INDIVIDUAL DIFFERENCES IN BOREDOM PRONENESS AND TASK EFFECTIVENESS AT WORK

The present study was concerned with the relationships between boredom at work, personal characteristics and performance. Data on individual characteristics, work effectiveness and experienced boredom at work was collected from a sample of 93 heavy truck drivers by means of questionnaires and personnel file records.
The results suggest that boredom while driving through a monotonous desert road was moderately, yet systematically, associated negatively with higher mental and physical individual capacity. Boredom was also negatively associated with effectiveness. The relationship between boredom and work effectiveness was significantly moderated by personal characteristics. It was found that boredom was more strongly related to work effectiveness at the lower levels of individual capacity. The results are discussed in terms of possible implications for personnel selection and placement decisions.     

WORK–FAMILY CONFLICT AND EMOTIONS: EFFECTS AT WORK AND AT HOME

This study investigated the effect of work–family conflict on the emotions of guilt and hostility, and the implications of work–family conflict and these emotions for job satisfaction and marital satisfaction. Using experience-sampling methodology, data were collected from a sample of 75 individuals over a period of 2 weeks (producing 625 data points). Results revealed that within individuals, family-to-work conflict experienced at work, and work-to-family conflict experienced at home, were positively associated with guilt and hostility at work and at home, respectively. In addition, state hostility mediated the negative effect of work-to-family conflict at home on daily marital satisfaction. Finally, cross-level interaction effects were observed such that work–family conflict more strongly affected the emotions of those scoring high on trait guilt and trait hostility.     

ROMANTIC RELATIONSHIPS AT WORK:

This study focuses on those features of organizations and individuals that are associated with the development of romantic relationships among employees. Likelihood of romantic involvement was found to be negatively related to formalization and curvilinearly related to organizational size. Neither participativeness nor climate were associated with organizational romance. In addition, the data showed that women who were younger, newer, and of lower rank were most likely to enter into a relationship. Education was positively related to likelihood of romance for males, but not for females.     

HISTORICISM IN PRAGMATISM: LESSONS IN HISTORIOGRAPHY AND PHILOSOPHY

Abstract: Pragmatism involves simultaneous commitments to modes of inquiry that are philosophical and historical. This article begins by demonstrating this point as it is evidenced in the historicist pragmatisms of William James and John Dewey. Having shown that pragmatism focuses philosophical attention on concrete historical processes, the article turns to a discussion of the specific historiographical commitments consistent with this focus. This focus here is on a pragmatist version of historical inquiry in terms of the central historiographical categories of the object of historical inquiry and mode of historical periodization. After describing the basic historiographical consequences of pragmatism's historicism, the article moves to a discussion of the philosophical results of this historicism. The focus here is on the role that historical inquiry can play in the general philosophical perspective of pragmatism as well as on some recent texts that exemplify the dual pragmatist commitment to philosophy and history.     

RACE DIFFERENCES IN TERMINATION AT WORK: THE ROLE OF EDUCATIONAL INEQUALITY

Prior research has demonstrated that race, at least to some extent, is related to employment decisions such as selection and performance appraisals. However, little prior research has addressed the impact of race on employment termination. The current study investigates whether race is related to employment termination and highlights the importance of education, an important component of human capital, in understanding racial differences in termination. Results based on 548 employees from a large hotel chain indicate that race is related to termination; however, race is not predictive of termination when education is included in the regression analysis as a predictor. These findings support the notion that a societal level variable (i.e., education) is an important factor in reducing racial inequality in employment practices.     

EFFECTS OF THE MALE-FEMALE RATIO AT WORK

Difficulties faced by women in work organizations are often explained as indirect consequences of their numerical minority. Their sex plays no role in these explanations: Men in a minority position are claimed to experience similar problems. The results of this empirical study challenge this: Policewomen are seen to face many of the disadvantages pointed out by Kanter (1977) and others, whereas male nurses enjoy advantages from being one of the few among female colleagues. Also, while the male majority in police teams do indeed resist women when their number reaches a critical mass, the female majority in the nursing teams do not show a similar resistance to men. The study involved 50 police teams and 49 nursing teams of approximately 15 members each. Comparisons were made only within each occupation, between skewed and tilted settings. Data were gathered by means of 297 semi-structured interviews. The opposite effects on men and women of being in a minority are attributed to a difference in status.     

THE ANALYST AT WORK: TWO SESSIONS WITH ALBA

In this paper, the author presents clinical material that relates to two sessions with a patient called Alba. This analytic work, being of a somewhat unusual character, lends itself to discussion, the author feels, since the technical choices made are undoubtedly very personal and he believes many colleagues might have done things differently. The author endeavours to enrich the account of the sessions with his concomitant thoughts, so as to supply colleagues with the elements, atmosphere and developments of his internal workshop.     

SERIOUSLY, BUT NOT LITERALLY: PRAGMATISM AND REALISM IN RELIGION AND SCIENCE

Abstract. Critical realists would have us believe that representations have a connection to the world, that of truth or reference for example, which is independent of their usefulness to us. They would have us believe further that knowledge about this connection serves to put religion and science in their proper places with respect to one another. This essay raises pragmatic objections to these belief's.     

IDENTITIES IN HARMONY: GENDER–WORK IDENTITY INTEGRATION MODERATES FRAME SWITCHING IN COGNITIVE PROCESSING

Professional women's identity integration—the perceived compatibility between work and gender identities—plays a role in how task or relationship information is processed. Seventy female business school students were primed with either their professional or their gender identity. Business women with higher identity integration showed an assimilation effect to the primed cue. Specifically, they showed higher task orientation than relationship orientation in a recognition task when primed with their professional identity, but less so when primed with their gender identity. Business women with lower identity integration showed a contrast effect to the primed cue: Their recognition reflected a task-relationship orientation opposite to the primed cue. We discuss the implications of these findings for understanding women's performance at work.     

DOES CLEAVAGE WORK AT WORK? MEN, BUT NOT WOMEN, FALSELY BELIEVE CLEAVAGE SELLS A WEAK PRODUCT

We examined whether men, but not women, would be distracted by a female sales representative's exposed cleavage, leading to greater perceived efficacy for a weak, but not for a strong product. A community sample of 88 men and 97 women viewed a video of a female pharmaceutical sales representative who (a) had exposed cleavage or dressed modestly and (b) pitched an ineffective or effective product. Although men were not more distracted or persuaded by cleavage, they gave the cleavage-exposed (versus nonexposed) sales representative more favorable hiring recommendations in the ineffective-drug condition and less favorable ratings in the effective-drug condition. Women generally rated the sales representative similarly regardless of cleavage exposure. On a postexperimental questionnaire, men, but not women, believed that female sales professionals ought strategically to use sex appeal to distract from a weak (but not a strong) product.     

PREDICTION OF WORK RELEASE SUCCESS AT A FEDERAL CORRECTIONAL INSTITUTION USING THE MMPI

A pilot study was conducted at a federal correctional institution to determine the extent to which personality factors, as measured by the Minnesota Multiphasic Personality Inventory (MMPI), were related to work release success. The results indicated that only one MMPI scale (Pa) was significantly related to an inmate's success in the work release program. Implications for further research are discussed in the article.     

THE PSYCHOANALYST AND THE BABY: A NEW LOOK AT WORK WITH INFANTS

The author argues that objections to involving the infant in a relationship with an analyst have led psychoanalysts to overlook the possibility that the interaction between the infant and the analyst may be able to activate and retrieve those parts of the infant's inner world that have been excluded from containment and be conducive to a vitalisation of the emotional disturbance that can then become worked through in the mother-infant relationship. As long as the infant's ego is weak, the infant and the mother have a unique flexibility that enables them to repair disturbances in their relationship when the emotional container-contained link is (re-)established. Based on the assumptions (1) that a relationship can be established between the infant and the analyst, (2) that the infant has a primordial subjectivity and self as base for intersubjectivity and the search for containment, (3) that the infant has an unique flexibility in changing representations of itself and others that comes to an end as the ego develops, and (4) that the infant is able to process aspects of language, three cases, at the ages of 6, 18 and 20 months, are presented to illustrate what is considered to be a novel approach to work with infants.