Fatalism has been identified as a crucial barrier to participation in cancer screening among African Americans. The essence of fatalism is woven throughout the lived experience for some African Americans. Therefore, to fully understand its impact, fatalism must be viewed within its broadest historical and sociocultural context. This article explores the philosophical origins and the practical significance of fatalism with regard to cancer screening among this population. Health care professionals must position themselves to promptly identify fatalistic persons. Interventions to successfully negate the influence of fatalism are needed.
The use of churches as recruitment sites of African Americans into health promotion activities is a popular theme in the 1990s literature. This research measured the impact of previous exposure to cancer on participation in an educational program and a free prostate cancer screening. Cues to action from the Health Belief Model provided the conceptual framework. Over 500 men attended a prostate cancer educational program at their church. Men who participated in the educational program and completed the questionnaire were given a voucher that they could take to their doctor of choice for a free prostate cancer examination. Having a member of the congregation who was previously diagnosed with cancer was a significant cue to attendance at the educational program (P = 0.03). Recommendations for future cancer screening in churches are given.
PurposeThe purpose of this paper is to investigate the vital issue of managerial recruitment for private industry. Personality and demographic variables and their interactions are to be examined to determine the extent they uniquely influence the attraction of business professionals to managerial jobs in simulated position advertisements.Design/methodology/approachThe study consisted of 330 experienced business professionals who role‐played as applicants for managerial positions by rating jobs described in simulated position advertisements.FindingsAfter statistically controlling for the demographic variables, the hierarchical regression analyses suggested that personality (inclusion, control, openness) as determined by the FIRO Element B explained statistically significant job rating variance in each of the three regression models. Thus, job applicant personality influenced the attraction of the participants to simulated managerial jobs.Originality/valueThese findings suggest the practical significance of human resource professionals producing recruitment media to attract managerial applicants with the appropriate personality to best assure a good person‐job fit. This notion is discussed as a possible lost cost method for managerial recruitment improvement and as a solid first step in developing a cadre of managers for organizations.
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