The current study examined work value differentiation and profile elevation (PE). Using a sample of 251 college students who provided data on the O*NET Work Importance Profiler online, it was found that (1) when differentiation of work values was calculated using three indices (i.e., high–low differentiation, Iachan differentiation, and variance differentiation), only Iachan differentiation positively related to indecision; (2) none of the three indices of differentiation related to career maturity; (3) work value PE positively related to extraversion and openness and negatively related to depressive symptoms and career indecision but was unrelated to career certainty and neuroticism; and (4) work value PE moderated the relationship between Iachan differentiation and career indecision. The findings from this study have valuable implications for both vocational counselors and clients and should help to improve the utility of individuals’ work values results.

Abstract. Prior research ( Stepanova, Bartholow, Saults, & Friedman, 2012 ) indicates that exposure to alcohol-related cues increases expressions of racial biases. This study investigated whether such effects can be replicated with other tasks assessing racial bias and whether they stem from stereotyping or prejudice. In two experiments participants (N1 = 118; N2 = 152) were exposed to either alcohol-related or neutral advertisements, and then completed a race-priming lexical decision task (LDT, Wittenbrink, Judd, and Park, 1997) . Experiment 1 provided weak evidence that exposure to alcohol cues decreases positive attitudes toward Blacks, which was not confirmed in a high-powered replication (Experiment 2). Our findings suggest a short-lived nature (if any) of alcohol priming effects on racial bias when measured by the primed LDT.

This research focuses on the discriminatory experiences that young African American women in the American South report as a function of their actual and perceived skin tone. Participants (N = 76) were given the Pantone Skin Tone guide (Pantone, 2017) and asked to find the best color (varying on undertone and lightness) that matched closely to their skin tone. Following that, an experimenter identified participants’ skin tone and they completed several questionnaires assessing perceived racism, discrimination, and self-esteem. Participants reported discrimination and biases that they regularly experience based on their skin tone and race. While qualitative data suggests that colorism does exist, the quantitative data did not establish a link between lightness of one’s skin tone and levels of perceived discrimination. Individuals who reported a high frequency of experiencing racism in their lives also perceived their skin tone darker without the mirror than with it. This finding establishes a link between negative race-based experiences and one’s self-perception of skin tone. While self-esteem did not moderate or mediate the skin tone-discrimination relationship, it was strongly related to reports of racism and colorism.

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