Psychiatry under tyranny: A report on the political abuse of Romanian psychiatry during the ceausescu years

Romanians suffered incredible deprivations of every sort during the decades of Communist dictatorship. Most of the country’s 1,000 psychiatrists, and most of their patients, were victimized by the political system. A few psychiatrists actively engaged in practices amounting to torture. Many, however, became willing or unwilling participants in the political abuse of their profession. Such political abuses were fostered by abusive legislation and abusive law enforcement by the secret police. Abuses included: mass detentions in psychiatric hospitals of dissidents and political undesirables; abusive interpretation of the laws in detaining persons not suffering from mental illness; false, politically motivated diagnoses and treatment; and detention in secret facilities. While there are honest efforts to come to grips with the past, to compensate victims of psychiatric abuse, and to institute proceedings against abusers, there is also much resistance to reform. Reform-minded Romanian psychiatrists deserve the support of their western colleagues in the effort to restore Romanian psychiatry. In particular, professional colleagues all over the world are asked to comment on the draft law currently pending before the Romanian parliament, which is intended to restore the rule of law to the practice of psychiatry in Romania. Report of a consultative mission to Bucharest, on behalf of the Geneva Initiave on Psychiatry, 7 June to 12 June 1992, by Nanci Adler, Historian-Sovietologist, Geneva Initiative on Psychiatry, Amsterdam, The Netherlands; G.O.W. Mueller, Distinguished Professor of Criminal Justice, Rutgers — The State University of New Jersey, U.S.A.; Mohammed Ayat, Professor of Criminology and Penal Law, Université de Fes, Faculté des Sciences Juridiques, Economiques et Sociales, FEs, Morocco. The Geneva Initiative on Psychiatry is a nongovernmental, nonprofit organization, dedicated to the introduction and preservation of ethical practices in the psychiatric profession, in accordance with medical ethics, the Universal Declaration of Human Rights, and U.N. standards and guidelines. Headquartered in Amsterdam, the organization is currently providing technical and financial assistance to the newly established free, independent, democratic psychiatric associations in Russia, Ukraine, Romania, and other countries. The General Secretary of the organization is Robert van Voren; the board is composed of professionals from some twenty countries. This article was based on meetings at governmental and parliamentary offices, nongovernmental organizations, and embassies as well psychiatric institutions with, among others, the following persons: Dr. Lucian Alexandrescu, V-P Radu Ciuceanu, Mr. Comsa, Proc. Gen’l. Ulpiu Cereceanu, Mr. Nistor Cristea, Mr. Dinu Ianculescu, Prof. Dr. George Ionescu, Miss Cristina Luzoscu, Dr. Zaharia Nicolae, Mr. Iancu Petrescu, Dr. Dan Prelipcianu, Min. Mircea Ionescu-Quintus, Dr. Aurel Romila, Av. Nicolae Stefanescu-Draganesti, Dir. Dr. Tomescu, Dr. Alexandru Trifan, Dr. Valeriu Tuculescu, and numerous victims, diplomats, and Romanian citizens.     

Coping with Abusive Supervision: the Neutralizing Effects of Perceived Organizational Support and Political Skill on Employees’ Burnout

While research into the antecedents of burnout has steadily grown, the relationship between abusive supervision and burnout remains largely unknown. In addition, we know little about the contingencies under which abusive supervision may be related to employees’ burnout. This study aims to examine the contingency side of the abusive supervision-burnout relationship by addressing the exploratory question of whether perceived organizational support and individual differences in political skill play moderating roles in the abusive supervision-burnout relationship. The present article developed a model and tested it with data from a sample of 248 supervisor–subordinate dyads. We hypothesized and found that (1) Abusive supervision was positively associated with burnout; (2) the positive relationship between abusive supervision and burnout was moderated by the employees’ perceived organizational support in such a way that the relationship was weaker for employees who perceive higher rather than lower organizational support; (3) the positive relationship between abusive supervision and burnout was moderated by the employees’ political skill in such a way that the relationship was weaker for people with high, rather than lower level of political skill.     

Psychological and neurological predictors of abusive supervision

Although the negative effects of abusive supervision are well documented, less is known about the individual differences that drive supervisors to be abusive. We use a self‐control perspective to understand the unique roles of both psychological and neurological characteristics of supervisors in the prediction of abusive behavior. Specifically, we find a positive relationship between narcissism and abusive supervision, whereas political skill and intrinsic neurological connectivity in executive control regions of the brain negatively relate to abusive supervision. Our results further show that the relationship between narcissism and abusive supervision diminishes for those who are strong in terms of political skill. In addition, neurological executive control moderates the relationship between political skill and abusive behavior. When connectivity in executive control regions of the brain is lower, political skill becomes a more important factor in reducing the display of abusive behavior. Overall, we demonstrate how combinations of characteristics (both psychological and neurological) can provide a more in‐depth understanding of the emergence of abusive supervision.     

"Enhanced" interrogation of detainees: do psychologists and psychiatrists participate?

After revelations of participation by psychiatrists and psychologists in interrogation of prisoners at Guantánamo Bay and Central Intelligence Agency secret detention centers, the American Psychiatric Association and the American Psychological Association adopted Position Statements absolutely prohibiting their members from participating in torture under any and all circumstances, and, to a limited degree, forbidding involvement in interrogations. Some interrogations utilize very aggressive techniques determined to be torture by many nations and organizations throughout the world. This paper explains why psychiatrists and psychologists involved in coercive interrogations violate the Geneva Conventions and the laws of the United States. Whether done with ignorance of professional ethical obligations or not, these psychiatrists and psychologists have crossed an ethical barrier that may best be averted from re-occurring by teaching medical students and residents in all medical specialties about the ethics principles stemming from the 1946–1947 Nuremberg trials and the Geneva Conventions, together with the Ethics Codes of the World Medical Association and the American Medical Association; and, with regard to psychiatric residents and psychological trainees, by the teaching about The Principles of Medical Ethics With Annotations Especially Applicable to Psychiatry and the Ethical Principles of Psychologists and Code of Conduct, respectively. In this way, all physicians and psychologists will clearly understand that they have an absolute moral obligation to "First, do no harm" to the human beings they professionally encounter.     

The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters

ABSTRACT

Over three studies (i.e., two 2 × 2 experiments and a multi-source field study), we examine the relationship between abusive supervision, leader characteristics, and organizational inclusion on employee outcomes. Drawing on the group value theory of organizational justice and multiple needs theory of organizational justice, we argue that abusive supervision is counterproductive to making employees feel welcome. Specifically, we demonstrate that abusive supervision demoralizes employees’ feelings of organizational inclusion. Additionally, we draw upon research that suggests that the display of hostility inherent in abusive supervision can be perceived differently when it comes from a strategic versus impulsive source. We build upon this reasoning to examine and explain how leader characteristics might alter the effect of abusive supervision on organizational inclusion. More specifically, we suggest that leader political skill (i.e., strategic source) and leader neuroticism (i.e., impulsive source) act as moderators of the relationship between abusive supervision and organizational inclusion. We integrate organizational justice and inclusion theories to demonstrate that abusive supervision can be interpreted as an unwelcoming experience that ultimately has the ability to turn employees into poor organizational citizens (i.e., decrease engagement of OCBs) and future quitters (i.e., increase of turnover intentions). Theoretical and practical implications are discussed.     

Personality moderators of the relationship between abusive supervision and subordinates' resistance

Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive supervision. The relationship between abusive supervision and subordinates' dysfunctional resistance was stronger among subordinates who were lower in conscientiousness than among subordinates who were higher in conscientiousness, but this effect emerged only for subordinates who were also lower in agreeableness. The relationship between abusive supervision and subordinates' constructive resistance was stronger among subordinates who were higher in conscientiousness than among subordinates who were lower in conscientiousness. The study's implications for theory and research are discussed.     

管理者大五人格与心理契约违背对辱虐管理的影响:基于特质激发理论的实证分析

基于特质激发理论探讨管理者人格特质和心理契约违背对实施辱虐管理的影响,并进一步分析了管理者人格特质与心理契约违背之间的交互作用对辱虐管理的影响。以213份两轮时点的配对问卷为样本,通过多元线性回归方法进行实证检验,结果表明:(1)管理者的亲和力对辱虐管理有显著的负向作用,而神经质则对辱虐管理有显著的正向作用;(2)管理者心理契约违背对辱虐管理有显著的正向影响;(3)心理契约违背不但调节了管理者亲和力与辱虐管理之间的负向联系,还调节了神经质与辱虐管理之间的正向联系。     

Characteristics of secrets and the frequency,reasons and effects of secrets keeping and disclosure

This longitudinal study examines secrets keeping and disclosure. College students filled in two questionnaires, with a 4 months time span in between. Their psychological and physical wellbeing was investigated, together with self‐esteem, the topic and some characteristics of their most important secret (if they had a secret), reasons for having the secret, to whom they confide the secret, how they felt about confiding, and whether they thought that their behaviour would reveal that they kept a secret when they talked with someone who is not aware of their secret. The findings showed that total secrecy was rare, and that most secret‐holders had informed at least one other person about their secret. Moreover, the findings challenge the view that secrets keeping has negative effects on secret‐holders. Results revealed some negative effects, but only when the secret was serious. No positive effects were found for secrets disclosure. Secret‐holders confided information to those with whom they felt emotionally close; were more reluctant to confide when they kept the secret to avoid disapproval, and more likely to confide when they believed that others would find out about their secrets by paying attention to their (secret‐holders) behaviour. Copyright © 2002 John Wiley & Sons, Ltd.     

Who Abuses Their Coworkers? An Examination of Personality and Situational Variables

ABSTRACT

This study examines predictors of abusive employee behavior toward coworkers. We examined two personality variables, negative affectivity and political skill, and two situational relationship variables—team member exchange and coworker relationship conflict. We tested our hypotheses with data obtained from a sample of 232 working employees. We found that political skill and team member exchange were negatively related to coworker abuse, whereas negative affectivity and relationship conflict were positively related. Additionally, we found statistical support for the negative affectivity-relationship conflict, political skill-team member exchange, and political skill-relationship conflict interactions. Practical implications and directions for future research are provided.     

The Secrecy Heuristic: Inferring Quality from Secrecy in Foreign Policy Contexts

Three experiments demonstrate that in the context of U.S. foreign policy decision making, people infer informational quality from secrecy. In Experiment 1, people weighed secret information more heavily than public information when making recommendations about foreign political candidates. In Experiment 2, people judged information presented in documents ostensibly produced by the Department of State and the National Security Council as being of relatively higher quality when those documents were secret rather than public. Finally, in Experiment 3, people judged a National Security Council document as being of higher quality when presented as a secret document rather than a public document and evaluated others' decisions more favorably when those decisions were based on secret information. Discussion centers on the mediators, moderators, and broader implications of this secrecy heuristic in foreign policy contexts.     

“Dictating the Suitable Way of Life”: Mental Hygiene for Children and Workers in Socialist Mexico, 1934–1940

After the Mexican Revolution (1910–1920), an ambitious project of national reconstruction began in which education and health were two priorities in the consolidation of a new nation. In this context of social, cultural, and political transformation, mental hygiene was a field that made it possible to articulate the professional practice of psychiatrists with the project of the nation promoted by postrevolutionary governments. In Mexico, the mental hygiene movement was headed by the same doctors who professionalized the practice of psychiatry and made it a specialized field of knowledge. The first generation of psychiatrists managed to integrate mental hygiene into health and education policies during the socialist administration of president Lázaro Cárdenas; a phenomenon that made evident the articulation between mental hygiene, social medicine, and nationalist discourse. Discussion will focus on proposals made from the perspective of mental hygiene as a function of two social sectors regarded as priorities by the Cárdenas government: children and workers.     

权重望寡：如何化解低地位领导的补偿性辱虐管理行为?

权力与地位来源不同且体验有别, 二者分离是常态。如果领导者手握权柄却缺乏相应的地位威望, 将限制其控制力, 产生潜在不良后果。基于低地位补偿理论, 构建一个两阶段调节的中介模型, 设计两项研究, 旨在探索领导者“权重望寡” (即权力高, 地位低)所诱发的负面领导行为及其干预机制。研究1揭示: 相对于权力与地位匹配, 领导者权重望寡诱发辱虐管理。研究2探索其成因, 显示: (1)自我损耗中介权重望寡与辱虐管理的关系; (2)领导者正念以及更高层领导信任联合调节自我损耗的中介效应。研究表明, 低地位领导在维护地位过程中产生的自我损耗是引发辱虐管理的主因, 同时辱虐管理强度因人而异, 适可而止, 自身正念和高层信任有助于限制其作为不良补偿手段的蔓延。研究拓展了低地位补偿理论的应用领域, 也为化解权力与地位分离带来的组织冲突提供管理启示。     

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.     

Informed Consent at Gunpoint: When Psychiatry Affects Gun Ownership

As states take more steps to connect patients’ gun ownership to their mental health, psychiatrists are being asked to provide mental health information after clinical interviews as well as after confiscation. This move into the patient–physician relationship raises new questions about how psychiatrists should obtain informed consent when interviews may result in reports to legal authorities. Consent warnings are already practiced more in the breach than in the observance and informed consent is imperfect at its best. In communities torn by controversies surrounding gun control, vehement political views will further influence these established themes to result in unprecedented pressures on patient confidentiality. This analysis draws on new movements in ethical theory and behavioral medicine that go beyond balancing principles to question the use of psychiatry in firearm reporting, and support a vigorous practice of informed consent to protect both individuals and the communities they live in. Copyright © 2015 John Wiley & Sons, Ltd.     

Predictors of Parenting Stress for Abusive and Nonabusive Mothers

We examined a model of parenting stress for abusive mothers (n = 80) and nonabusive mothers (n = 86) using linear regression analyses. Predictors in the model included (a) the degree to which mothers were bothered by child misbehavior, (b) mothers’ general psychological functioning, and (c) observed child behavior during parent–child interactions. Whether abuse status moderated the relations between each predictor and parenting stress was also explored. Results indicated that mothers’ psychological functioning significantly predicted parenting stress; however, neither mothers’ intolerance for their children’s misbehavior nor observed child behavior were significant predictors of parenting stress in the regression model. A test of moderation revealed a significant interaction between parental intolerance and abuse status such that intolerance predicted parenting stress level only for abusive mothers. A comparison of correlations indicated that abusive mothers’ level of parenting stress was more closely related to their intolerance for child conduct problems than to the child’s behavior during play with their mothers. Findings are discussed in terms of implications for interventions to reduce parenting stress experienced by nonabusive and abusive mothers.     

Who abuses their coworkers? An examination of personality and situational variables

This study examines predictors of abusive employee behavior toward coworkers. We examined two personality variables, negative affectivity and political skill, and two situational relationship variables-team member exchange and coworker relationship conflict. We tested our hypotheses with data obtained from a sample of 232 working employees. We found that political skill and team member exchange were negatively related to coworker abuse, whereas negative affectivity and relationship conflict were positively related. Additionally, we found statistical support for the negative affectivity-relationship conflict, political skill-team member exchange, and political skill-relationship conflict interactions. Practical implications and directions for future research are provided.     

Impact of Death by Suicide of Patients on Thai Psychiatrists

The objective of this study was to identify the impact of a patient's suicide on psychiatrists in Thailand. A confidential coded postal questionnaire survey was sent to 320 eligible psychiatrists; with a response rate of 52.18%). The results showed that 94 (56.28%) of responding psychiatrists had a patient die by suicide, consistent with high rates found in similar large‐scale studies in the United States and United Kingdom. Less than half (41.5%) of patients had been diagnosed with schizophrenia, 33% had a depressive disorder, and the others had a wide array of diagnoses. More than 50% of psychiatrists reported personally experiencing sadness, depression, hopelessness, and guilt; 74.5% reported professional reactions, most frequently a review of their practice (93.4% reported being more aggressive in assessment of suicidality). Respondents were diverse in their postvention; 90% of Thai psychiatrists reported that working through with colleagues was most helpful. Family and friends helped. A majority (72.4%) of psychiatrists prayed or did “merit” for the dead patient; 86.8% found it helpful. This finding suggests that cultural sensitivity may be needed to understand the impact of suicide on psychiatrists but also to its response.     

Religiousness,collectivism, and helping behavior: The invigorating role of abusive supervision

IntroductionVoluntary helping behaviors are important for spurring organizational effectiveness.ObjectivesThis study investigates how employees’ religiousness and collectivism might enhance their propensity to help their peers on a voluntary basis, as well as how this relationship might be invigorated by the presence of abusive supervision.MethodsSurvey data were collected from employees and their supervisors in Pakistan-based organizations. The hypotheses were tested with hierarchical regression analysis.ResultsReligiousness relates positively to helping behavior, and this relationship is stronger when employees experience abusive supervision, possibly because their religiousness motivates them to protect their colleagues against the hardships created by such a resource-draining leadership style. Although collectivism does not have a direct significant relationship with helping behavior overall, abusive supervision invigorates this relationship.ConclusionFor organizations seeking to increase voluntary work behaviors, the results show that religiousness and collectivism are two personal resources that can enhance an organizational culture that promotes collegiality and mutual support, particularly when employees believe that their supervisors are hostile to followers and abuse their leadership positions.     

The ethics of secret diplomacy: a contextual approach

Under what conditions is secret diplomacy normatively appropriate? Drawing on pragmatic theories of political and ethical judgement, this paper argues that a three-dimensional contextual approach centred on actors' reasoning process offers an innovative and reliable analytical tool for bridging the ethical gap of secret diplomacy. Using the case of the US extraordinary rendition programme, the paper concludes that secret diplomacy is ethically unjustifiable when actors fail to invoke normatively relevant principles of justification, inappropriately apply them to the context of the case and when the actors' moral reasoning process suffers from deficient levels of critical reflection concerning the broader implications of secret engagements for diplomatic conduct.     

辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用

近年来, 辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上, 本研究构建了一个有调节的中介作用模型, 以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略, 以93名主管和369名员工为对象, 通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析, 结果表明：主管的辱虐管理行为会通过心理契约破坏的中介作用, 对员工创造力产生间接的消极影响; 但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件, 研究结果对企业员工创造力及创新行为的管理实践也有一定启示。