, discriminant, and predictive validities of a 15-item version of Burbach's University Alienation Scale. A total of 228 graduate students completed a questionnaire containing measures of alienation, commitment, locus of control, perceived likelihood of leaving, and withdrawal cognitions. Based on the partial identification numbers that they furnished voluntarily, follow-up data were obtained on the status of 121 respondents 12 months later. The findings confirmed the three-factor structure of the Burbach Alienation Scale but indicated that two of its items should be deleted. Based on confirmatory factor analytic results and correlations with locus of control, alienation and affective commitment appear to be distinct constructs. Although alienation failed to correlate with graduate student attrition after 12 months (p [is greater than] .05), commitment, perceived likelihood of leaving, and withdrawal cognitions did (r = -.36, .52, and .24, respectively, p [is less than] .005, one-tailed). Contrary to the popular assumption, minority graduate students at this predominantly White university did not report higher levers of alienation (p [is greater than] .05).

We contend that positioning dark side activities (DSA) as a more central component of IB coursework is important for students to understand the legitimacy and performance consequences of such phenomena. We draw on six types of DSA: environmental degradation; questionable marketing practices; accounting or financial fraud; corruption; labor abuses; and cultural imperialism. We suggest that IB educators expose students to concrete examples illustrating when MNEs may drift to the dark side and provide three short case studies. We provide informational resources and discussion prompts for human trafficking and outline a United Nations framework to structure in-class discussion of DSA. [ABSTRACT FROM AUTHOR]

A study was conducted to examine the ability of honesty tests in predicting employee theft. A sample of 114 employees of a major retail convenience store, who have all taken the Personnel Selection Inventory and the Station Employee Application Inventory, were classified into two groups, one consisting of employees terminated for theft and the other comprised of non-terminated employees. The results showed that honesty tests are indeed able to predict detected theft.