Digital disruption? Maternal mobile device use is related to infant social‐emotional functioning

Mobile device use has become increasingly prevalent, yet its impact on infant development remains largely unknown. When parents use mobile devices in front of infants, the parent is physically present but most likely distracted and unresponsive. Research using the classic Still Face Paradigm (SFP) suggests that parental withdrawal and unresponsiveness may have negative consequences for children's social‐emotional development. In the present study, 50 infants aged 7.20 to 23.60 months (M = 15.40, SD = 4.74) and their mothers completed a modified SFP. The SFP consisted of three phases: free play (FP; parent and infant play and interact), still face (SF; parent withdraws attention and becomes unresponsive), and reunion (RU; parent resumes normal interaction). The modified SFP incorporated mobile device use in the SF phase. Parents reported on their typical mobile device use and infant temperament. Consistent with the standard SFP, infants showed more negative affect and less positive affect during SF versus FP. Infants also showed more toy engagement and more engagement with mother during FP versus SF and RU. Infants showed the most social bids during SF and more room exploration in SF than RU. More frequent reported mobile device use was associated with less room exploration and positive affect during SF, and less recovery (i.e., engagement with mother, room exploration positive affect) during RU, even when controlling for individual differences in temperament. Findings suggest that the SFP represents a promising theoretical framework for understanding the impact of parent's mobile device use on infant social‐emotional functioning and parent–infant interactions.     

The analyst's countertransference to the psychoanalytic process1

There is countertransference, not just to individual patients, but to the process of psychoanalysis itself. The analytic process is a contentious topic. Disagreements about its nature can arise from taking it as a unitary concept that should have a single defi nition whereas, in fact, there are several strands to its meaning. The need for the analyst's free associative listening, as a counterpart to the patient's free associations, implies resistance to the analytic process in the analyst as well as the patient. The author gives examples of the self‐analysis that this necessitates. The most important happenings in both the analyst's and the patient's internal worlds lie at the boundary between conscious and unconscious, and the nature of an analyst's interventions depends on how fully what happens at that boundary is articulated in the analyst's consciousness. The therapeutic quality of an analyst's engagement with a patient depends on the freeing and enlivening quality, for the analyst, of the analyst's engagement with his or her countertransference to the analytic process.     

Deindividualization,Interpersonal Affect and Productivity in Laboratory Task Groups1

In pursuit of efficiency, formal organizations often create deindividualized, uniqueness-depriving environments. The laboratory experiment reported here tests the effects of another's failure to acknowledge one's individuality on interpersonal affect and willingness to help that person. Undergraduate business students were shown a set of bogus ratings representing their task group leader's perceptions of them on 30 personality traits and 10 occupational interests. The ratings indicated that the group leader believed the subject was extremely similar (non-unique) or somewhat similar (unique) to the typical college student. In a highly individualistic culture another's failure to recognize one's uniqueness should be experienced as unwarranted harm and evoke responses mediated by the negative norm of reciprocity. As expected, subjects receiving non-unique feedback volunteered fewer hours to help the group leader perform his or her duties and were less productive when the group leader was believed to benefit from their effort. In spite of these behavioral effects, attitudes toward the leader were not influenced by the uniqueness feedback. After recognizing limits to generalizability, implications for behavior in deindividualized organizations are discussed.     

EQUIVOCAL MESSAGES IN ORGANIZATIONS

This study examined the impact of ambiguous messages and organizational level on the processing of equivocality. Using Weick's (1979) model as a theoretical frame, investigators measured the number of rules, the number of people, and the frequencies of message categories generated in two zero-history organizations. Subjects used more rules and more people to process Hi ambiguous messages than they did to process Lo ambiguous messages. Analysis of group interaction revealed that most groups spent their talk time reducing equivocality. Workers and foremen reduced ambiguity by adding interpretations while managers proposed specific action steps. This study suggested that misunderstandings in organizations might evolve from divergent approaches to the management of equivocality. Since some degree of equivocality is present, in all organizational inputs (Weick, 1979), the way individuals interpret and process this ambiguity is a key to understanding how organizations make sense of their activities.     

Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

The Genius Dilemma: Fortune 1000 CEO Personality and Firm Innovation

Innovation is important to organizations’ long‐lasting success, yet many organizations fail to successfully promote innovation. One factor likely to bear an important influence on whether an organization successfully innovates, but that has received relatively little research attention, is the personality of the CEO. The present research examines the link between the personality of the CEO and product and service innovation in the firm using a unique sample of Fortune 1000 CEO's. Results show that conscientiousness in the CEO negatively predicts the level of innovation in the firm. Moreover, this relationship is evident among CEO's who have filled the CEO role for at least 3 years, but not among CEO's who have filled the CEO role for less than 3 years.     

Using the Actor-Partner Interdependence Model to assess maternal and infant contributions to mother-infant affective exchanges during the Still-Face Paradigm

This study describes maternal and infant contributions to dyadic affective exchanges during the Still-Face Paradigm (SFP) in an understudied mostly low-income sample. One hundred eleven mothers and their 7-month-old infants were videotaped during the SFP to analyze how a social stressor affects mother-infant positive and negative affective exchanges during interaction. The SFP includes 3 episodes: baseline, maternal still-face, and reunion. Maternal and infant positive and negative affect were scored by masked reliable coders. Data were analyzed using the Actor-Partner Interdependence Model to test the hypotheses that each partner’s affectivity during the baseline episode would predict their own affectivity during the reunion episode (actor effects). We also expected that each partner’s affectivity during the baseline episode would influence the other partner’s affectivity during the reunion episodes (partner effects). After controlling for infant sex and maternal education, results provided evidence for actor effects for maternal and infant positive affect, and for partner effects for maternal baseline positive affect to infant positive affect during the reunion. One significant partner effect was observed for negative affect: Infant negativity during baseline predicted greater maternal negativity during reunion. Findings confirm that both mothers and infants contribute to dyadic affective processes during the SFP but specific findings vary depending on the affective valence in question. Clinical implications and future research are discussed.     

Effects of a rival's perceived motives on constructive competition within organizations: A competitive dynamics perspective

Previous work on constructive competition has focused on competitors' motives and strategies; however, competition is an interactive process that is affected by both the competitor and the rival. Based on the competitive dynamics perspective and attribution theory, this study examines the impact of a perceived rival's motives on the constructiveness of competition. The results of a survey of 521 employees from 25 companies in the banking and insurance industry in Taiwan revealed that the perceptions of rivals' motives significantly affected the constructiveness of competition. By introducing the perspective of rival analysis to individual‐level competition, the present study provides a more comprehensive understanding of constructive competition within organizations.     

“Decoding MH”—A de-stigmatization campaign in the Hong Kong Police Force

Police officers are under high level of stress given the intense and emergent work nature. If left untreated, their mental wellbeing would be at risk and work performance compromised. However, mental health stigma is common among police officers and is perpetuated by factors like police cultures emphasizing toughness and self-reliance. In view of this, since 2016, the Hong Kong Police Force had launched a holistic campaign for Force members which was the first among law enforcement organizations in Hong Kong, aiming to reduce stigma, by enhancing mental health knowledge and decreasing negative attitudes and behaviors towards mental health issues. The programme incorporated standardised trainings of the Mental Health First Aid course with examples modified to the local police context, and psychoeducation via the use of digital medium and sharing by public figures. Positive feedback was received. It was foreseen that the campaign effects would increase Force members' awareness of their mental health, encourage help-seeking and facilitate officers' decision making when encountering crises in the community.     

Leadership style,salesperson's work effort and job performance: the influence of power distance

As multinational organizations increase operations in emerging economies, firms need to understand how cultural values prevailing in a host country can influence leadership practices developed and practiced in Western economies. This study explores the relationships among leadership styles and salespeople's attitudes and behaviours with data from salespeople in India with power distance measured at the individual level. Results suggest that for employees' instrumental leadership is more effective in promoting employee effort and increasing job performance. In addition, the relationship between satisfaction with supervisor and turnover intentions is weaker or insignificant, while the relationship between satisfaction with supervisor and effort is stronger for employees in higher power distance organizations. The study highlights cultural sensitivities that need to be considered in formulating an effective leadership style in emerging market contexts.     

The Interplay Between Social Cynicism Beliefs and Person–Organization Fit on Work‐Related Attitudes Among Chinese Employees

In recent decades, person–organization (P–O) fit has been established as an important predictor of work‐related attitudes (e.g., Hoffman & Woehr, 2006 ; Kristof‐Brown, Zimmerman, & Johnson, 2005 ). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007 ). We argue that people's worldview may also moderate this process, adding predictive power above and beyond the established moderation effects of personality and other aspects of fit in the organization. To examine this possibility, we conducted a survey among Chinese employees from various organizations to examine the interaction between their social beliefs and P–O fit on their level of job satisfaction.     

Research Note: An Exploratory Analysis of Salesperson Perceptions of the Criteria Used in Performance Appraisals,Job Satisfaction,and Organizational Commitment

In some sales organizations the performance appraisal is treated as a bureaucratic exercise required by some “higher-up” executive. As such, sales managers may essentially conduct appraisals in an arbitrary and perfunctory manner. This behavior could be the result of the manager's perception that conducting performance appraisals requires considerable amounts of time and effort, which provides few rewards, but adds considerably to the manager's level of conflict and stress. The purpose of this research is to examine the relationships existing between one aspect of performance appraisals, salesperson perceptions of the appropriateness of the criteria used, and two other variables, organizational commitment and job satisfaction. A survey of retail salespeople provided the data required to evaluate the relationship between satisfaction, commitment, and the perceived appropriateness of the criteria used. The findings indicate that salesperson satisfaction levels are significantly correlated with the level of the perceived inappropriateness of the evaluation criteria used. However, the findings also indicate that the perceptions of the inappropriateness of the evaluation criteria are not significantly related to the salesperson's level of organizational commitment. Based on these findings, recommendations are made regarding the salesperson's role in the development of the performance appraisal process.     

A Comparison of the Validity of Handwriting Analysis With That of the Cattell 16PF

Few British organizations utilize handwriting analysis for personality assessment, but in some European countries handwriting analysis is extremely popular. Research has examined the reliability and validity of both methods of assessment, but few studies have directly compared the two. In this study, the personality of 120 subjects was assessed by the Cattell 16PF and by handwriting analysis. Each subject was presented with five handwriting analysis textual reports and five personality textual reports (one of each being their own) and asked to rank order each set in terms of perceived accuracy. The same ranking process was undertaken by each respondent's social partner. The results demonstrated that handwriting reports were ranked at a chance level by Self and by Other and that personality reports were ranked at a well above chance level by Self and by Other. Self-rankings were more accurate than Other-rankings.     

Community Psychology in Ghana: Challenges,Successes and Prospects

Community psychology gained formal recognition in Ghana when a few students were admitted to Wilfrid Laurier University, in Canada, to pursue master's degree in the early 1990s. In Ghana, community psychology is enacted through the operations of non-governmental organizations (NGOs) and professionals. The university classroom is also being used as the main context for introducing people to the field of community psychology. In comparison with the work of community psychologists in countries such as the United States of America and Canada, the field is still underdeveloped in Ghana. “Small wins” which refers to the process of achieving an intervention objective through gradual and incremental successes, are considered as examples of “best practice” in Ghana, where religion and superstition are at the heart of almost every activity. Despite the current challenges, community psychology has a promising future in Ghana.     

Creatively Intelligent: Post-Industrial Organizations and Intellectually Impaired Bureaucracies

Today's successful organizations function much like creatively intelligent, individual brain-mind systems. Unfortunately, many of the bureaucratic organizations we inherited from the industrial era function like individual minds of lesser intelligence. A metaphorical comparison of our organizations with the human brain-mind system illuminates organizational configurations and behaviors that promote success in today's turbulent economic and sociopolitical conditions. Both the creatively intelligent post-industrial organization and the highly developed human brain-mind are integrated clusters of dynamically evolving subsystems. Their functional dynamism enables them to perceive patterns in chaos, and to create effective long-term plans derived from those patterns. Imagine the organization in which you work as a giant brain. The human brain-mind system consists of a number of subsystems that work together to produce our thoughts, feelings, and actions. In a similar way, most of our institutions and businesses consist of departments that work together to create and distribute products or services. A wide variety of thought processes and behaviors are common to both the human brain-mind and the typical organization. Some of these include planning, analysis, abstract thought, emotional responses, ritualistic behaviors, and creative idea generation. A creatively intelligent person produces and integrates a blend of these thought processes and actions that is best suited to success in his or her environment. In a similar manner, today's successful organizations generate optimal blends of thought processes and actions that enable them to flourish in the midst of uncertain conditions. We can identify opportunities for greater organizational creativity and efficiency by using a brain metaphor to analyze the nature of today's most effective organizations. This paper compares the human brain-mind system to the organizations that are surviving and thriving in today's turbulent socioeconomic climate. There are some remarkable parallels. In many ways, today's most effective organizations closely mirror the functioning of the optimally developed human brain-mind. Similarly, our least effective organizations operate much like individual minds of lesser creative intelligence. The brain metaphor suggests that, in today's post-industrial organizational climate, some institutions and businesses are suffering from brain damage while others are on their way to becoming creatively intelligent geniuses.     

Influence du leadership habilitant sur le bien-être au travail et l’engagement organisationnel : étude comparative entre une organisation « habilitante » et une organisation « classique »

This article presents a comparative study between two types of organizations in order to examine the influence of the empowering leadership style on employee's well-being and affective commitment. Based on a questionnaire filled-in by 428 employees, the results highlight the positive effect of empowering leadership on the collaborator's affective commitment, through a partial mediation of the well-being. Contrary to our expectations, this effect is not stronger within the “empowering” organization compared to the “classic” one. The identification of the specific effects of each four dimensions of empowering leadership brings some new theoretical insights and invites organizations to promote managerial practices relying on meaning at work and trust.     

Remedial self-fulfilling prophecy: two field experiments to prevent Golem effects among disadvantaged women

The Pygmalion effect is a self-fulfilling prophecy (SFP) in which raising leader expectations boosts subordinate performance. Although attempts to produce Pygmalion effects have been successful repeatedly among men, attempts to produce Pygmalion effects with female leaders have yielded null results. Also, only 1 experiment has demonstrated the Golem effect (i.e., negative SFP in which low leader expectations impair subordinate performance). In 2 field experiments testing the SFP hypothesis among women leading disadvantaged women, experimental leaders were led to believe that their trainees had higher than usual potential. In reality, the trainees had been assigned randomly. Manipulation checks confirmed that the treatment raised leader expectations toward experimental trainees. Analysis of variance of performance detected the predicted SFP effects in both experiments. These were the first-ever experimental confirmations of SFP among women as leaders.     

ACCURACY OF COMMUNICATION FROM AN EXTERNAL PUBLIC TO EMPLOYEES IN A FORMAL ORGANIZATION

As publics of organizations become larger, better organized and more powerful, communication from these publics into organizations becomes essential if the organization is to adapt to this portion of its environment. This article uses Grunig's multisystems theory of organizational communication and McLeod and Chaffee's coorientation paradigm to conceptualize which employees of an organization will achieve the highest level of accuracy with an external public and then uses data from a study of a large business firm to test the conceptualization. Results show that accuracy occurs only when special combinations of conditions are present. The article concludes that organizations cannot leave external communication to the initiative of individual employees but must form a unit to do “systemic” research on the organization's relationship with its environment.     

Revealing the Difference: Between Conflict Mediation and Law Enforcement—Living and Working Together as a Conceptual and Methodological Turning Point to Activate Transformation in a Juvenile Criminal Mediation Service

This article aims at proposing the construct of living and working together in organizations as an interpretation and tool proposed in a Juvenile Criminal Mediation Service, in order to highlight how important it was as a turning point in activating the working group's reflexive function as far as their sense of belonging, otherness, culture of diversity, and work subject matter are concerned and start an important transformation process in the very service delivery. Our proposal finds its roots in a follow-up experience regarding the aforementioned service, which has been taking place for almost three years. It was structured in three different phases: a research phase evaluating process and results of the activity that was carried out; a phase of monitoring the mediation practice; a research-action phase in a clinical perspective on the working group's operating mode. The leverage of living and working together in organizations is specifically proposed as far as this last working phase is concerned, lasting approximately ten months.     

The Still-Face Paradigm and bidirectionality: Associations with maternal sensitivity,self-esteem and infant emotional reactivity

The Still-Face Paradigm (SFP) is a structured stressful event within which researchers have investigated the influence of maternal psychological and behavioral characteristics on infant behavior. The present investigation contributes to this body of work by examining the joint contributions of maternal and child behavioral and affective characteristics on subsequent behaviors and affectations following the SFP. A sample of non-clinically depressed mothers and their infants (n = 31) engaged in a modified Still-Face Paradigm (SFP), followed by a period of toy play. These interactions were videotaped and behaviorally coded along the following dimensions: maternal sensitivity prior to the SFP and during toy play, infant negative emotional reactivity during the still-face, and infant resistance during the reunion phase. Additionally, mothers reported global self-esteem and this was examined as a predictor of infant behavior. Results revealed significant bidirectional influences such that maternal self-esteem predicted infant emotional reactivity, maternal sensitivity pre-SFP predicted infant resistance during the reunion phase, and infant resistance predicted subsequent levels of maternal sensitivity. Indirect effects were also examined, and provided additional support for bidirectionality in mother–infant interactions. Implications for clinical practice are discussed in light of these findings.