To be or not to be: an exploration of ethnic identity development in context

This qualitative study focused on the intersection of personal and ethnic identities among forty African American, Puerto Rican, Dominican, and Chinese American high school students. The patterns in content indicated that for the Puerto Ricans, the intersection of their personal and social identities was a series of accommodations to a positive peer climate and a resistance to being Dominican. For the other ethnic groups, the intersection of their personal and social identities consisted of a process of resistance and accommodation to negative stereotypes projected on them by their peers and, for African Americans, themselves.     

Assessment of job stress factors in a context of organizational change

IntroductionResearch consistently showed that stress and organizational change are closely related.ObjectiveThis study was conducted to identify the psychosocial job characteristics that are responsible for psychological stress in a context of organizational change.MethodAn expanded 30-item version of the Job Content Questionnaire was used to measure psychological demands, decision latitude, supervisor support, coworker support, and organizational difficulties. Online survey responses from 973 employees from the university of Strasbourg were analyzed.ResultsConfirmatory Factor Analyses indicated a poor fit of the five-factor model based on 30 items but an acceptable to good fit of a reduced five-factor model based on 26 items. Results from a stepwise regression showed that the organizational difficulties dimension was the second most important predictor of psychological stress.ConclusionThe implications of these findings for further work on health outcomes of organizational changes closed this study.     

When bonuses backfire: an inaction inertia analysis of procrastination induced by a missed opportunity

An inaction inertia analysis of procrastination was used to generate the prediction that using bonuses to encourage early task completion will have two opposing effects, encouraging early task completion by some but also inducing procrastination for those who miss the bonus. Study 1 showed that the addition of bonuses for early completion produced both of these effects and also led to overall task completion rates that were either equal to (large bonus) or actually less than (medium and small bonuses) those obtained by simply establishing a completion deadline with no bonus. In Study 2, a lottery methodology was used to manipulate the size of a missed bonus for all participants. Even under these conditions of reduced personal responsibility the larger missed bonus led to increased procrastination as predicted by the inaction inertia analysis. Possible mediating processes based on anticipated regret and perceived fairness were discussed. Copyright © 2007 John Wiley & Sons, Ltd.     

To hangover or not: trajectories of job satisfaction in adolescent workforce newcomers

The development of job satisfaction during the first months on the job often indicates a honeymoon hangover, with high levels of job satisfaction gradually declining. This effect is often explained by disappointed expectations that are informed by previous job experiences. However, research has not established whether a hangover pattern could also be observed in individuals without previous work experience. We explored the development of job satisfaction with 4 assessment points across the first 4 months after starting vocational training among 357 Swiss adolescents. On average, a hangover pattern in job satisfaction was confirmed. Using person-centred growth mixture modelling, we identified two groups with distinct trajectories. Although a majority showed a hangover pattern, a third of participants showed stable, high job satisfaction. We presumed that adolescents with more contextual and personal resources (i.e., perceived social support, occupational self-efficacy, core self-evaluations, and perceived person–job fit) would be more likely to avoid a hangover pattern. Results confirmed that the two groups differed significantly in all these resources, with the high stable satisfaction group showing higher resources. The results illustrate the importance of a diverse set of resources to facilitate a positive trajectory of job satisfaction at the beginning of work life.     

To be(long) or not to be(long): social identification in organizational contexts

In the past few years, ideas of Social Identity Theory and Self-Categorization Theory have been successfully applied to the organizational domain. In this article, the authors provide an overview of these recent developments and present a concept of social identification in organizational contexts, based on these theories. The assumptions of this framework are that (a) social identification in organizational contexts is a multifaceted concept consisting of different dimensions and foci (or targets), (b) higher levels of identification are related to higher productivity and more positive work-related attitudes, and (c) identification is a very flexible concept that is linked to the situational context. The authors present the results of a series of field and laboratory studies in which the proposed relationships are analyzed and, in the main, confirmed.     

To B- or not to B- a relation

Philosophical Studies - In his seminal work, McTaggart (Mind 17(68):457–484, 1908; The nature of existence, Cambridge University Press, Cambridge, 1927) dismissed the possibility of...     

Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context

This study uses Cable and Turban's (2001) employer knowledge framework as a conceptual model to formulate hypotheses about a broad range of possible factors affecting the attractiveness of an organization (i.e. armed forces) among potential applicants (576 high‐school seniors). Results show that gender, familiarity with military organizations, perceptions of job and organizational attributes (task diversity and social/team activities), and trait inferences (excitement, prestige, and cheerfulness) explained potential applicants' attraction to military organizations. Relative importance analyses showed that trait inferences contributed most to the variance, followed by job and organizational attributes, and employer familiarity. Finally, we found some evidence of interactions between the three dimensions. Specifically, trait inferences and job and organizational attributes had more pronounced effects when familiarity was high. From a theoretical perspective, these results generally support the framework of employer knowledge. At a practical level, implications for image audit and image management are discussed.     

The transition to motherhood in an organizational context: An interpretative phenomenological analysis

Most of the extant literature on maternity issues is survey based, primarily concerned with identifying the predictors of return to work. The current study aims instead to understand experiences of maternity leave per se. Of the 10 women interviewed during pregnancy, 8 women were followed through to their return to work. Their interviews were analysed using interpretative phenomenological analysis to identify transitional themes. Findings are discussed in terms of two master themes: changes of identity (involving feelings of gradual invisibility as a valued employee, acquisition of a ‘mother’ identity creating return dilemmas and efforts to revalidate oneself upon re‐entry as both a valued employee and a mother); and changed psychological contracts (pertaining to the fulfilment of mutual expectations). Overall, women appeared to struggle subjectively with prevailing their rights, needs and concerns as mothers while simultaneously also maintaining their identity as valued and functional members of the organization. The findings can be conceptualized within existing theoretical frameworks (e.g. Psychological Contract Theory) and to this extent it is possible to draw out implications for a more effective management of the transition process from pregnancy to return to work.     

Social comparison processes in an organizational context: New directions

The goal of this article is to frame some new directions to social comparison research in organizational settings. Four themes are developed. First, we examine the role of organizational variables in shaping the basic sub processes in social comparison, such as the selection of referents. The second theme focuses on the meaning of level of analysis in social comparison processes. The third theme develops how time can enhance our understanding of social comparison. Lastly, we explore some methodological issues inherent in the three prior themes.     

Multiple options in the past and the present: The impact on inaction inertia

Inaction inertia is the effect that people do not act on an attractive opportunity only because they previously missed a more attractive opportunity. We investigated the effect of the presence of alternative options on the occurrence of this effect. We hypothesized and found that the likelihood to act on a current opportunity increases when evaluated in the context of another current option compared to when it is presented separately (Experiments 1 and 2). Likelihood of action decreases when the missed opportunity is presented next to another missed opportunity (Experiment 3). We conclude that when multiple options are currently present, the impact of the missed opportunity as a point of reference decreases, and that when multiple options are missed, the impact of these missed opportunities as a point of reference increases. These results are discussed in light of the literatures about inaction inertia and multiple options. Copyright © 2008 John Wiley & Sons, Ltd.     

To be or not to be: Buddhist selves in Toronto

Buddhist identity: a Buddhist by any other name?When we talk about a ‘Buddhist’ or ‘Buddhists’ in Canada and the United States, what exactly is our referent—a label or category, an identity, or perhaps something more? Is the term ‘Buddhist’ signifying a reified object (or subject?), one that subsumes all sorts of practices, beliefs, philosophies, and preconceptions under its umbrella? Or can the term be used to signify choice, personal commitment, motivation, partiality, and perhaps even struggle? We have a great many labels and categorizations of the differences among and between Buddhists, but can we really assume that the term ‘Buddhist’ itself is unproblematic? Calling someone a Buddhist in the West, or ‘naming’ them as such, appears initially and on the surface a fairly straightforward undertaking. And yet, the very act of naming itself is a composite of assumptions and expectations. In much of the anthropological literature on initiation rituals, the act of naming has been construed as more-or-less a societal quest for order and control of the individual. Naming marks who is ‘in’ and who is ‘out’. Being named is an important marker of social identity, socialness, and social belonging (inter alia, Jell-Bahlsen 1989; Jacquemet 1992; Cohen 1994).     

To test or not to test: A clinical dilemma

This paper argues that clinicians are sometimes justified in not testing diagnoses or in not subjecting them to a full battery of tests. In deciding whether to conduct a test, a clinician may consider and weigh several different factors, including her confidence in her initial diagnosis, the specificity and sensitivity of the test, the consequences of making a false diagnosis, the pain, harm, and inconvenience caused by the test, and the costs of the test to the patient and society. This view suggests that diagnoses are fundamentally different from scientific hypotheses in that they are not always subjected to the same evidential standards.     

Transition in the cotherapy dyad: To wait or not to wait

Transition within the cotherapy dyad is explored and examined in relation to institutional ethos and needs, the attitudes and needs of the psychotherapy group, and the attitudes and needs of the cotherapists. The timing of transition is discussed as are a variety of potential approaches to transition within the cotherapy dyad. Some significant dynamics which underlie the process of transition within the cotherapy dyad are examined and discussed in relation to their potential effects on the psychotherapy group and group process.This is a revised version of a paper presented at the 36th Annual Conference of the American Group Psychotherapy Assn., February, 1979, New York, NY.