Humanitarian Intervention: Closing the Gap Between Theory and Practice

abstract   Apparently, there are some important tensions that must be confronted in grappling with the issue of the permissibility of humanitarian intervention. Notably, there is the tension between respecting sovereignty and responding to the plight of the needy, that is, there is tension between respecting governments' authority and desire for non-interference, and respecting the individuals who suffer under their leadership. I argue that these and other tensions should be resolved in favour of protecting the individuals who suffer in humanitarian crises, though the way to do this defensibly requires that we put in place many safeguards against abuse. My main theoretical argument emerges from a model of global justice that I develop.
I then examine recent reports on intervention and state sovereignty compiled by an inter-national commission in order to show that consensus is building about the permissibility of military intervention to protect fundamental human rights for vulnerable populations in certain cases. Some important public policy proposals are evolving in the direction of protecting individuals over states, but there are still some important gaps that remain between what is theoretically desirable and proposals about international law. I show where some of those gaps are and how we can close them.     

Closing the Vocational Counseling Realities Gap

A two-week summer institute sponsored by Plans for Progress, encompassing company visitations and scheduled campus speakers augmented by seminar discussions, provided significant improvement in counselors' perceptions of industry expectations and requirements. A perspective on the amount and accuracy of company knowledge held by vocational counselors was obtained by administering the questionnaire used in the Plans for Progress Institute to a group of undergraduate campus leaders and two expectedly biased “in” groups earning degrees in business administration. The counselors were found to be as knowledgeable as mature MBA students working full time in industry and significantly more informed than undergraduates majoring in business administration as well as undergraduate student leaders.     

Personal Resources Moderate the Relationship Between Work Stress and Psychological Strain of Submariners

Work stress and personal resources that protect against personal strain and psychological distress were surveyed in 78 Royal Australian Navy submariners. We hypothesized that work stress and distress would be greater for senior than junior ranks, for married than single personnel, and for submariners with few personal resources. We also hypothesized that distress, and the moderating effects of personal resources, would be greater at sea than ashore. Work stress and psychological distress were greater for senior than junior ranks, both at sea and ashore. As well, psychological distress was greater at sea than ashore, particularly for senior ranks, but was moderated by personal resources. These findings have important implications for improving work conditions and individual well-being for submariners.     

A psychometric analysis of the Personal Attributes Questionnaire

The psychometric properties of the Personal Attributes Questionnaire were examined in independent samples of male and female high school students, college students, and adults. In each of the six samples a two-factor structure (masculinity/instrumentality and femininity/expressivity) paralleling the empirically derived scales was found. Additional factor analyses of negative masculine and feminine traits were reported. Discriminant analyses revealed highly significant differentiation between the sexes. The reliabilities (Cronbach alpha) of the unit-weighted scales in each sample were also satisfactory.Support for this research was provided by NASA Grant NSG 2065 (Robert L. Helmreich, Principal Investigator) and NSF Grant BNS 78-08911 (Janet T. Spence and Robert L. Helmreich, Principal Investigators). The article was prepared while the second author was a Fellow at the Center for Advanced Study in the Behavioral Sciences, with support from the Spencer Foundation, NIMH Grant 5T32MH14581-03, and the University of Texas Research Institute.     

Perceptions of Fair Pay and the Gender Wage Gap

The present research examined the extent to which the wage gap between men and women is perceived as "fair". Based on research on distributive justice behavior, it was hypothesized that recommendations of fair pay would depend on the employee's gender and on occupational gender-linkage and that female respondents would recommend a lower fair pay than male respondents. Results indicated that perceptions of fair pay were influenced by the employee's gender, but only in the moderate-status occupations where lower pay was perceived as fair for female employees compared to gender-unspecified employees. Similar fair pay recommendations were made for occupations irrespective of their gender-linkage. As predicted, female respondents recommended a lower fair pay than male respondents. Implications of the findings for future research are discussed in terms of subtle, rather than blatant forms of gender wage discrimination that are attributable to the concentration of females in moderate-status occupations and to the weaker connection between work and pay among females than among males.     

Bridging the Gap: How Supervisors’ Perceptions of Guanxi HRM Practices Influence Subordinates’ Work Engagement

This study aims to provide new insights into the relationship between supervisors' perceptions of guanxi human resource management (HRM) practices and their subordinates' work engagement. We used a three time‐lagged sample from 45 work groups and 205 employees in a state‐owned organisation (Study 1) and cross‐sectional data from 101 work groups and 413 employees in 101 different organisations (Study 2) to test our hypotheses. The results revealed that supervisors' perceptions of guanxi HRM practices were positively related to subordinates' perceptions of guanxi HRM practices, which, in turn, negatively affected subordinates' work engagement. This indirect effect was stronger when group power distance was low or when individual power distance orientation was low.     

The Educational Conversation: Closing the Gap. An Essay Review

Studies in Philosophy and Education -     

A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources

Drawing from conservation of resources theory, this study examines the curvilinear relationship between employees’ work engagement and their job performance; the authors also hypothesize that employees’ feedback-seeking behavior is a pertinent boundary condition that mitigates this curvilinear relationship. Personal resources likely mediate the work engagement–job performance relationship too. Data gathered from 190 employees and their supervisors in Ukraine (study 1) and from 171 employees and their supervisors in Pakistan (study 2) reveal that although work engagement enhances job performance, the effect occurs at a declining rate as work engagement increases. Feedback-seeking behavior moderates this curvilinear relationship, so the decline in the rate at which work engagement enhances job performance is mitigated by higher levels of feedback-seeking behavior. Furthermore, after controlling for the role of feedback-seeking behavior, the curvilinear effect of work engagement on job performance is mediated by personal resources (i.e., self-efficacy, optimism, and resilience). These findings have significant implications for research and practice.

     

Chinese Short Form of the Personal Attributes Questionnaire: Construct and Concurrent Validity

This paper evaluated the construct and concurrent validity of a Chinese short form of the Personal Attributes Questionnaire, which measures instrumentality and expressivity as independent traits. In Study 1, 293 Hong Kong Chinese undergraduates completed the scale. Factor analysis revealed two independent factors, instrumentality and expressivity. In Study 2, 269 Hong Kong Chinese undergraduates completed the scale together with the dominance and nurturance scales of the Personality Research Form and Gudykunst’s Self-Construal Scale. Exploratory factor analysis replicated the bidimensional structure of the scale. Instrumentality correlated with independent self-construal and dominance, whereas expressivity correlated with interdependent self-construal and nurturance. Gender differences in item scores overall conformed to theoretical expectations. The findings indicate that the scale produces valid and reliable scores.     

Reciprocal Effects Between Locus of Control and Job Attributes

The purpose of this study was to examine the reciprocal relationships between locus of control and job attributes of a representative sample of 1383 employees in a large Australian city. It was predicted that employees with an internal locus of control would attain jobs higher on skill-utilization, influence and income than those attained by employees with an external locus of control. It was also predicted that jobs involving high skill-utlization, influence and income would induce greater internal control beliefs than those low on skill-utilization, influence and income. Locus of control was measured using Rotter's scale (Rotter, 1966). Reciprocal causation was assessed using two-stage least squares analysis. For the total sample, it was found that locus of control and job attributes were reciprocally determined. However, locus of control was not related to influence when skill-utilization and income were controlled. When the sample was split on the basis of gender and marital status, the predicted relationships between locus of control, skill-utilization and income were found for married men only. For married women, locus of control was neither a determinant of job attributes nor an outcome of job experience. These sub-group differences were interpreted in terms of differences in job tenure, work values and occupational opportunity.     

Measurement of agency, communion, and emotional vulnerability with the Personal Attributes Questionnaire

Factor analytic studies of the 24-item Personal Attributes Questionnaire (Spence & Helmreich, 1978) have reported inconsistent results, and a previous confirmatory factor analysis (CFA) indicated inadequate fit for factors corresponding to Masculinity, Femininity, and Masculinity-Femininity scales. In this research, we used CFA in a college sample (N = 382) to evaluate the 3-factor model, and we revised scales by eliminating 6 misspecified items. The revised model fit well in another college sample (N = 230). We renamed the revised scales Agency, Communion, and Emotional Vulnerability. In relation to Five-factor theory, Emotional Vulnerability and Communion correlated well with Neuroticism and Agreeableness, respectively, and Agency had moderate correlations with Neuroticism, Extraversion, and Conscientiousness. Psychometric results in the context of current theory suggest that Agency (Masculinity) may not be a fully adequate measure of the agency construct.     

Self Perceptions and Perceptions of Group Climate as Predictors of Individual Innovation at Work

L'impact relatif de la motivation, des facteurs de personnalité et de la perception de l'ambiance du groupe dans la prédiction de l'innovation individuelle au travail a été mesure dans un échantillon de 435 personnes au cours des trois phases d'une étude longitudinale de 17 mois. L'échantillon comprenait un large éventail de spécialités relevant du service public de santé britannique. Les facteurs de personalité se sont révélés les plus prédictifs alors que le vecu de l'ambiance règnant dans le groupe n'a pas pu rendre compte d'une part significative de la variance. Les résultats laissent supposer que l'innovation dans la conduite professionnelle relève davantage des facteurs de personnalité ou de la créativité personnelle que de la perception des encouragements reçus ou du vécu de l'environnement social.
The relative power of personality, motivational, and perceived group climate factors in predicting individual innovation at work was tested in a sample of 435 people, in a three stage longitudinal study (17 months). The research sample included people from a wide range of occupations within the UK National Health Service. Personality factors were most consistent in predicting change in innovation, while perceptions of group climate did not significantly predict any additional variance in individual innovation. The results suggest that individual workrole innovation may be due more to individual personality factors or creativity than to people's perceptions of the supportiveness or otherwise of their social environment.     

College Students' Perceptions of the Relationship Between Fee and Counseling

Fee as a variable that could have an impact on college students' perceptions of counseling was explored because of the authentic concerns about college counseling centers needing to charge direct fees for their services. Participants (N = 350) represented a cross-section of potential consumers of psychological services, not just individuals currently receiving services. On an overt level, fees seemed to be less influential in counseling considerations, but were taken into account on a more covert level. This study supports the psychological literature, which suggests that fee is not the most important factor in clients' decisions to seek counseling. Implications for counselors, administrators, researchers, and program planners are discussed.     

Perceptions of Work Performance Recognition Among Educators

Educators from several states were surveyed to determine their perceptions about the importance of work performance recognition. Results suggested that educators want to receive recognition for their work performance and that recognition would assist in improving their overall work performance and professional development. Data from this study suggest that recognition of teacher performance may be a viable means for school administrators to improve teacher performance in a manner that is both effective and efficient. Implications and future research are discussed.     

Explaining the Black-White Test Score Gap: The Role of Test Perceptions

The Black-White gap in test scores on cognitive ability tests has been the subject of much research effort. This article critically evaluates the literature regarding one potential contributor to the gap: test perceptions. A model of how these perceptions affect test performance is presented, and the literature linking them to test performance and race is evaluated. Directions for future research and intervention are discussed.