Should I Stay or Should I Go? Understanding How British and Indonesian Extremists Disengage and Why They Don't

This article compares how individuals from two different Salafi-jihadi groups disengage from high-risk activism and political violence. Drawing on original interviews, we explore the “push” and “pull” factors that influence our respondents' decisions to leave. We identify numerous push-and-pull factors that are consistent with previous research, including disagreements with group leaders over strategy and practices and educational and employment opportunities. We also contribute to existing research by including “persistent activists” in our sample who did not disengage. Surprisingly, these respondents remained in their groups despite experiencing some of the same push-and-pull factors as those who left. Including this variation allows us to separate necessary but insufficient conditions of disengagement from factors that exert a more profound impact. We highlight the influence of one key factor—and its absence—in our discussion: alternative social networks with supportive outsiders for those who left and the lack of such meaningful relationships for those who remained. We conclude by discussing the implications of our research for countering violent extremism.     

Will They or Won’t They? Secret Telling in Interpersonal Interactions

This study investigated predictors of within-gender secret telling. Eighty-eight participants were exposed to either a “positive” or a “negative” secret about another individual. Just under 20% of participants told the secret. Conscientiousness, secret condition, empathy, and the conscientiousness by secret condition interaction had effects on the rate of secret telling, χ² (5,82) = 17.78, p = .003, AIC = 80.60. Conscientiousness had a negative effect on secret telling among participants that told the “negative” secret.     

Superaddressee or Who Will Succeed a Mentor?

This philosophical essay is inspired by a four-year pedagogical relationship that continues in its altered form today. The main focus of this piece is the transformation of a mentor as an immediate addressee into mentor as a superaddressee, an influential third listener who oversees observable dialogues. I explore the mutual responsibilities of a student and a mentor in order to uncover the elements in the pedagogical chemistry responsible for the transformation of an addressee into a superaddressee. Confirmation (a perfect form of understanding) of a student’s intellectual and moral uniqueness, incarnation of a particular value deemed desirable by a student, and education of a student into the dialogic ways of being on his or her own are the necessary ingredients of the process of becoming a superaddressee. Initially a mentor engages in the pedagogy of understanding whose ideal outcome is confirmation of a student’s intellectual and moral makeup. After the dialogue is over, a mentor often moves into the domain of inner speech from where he or she continues to offer perfect understanding, especially in the absence of such understanding from an immediate addressee. Two types of superaddressees are identified and their relationship with the invoking consciousness is explored. I conclude that becoming a superaddressee is the most generous pedagogical contribution to a student’s future: a mentor thus makes his or her voice available to a student’s inner dialogue, often without receiving anything in return. Mikhail Bakhtin is highly influential in my writing. “Superaddressee” or “a third listener” is one of his coinages. The term is treated in “The Problem of the Text” as part of the collection “Speech genres and other late essays” (1986), alluded to in Voloshinov’s (1976) “Discourse in Life and Discourse in Art” and expanded upon in Frank Farmer’s (2001) “Saying and Silence.”     

To master or perform? Exploring relations between achievement goals and conceptual change learning

Background. Research is needed to explore conceptual change in relation to achievement goal orientations and depth of processing. Aims. To address this need, we examined relations between achievement goals, use of deep versus shallow processing strategies, and conceptual change learning using a think‐aloud protocol. Sample and Method. Seventy‐three undergraduate students were assessed on their prior knowledge and misconceptions about Newtonian mechanics, and then reported their achievement goals and participated in think‐aloud protocols while reading Newtonian physics texts. Results. A mastery‐approach goal orientation positively predicted deep processing strategies, shallow processing strategies, and conceptual change. In contrast, a performance‐approach goal orientation did not predict either of the processing strategies, but negatively predicted conceptual change. A performance‐avoidance goal orientation negatively predicted deep processing strategies and conceptual change. Moreover, deep and shallow processing strategies positively predicted conceptual change as well as recall. Finally, both deep and shallow processing strategies mediated relations between mastery‐approach goals and conceptual change. Conclusions. Results provide some support for Dole and Sinatra's (1998) Cognitive Reconstruction of Knowledge Model of conceptual change but also challenge specific facets with regard to the role of depth of processing in conceptual change.     

Image Theory and the Appraisal of Employee Performance: To Screen or Not to Screen?

ABSTRACT: The authors tested the predictions of image theory [Beach, 1990 Image theory: Decision-making in personal and organizational contexts. Chicester, England: Wiley] by examining the decision making processes underlying performance evaluation. Across three experiments, over 400 participants evaluated the performance of a book store employee with varying degrees of good and bad performance behaviors. Results indicated that: (1) performance judgments were linearly related to the number of good and bad behaviors present in the scenarios, (2) promotion decisions initially followed image theorys screening process, as participants focused only on the employees bad behaviors, and (3) the introduction of a contrast manipulation (Experiment 2) resulted in participants abandoning the screening process for the promotion decision, until we included instructions against comparing employees (Experiment 3). Consistent with image theory, but moderated by contrast effects, promotion decisions relied on screening based solely on the employees bad behaviors, whereas performance judgments involved compensatory use of both the employees good and bad behaviors. We argue that how participants perceive the decision making scenario influences whether or not they will screen decisions.     

To Recycle or Not to Recycle? An Intergenerational Approach to Nuclear Fuel Cycles

This paper approaches the choice between the open and closed nuclear fuel cycles as a matter of intergenerational justice, by revealing the value conflicts in the production of nuclear energy. The closed fuel cycle improve sustainability in terms of the supply certainty of uranium and involves less long-term radiological risks and proliferation concerns. However, it compromises short-term public health and safety and security, due to the separation of plutonium. The trade-offs in nuclear energy are reducible to a chief trade-off between the present and the future. To what extent should we take care of our produced nuclear waste and to what extent should we accept additional risks to the present generation, in order to diminish the exposure of future generation to those risks? The advocates of the open fuel cycle should explain why they are willing to transfer all the risks for a very long period of time (200,000 years) to future generations. In addition, supporters of the closed fuel cycle should underpin their acceptance of additional risks to the present generation and make the actual reduction of risk to the future plausible.     

Measuring Employee Engagement During a Financial Downturn: Business Imperative or Nuisance?

In this article, we emphasize that measuring workforce attitudes is a business imperative—including during an economic downturn or crisis. After reviewing the concept of employee engagement we draw upon recent real-world examples and data across a variety of organizations and argue for the business value of an engaged workforce. We offer practical applications for HR managers, including providing guidance on the types of questions that should be asked in an employee survey and focusing on those that result in the most actionable feedback. We conclude the paper by laying out an agenda for future research aimed at helping bridge the academic-practitioner divide.     

Will They Do It Again? Predicting Sex-Offense Recidivism

This article reviews the empirical research on the prediction of reoffending among sexual offenders. The major predictors of sexual-offense recidivism are factors related to sexual deviance (e.g., deviant sexual preferences, previous sex crimes) and, to a lesser extent, criminal lifestyle (e.g., antisocial personality disorder, total number of prior offenses). The factors that predict general recidivism among sex offenders are the same as the factors that predict general recidivism among nonsexual criminals (e.g., juvenile delinquency, prior violent offenses). Given that there are special predictors of sexual recidivism, evaluators should consider separately the risk for sexual and nonsexual recidivism.     

To lie or to mislead?

Philosophical Studies - The aim of this paper is to argue that lying differs from mere misleading in a way that can be morally relevant: liars commit themselves to something they believe to be...     

To do or to have? Exploring the effects of social exclusion on experiential and material purchases

Social exclusion is widespread in our modern society. In the context of marketing, consumers who are excluded will choose specific products to mitigate the negative consequences of exclusion. This research examined the effect of social exclusion on consumer preferences. Three experimental studies were conducted to test whether consumers experiencing social exclusion would choose specific kinds of purchases. The results of the three studies provided convergent support for the notion that consumers who feel socially excluded exhibit a preference for experiential purchases over material purchases. It therefore appears that experiential purchases can more effectively compensate for the relational needs caused by social exclusion. The effect was stronger for socially excluded individuals exhibiting more interdependent self‐construal than for those exhibiting a more independent self‐construal. These results indicate that social impact is an antecedent of experiential purchases, and they shed light on an important mechanism to alleviate the negative effects of social exclusion.     

What Leads Entrepreneurial Employees to Want to Quit,or Stay in,Their Job? Exploring Two Conflicting Mechanisms

Past turnover research has posited personality traits as important antecedents to quit intentions. Nevertheless, previous literature has not investigated the relationship between employees’ entrepreneurial tendencies—a constellation of domain specific traits—and turnover. Drawing on dispositional trait theory and attraction-selection-attrition theory, we propose engagement and intentions to start a business as mediators of the relationship between entrepreneurial tendencies and quit intentions. We test our predictions in a sample of full-time employees from the United Kingdom (N = 224). In line with our hypotheses, an inconsistent mediation is found, where both positive and negative links between entrepreneurial tendencies and turnover intentions were mediated by engagement and intentions to start a business respectively. Thus, entrepreneurial employees were more likely to be engaged, but at the same time also more likely to be considering starting their own business, leading to a conflicting relationship to turnover intentions. The current study informs the human resource management literature concerning the motivational mechanisms explaining turnover intentions among entrepreneurial employees. It also provides practical insights with regards to the effective management of this workforce.     

Divergent Thinking and Evaluation Skills: Do They Always Go Together?

The aim of the present study was to explore the hypothesized relationship between divergent thinking (DT) and two types of evaluation: interpersonal (judgments about others' ideas) and intrapersonal (judgments about one's own ideas). Divergent thinking and evaluation skills were measured by means of a GenEva (Generation and Evaluation) task. There were two conditions of the task: intrapersonal and interpersonal, and two aspects of a given idea were assessed: originality and uniqueness. The main results suggest that (1) overall DT skill is positively related to intrapersonal evaluation of uniqueness; (2) the originality component of DT skill is negatively related to intrapersonal evaluation of uniqueness; (3) overall DT is negatively related to intrapersonal evaluation of originality; (4) underestimation of idea uniqueness is more salient in interpersonal evaluation, particularly in case of those with high DT skill. The results are discussed in terms of author's and observer's perspectives of judgment.