A stroma-free hemoglobin (SFH) solution was prepared which was sterile, pyrogen free, and contained only 1.2% of the stromal lipid present in unpurified hemolysate, 250 ml of which was administered slowly intravenously to 8 healthy men. Two control subjects received 250 ml of serum albumin. The SFH infusions were generally well tolerated by 7 of the 8 men. One subject developed abdominal pain and costovertebral angle tenderness after infusion, which disappeared within 48 hr. Bradycardia and a mild increase in blood pressure was present during ths SFH infusions and for 4 to 5 hr thereafter. A decrease in urine output and endogenous creatinine clearance appeared during the SFH infusions and for 2 to 4 hr after infusion. A mild prolongation of the activated partial thromboplastin time developed immediately after infusion. Gross hemoglobinuria appeared as expected during the SFH infusions and completely disappeared by 6 to 10 hr after infusion. All the cardiovascular, renal, and clotting changes were present for only a few hours after the SFH infusion, during the hemoglobinemia (free Hb in plasma). At 24 hr and 7 days after infusion all measurements were normal, and 6 mo follow-up showed no abnormalities or hepatitis.

Research on emotional labor-the process through which employees enact emotion regulation (i.e., surface and deep acting) to alter their emotional displays-has predominately focused on service-based exchanges between employees and customers where emotions are commoditized for wage. Yet, recent research has begun to focus on the outcomes of employees engaging in emotion regulation, and surface acting in particular, with coworkers. Given that coworker interactions are qualitatively distinct from those with customers, we build on the emotional labor and emotion regulation literatures to understand why such acts of emotion regulation occur in coworker-based exchanges, and whether there are well-being and social capital costs and/or benefits for doing so. Across 3 complementary studies spanning over 2,500 full-time employees, we adopt a person-centered approach and demonstrate that four distinct profiles of emotion regulation emerge in coworker exchanges: deep actors, nonactors, low actors, and regulators. Further, our results suggest that certain employees are driven to regulate their emotions with coworkers for prosocial reasons (deep actors), whereas others are more driven by impression management motives (regulators). Our results also suggest that while nonactors and deep actors similarly incur well-being benefits (i.e., lower emotional exhaustion and felt inauthenticity), deep actors alone experience social capital gains in the form of higher receipt of help from coworkers, as well as increased goal progress and trust in their coworkers. Combined, our research delineates the motives that drive emotion regulation with coworkers and identifies when such regulatory efforts yield social capital gains for employees.

Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multistudy investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers' Facebook sites (n ϭ 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, and religion), as well as other personal information that is not work-related (e.g., sexual orientation, marital status). In Study 2 (n ϭ 140), we examined whether job seekers' SM information is related to recruiter evaluations. Results revealed that various types of SM information correlated with recruiter judgments of hireability, including demographic variables (e.g., gender, marital status), variables organizations routinely assess (e.g., education, training, and skills), and variables that may be a concern to organizations (e.g., profanity, sexual behavior). In Study 3 (n ϭ 81), we examined whether structuring SM assessments (e.g., via rater training) affects criterion-related validity. Results showed that structuring SM assessments did not appear to improve the prediction of future job performance or withdrawal intentions. Overall, the present findings suggest that organizations should be cautious about assessing SM information during the staffing process.

The lack of adequate performance criteria necessitated the use of a combined content-and constmct-referrenced strategy to identify valid selectors for filling steelworking positions on the basis of physical ability. First, work samples (WSs) of entry-level positions were formed for each of three sites. Potential selectors were then chosen, and 168 men and 81 women at the three sites (comprising mostly Steelworkers in the first 6 months of employment) performed both the selection and WS tasks. A measure of static strength, the arm dynamometer, was found to have especially strong correlations with WS performance; the average correlation with the three composite measures of performance was .84. Multiple regression analyses revealed no advantage in using more than the arm dynamometer for selection, and bias analyses showed that the measure would have, at most, a slight adverse impact against males. Using conservative estimates, it was determined that using the arm dynamometer as a selector could potentially save the company over $9 million a year.

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