Clergy Role Stress and Satisfaction: Role Ambiguity Isn’t Always Bad

This study examined relationships between role conflict and role ambiguity and clergy satisfaction with their church appointment. Questionnaire data obtained from 293 United Methodist clergy suggested that role conflict and role ambiguity each have a negative relationship with appointment satisfaction. However, when considered together, they displayed a more complex relationship with appointment satisfaction. Contrary to conventional wisdom, results indicated that although these stressors operate together to influence appointment satisfaction, their combined effect is not simply cumulative. That is, when role conflict is low, clergy report the most satisfaction when role ambiguity is high. However, when role conflict and role ambiguity are both high, appointment satisfaction is low. These findings are interpreted in light of clergy influence strategies. And, recommendations for remedying clergy role stress are offered. Furthermore, it is suggested that interactive models of role stressors could lead to more in-depth understanding of organizational stress as well as advances in role stress theory.     

Does the Need for Role Clarity Moderate the Relationship between Role Ambiguity and Athlete Satisfaction?

The purpose of the present study was to investigate the need for role clarity as a potential moderator of the role ambiguity–satisfaction relationship among interdependent sport athletes. Competitive “Junior B” ice hockey players (N = 112) representing eight teams completed the Role Ambiguity Scale, five subscales of the Athlete Satisfaction Questionnaire, and a measure of need for role clarity at approximately the mid-point of their competitive season. Correlational findings indicated that greater role ambiguity was associated with lower athlete satisfaction. However, consistent with the moderator hypothesis, the relationships between role ambiguity and various manifestations of satisfaction were only evident for those athletes who had a higher need for role clarity. Implications of the results are discussed and several avenues for application and future research are suggested.     

Role Ambiguity,Role Conflict,and Performance: Empirical Evidence of an Inverted‑U Relationship

The traditional view of the relationship between role stressors (role ambiguity and role confict) and performance is contrasted with a perspective that has received relatively little attention. Some sales force scholars have suggested that the relationship between role stressors and job outcomes might mirror the inverted-U relationship between actual felt stress and performance (e.g., Yerkes–Dodson’s law, activation theory). The empirical evidence they reported is inconclusive: the hypothesis with respect to performance is not supported. Nevertheless, many sales force management textbooks maintain that an inverted-U relationship exists. Based on a survey of 1,290 salespeople, the present research demonstrates that an inverted-U relationship, similar to that posited by Yerkes–Dodson’s law, is indeed plausible. Furthermore, this relationship appears to be moderated by organizational tenure and proactive tendencies.     

Assessment: What Role the Assessor?

The advent of automated assessment contains the seeds of both threat and promise for professional assessors. Placing the problem in the historical and sociological contexts, this article examines computer-based test interpretation (CBTI) and the frequently misunderstood role of actuarial data in relation to it. I argue that sound clinicianship is central not only to the development of adequate CBTI systems, but also to the systems' appropriate and skillful use in practice. When properly utilized by otherwise well-qualified clinicians, CBTI can substantially enhance practice.     

Popper’s Historical Role: Innovative Dissident

Summary  Whether Popper’s philosophy will be used widely enough to shape the philosophy of science in the future will determine what his role in the history of the philosophy of science will be. The choice is that between the quest for deeper understanding of science and society, on the one hand, and the maintenance of old and comfortable views, on the other. Although in the past comfort has normally won out, progress has been made by dissidents such as Maimon and Whewell. If the philosophy of science remains progressive, Popper will have the same kind of success.     

Changing Marriage Role Expectations: 1961–1996

The present study is an update of a longitudinal study of marriage role expectations begun in 1961. Data collected in 1990 and 1996 have been added to the data set, allowing for comparisons of female college students' marriage role expectations from 1961, 1972, 1978, 1984, 1990, and 1996. Comparisons include the females' traditional vs. egalitarian expectations for their marriage overall as well as on the seven subscales of authority, homemaking, child care, personal characteristics, social participation, education, and employment and support. There were significant changes toward more egalitarian expectations overall and on all subscales except authority from 1961 to 1972. Since 1972, the only significant changes were on the subscales of authority, homemaking, and child care, with no significant changes on any subscales or on overall expectations since 1978.     

The Role of Gender Role Attitudes and Immigrant Generation in Ethnic Minority Women’s Labor Force Participation in Britain

Although substantial research shows that in Britain some ethnic minority women have significantly lower labor force participation (LFP) rates than White British women, even after controlling for demographic characteristics and education levels, little is known about the reasons underlying the remaining ethnic differences. Using nationally representative data (2010–2011), I investigate the role of gender role attitudes in explaining the ethnic as well as generational differences in women’s LFP rates. The results show that after controlling for demographic characteristics and education levels, LFP rates of Pakistani and Bangladeshi women are significantly lower than that of White British women and about half of the ethnic gap can be explained by differences in gender role attitudes. Moreover, I show that the ethnic gap is less pronounced for second generation Pakistani, Bangladeshi, and Indian women whose LFP rates are significantly higher than those of their first generation counterparts. Importantly, the higher LFP rates of second generation South Asian women can be largely explained by their relatively less traditional gender role attitudes. Drawing on my results, public policies could provide appropriate childcare services and flexible work arrangements to alter traditional gender role attitudes, thereby improving minority women’s labor market opportunities.

     

Pokémon: Exploring the Role of Gender

In Study 1 college students (47 men, 104 women) watched Pokémon cartoons, and afterward they rated one of four trainers (persons who train creatures called Pokémon) on 28 characteristics. James, the male “bad” trainer, was rated lowest of four trainers on “masculine” traits including strength, assertiveness, certainty, and being a leader. Jesse, the female “bad” trainer, was rated as sexiest and most aggressive. In Study 2 sixty-two elementary school children (28 girls, 34 boys) were individually interviewed. Fewer than 50% of the children could name a female Pokémon, and participants were more likely to choose a boy than a girl as a favorite trainer. Male Pokémon and trainers may be more central to the cartoon, and counter-stereotypical gender portrayals may be one way to portray a “bad” character even more negatively.     

The Role of Masculinity in Children’s Bullying

The aim of the present study was to explore the association between gender role, in terms of self-attribution of masculine and feminine characteristics, and children's involvement in bullying problems during the elementary-school years. A total of 113, six- to ten-year-old children completed self-report measures of bullying and victimization and a masculinity–femininity scale. Their teachers provided ratings of pupils’ reactive and proactive aggressive behavior. Data from a hierarchical regression on bullying scores showed that, irrespective of sex, masculine traits predicted active bullying behavior. Moreover, bullying was also related to victimization and to teacher's evaluation of reactive aggression. Our findings suggest the need for longitudinal and cross-cultural studies in this line of research.     

Mengzi’s Externalist Solution to the Role Dilemma

The role dilemma raises a problem for role ethic interpretations of Confucianism. The dilemma arises from the conflict between the demands and obligations of Humaneness and the demands and obligations of roles one occupies. Favoring the demands of Humaneness (i.e. externalism) undermines a role ethic because roles and role-obligations no longer ground the ethic. However, favoring social role-obligations (i.e. internalism) permits immoral and unjust role-obligations and allows for uncharitable readings of Confucianism.

This paper examines how Mengzi resolves the dilemma. I argue that Mengzi’s account of human nature privileges the demands of Humaneness; social roles are central but defeasible in light of Humaneness. I briefly discuss a prominent articulation of Confucian role ethics as well as the role dilemma. Then, after considering the technical resources within the Mengzi, I argue that Mengzi espouses an externalism about roles. Finally, I explore the relationship between Mengzi’s externalism and role ethics.     

What Is the Role of Transparency in Cancellation?

A series of experiments is reported in which the cancellation axiom is investigated by manipulating the transparency of gamble option formulations. The findings suggest that previous demonstrations of violations of the cancellation axiom might not be conclusive. While violations in nontransparent conditions have led to substantial changes in expected utility (EU) theory, the present data suggest that violations in transparent conditions require a fundamental change in the models that have been suggested as alternatives to EU theory.     

Role rigidity: a problem of identity misclassification?

When nonstigmatized individuals enact certain role-violating behaviors, they risk becoming "falsely accused deviants" (H. S. Becker, 1963, p. 20). For instance, when heterosexual men perform stereotypically feminine behaviors, they are liable to get misclassified as homosexual. Findings presented here reveal that expectations of identity misclassification fuel nonstigmatized individuals' negative reactions to role violations (Studies 1-2) and that using a disclaimer--that is, informing their audience of their nonstigmatized identity--assuages people's discomfort during a role-violating behavior (Studies 3-4). Moreover, when not concerned about being misclassified, nonstigmatized individuals benefit psychologically from the enactment of a challenging role violation (Study 4). Discussion considers the nature of the threat that misclassified role violators face and compares the plight of the falsely accused deviant to that of the truly stigmatized individual.     

Is Self-Disclosure Part of the Genetic Counselor's Clinical Role?

The role of genetic counselor self-disclosure in clinical practice is unclear as there are few published investigations of this issue. In the present study, 11 genetic counselors who previously received genetic services were interviewed about their opinions and use of disclosure. Several themes were extracted from their responses. All participants reportedly disclosed to patients; however, not all disclosed their receipt of genetic services. Patient requests for self-disclosure influenced many participants’ disclosure decisions. Opinions regarding potential benefits of disclosure varied. Nearly all participants stressed the importance of self-disclosing judiciously, stating that it may be counterproductive to client goal attainment. Four individuals with expertise in genetic counseling and psychotherapy were invited to react to these themes and to provide their opinions of self-disclosure. Their views are compared to those of the present sample, and practice and research recommendations are given.     

Discriminators of Moral Orientation: Gender Role or Personality?

Gender role (i.e., masculinity and femininity), personality traits, age, and level of education were used as discriminators of moral orientation in an examination of their role in the process of moral decision making. Responses of adult participants indicated the justice orientation to be most strongly associated with personality characteristics of judging and intuition; the care orientation was most strongly associated with perceiving and sensing. Masculinity and femininity, however, contributed very little to the analysis. Results indicate moral orientation may be less differentiated by gender role patterns and more by characteristics of the personality, involving perception of information and type of judgment.     

Do Employed and Nonemployed Korean Mothers Experience Different Levels of Psychological Well-Being in Relation to Their Gender Role Attitudes and Role Qualities?

This study explored the association of gender role attitudes (GRAs) and the quality of roles with the psychological well-being among employed and nonemployed mothers in Korea. Evidence supports the thesis that employed mothers with more liberal GRAs will report higher levels of psychological well-being. All role qualities were expected to be related to women's psychological well-being regardless of work status. Maternal role was expected to be more important in determining a working mothers well-being, but wife role was in fact the most important. Among nonemployed mothers, both the maternal and wife role affected well-being. Participants were recruits from a variety of institutional settings in Seoul, Korea, in 1995. The sample included 700 mothers, of whom 263 were working mothers; 295 were nonemployed mothers. Most were highly educated and affluent. The first model included only social structural variables, which were unrelated to the relationship between employment status and well-being. Gender of children was the only significant variable. Nonemployed mothers with a son had greater well-being than those without a son. The model excluding all social structural variables showed that GRA was unrelated to employed mothers' well-being. But, inclusion of the interaction between attitude and group suggests that well-being was related to agreement with whatever their role was. A model that included role qualities found that roles as wife, mother, and employee were positively related to well-being. The role of wife was significantly related to well-being among employed mothers. The wife and mother roles were significantly related to well-being among nonemployed mothers.     

Is There a Role for Psychology in Ulcer Disease?

The discovery of the importance of bacterial factors in the etiology of ulcer disease has led to a neglect of psychological factors. However, both earlier theoretical and empirical approaches implicating these factors are supported by more recent studies, both epidemiological and experimental. While not ignoring the unquestioned role of Helicobacter, it is important for future research to recognize the multi-factorial nature of ulcer disease by which several factors, including stress, bacteria and non-steroid antiinflammatory drugs, may interact to drive a pre-pathology (erosions or ulcerations) to a pathological state (ulcer). Calls for general eradication programs should be cautioned in the light of possible unwanted side effects.     

The Role of Trust in Salesperson—Sales Manager Relationships

Leader-Member Exchange Theory (LMX) offers a way to better understand nuances of the salesperson-sales manager relationship. The study reported here employs leader-member exchange theory to evaluate how sales employees develop trust with their managers. Findings show that salespeople's perceptions of procedural justice positively influence salespeople's commitment to the organization, and thereby their satisfaction with the job. Suggestions are provided concerning how sales organizations can train managers to manage consistently and thereby build trust and commitment in salespeople.