Working Together with God: Religious Coping,Perceived Discrimination,and Hypertension

This study examined the relationships of perceived discrimination and religious coping with hypertension in a sample of Black and White Seventh-day Adventists. Data come from a community-based sample of 6128 White American, 2253 African American and 927 Caribbean American adults (67% women; mean age = 62.9 years). Results indicate lifetime unfair treatment was significantly associated with hypertension regardless of race/ethnicity. Positive religious coping was associated with lower odds of hypertension and did not interact with unfair treatment. Both positive and negative religious coping were indirectly associated with increased hypertension risk through an increase in perceived discrimination.

     

Eating Together at the Firehouse: How Workplace Commensality Relates to the Performance of Firefighters

Cooperative activities among coworkers can provide valuable group-level benefits; however, previous research has often focused on artificial activities that require extraordinary efforts away from the worksite. We investigate organizational benefits that firms might obtain through various supports for coworkers to engage in commensality (i.e., eating together). We conducted field research within firehouses in a large city to explore the role that interacting over food might have for work-group performance. Using a mix of qualitative and quantitative methods, our field research shows a significant positive association between commensality and work-group performance. Our findings establish a basis for research and practice that focuses on ways that firms can enhance team performance by leveraging the mundane and powerful activity of eating.     

Living and Working Together in Organizations: Traces and Ways

This article explores the state of the art in relation to the theme of living and working together in organizations and proposes a new theoretical model. A thorough examination of literature highlights that there are almost no works specifically coping with this theme, defining its theoretical perspective and specifying the choice of proposed indicators. Several, instead, are the works indirectly dealing with living and working together in organizations, mostly considered equivalent to the quality of interpersonal relationships, or developed starting from the theme of diversity and conflict. In reference to the social context, an important defining effort was carried out by Renzo Carli, who defines living together [convivenza in Italian] as the symbolic component of a social relationship, generated by three components: belonging systems, strangers and rules of the game. Living together means integrating these three elements of a relationship in order to create innovative products. This article proposes a review of this model, specifically designed for the organizational field. Living and working together in organizations is meant as the result of the cross among Identity, Otherness, and Work Purpose, within specific organizational Cultures of Diversity. Starting from this model, in dialogue with long-lasting research and intervention experience in various organizational contexts, we propose forms of living and working together in organizations that were empirically pointed out: generative-efficient, affiliating, performance-based, and chaotic-paralyzing styles.     

Moderating Effects of Personal Cognitions on Experienced and Perceived Sexual Harassment of Women at the Workplace

This study investigated actual and perceived sexual harassment (SH), as well as the discrepancy between them of women in the workplace, as related to several factual and perceptual variables which were selected on the basis of theoretical considerations and previous findings (i.e., harasser status, workplace sex ratio, and perceptions of intensity of intergender interaction, normative beliefs about SH, and personal attractiveness). The sample included 138 women. employed in four organizations, who responded to anonymous questionnaires. Results showed that women reported engagement in diverse actual SH episodes, which varied in frequency (2% to 27%) along five levels of SH severity continuum. Only 10.1% of the women perceived these episodes as sexual harassing. It was found that the higher the severity of the SH episode, the stronger was the tendency to perceive it as sexual harassing. While actual SH was found to be significantly correlated with all research variables ( R = .49), perceived SH was only related to normative beliefs about SH ( r = .38), and the discrepancy mainly to personal attractiveness ( r = -.21). Various implications of the findings were discussed in light of social judgment perspective.     

Bowling Alone but Working and Worshiping Together

Abstract : The following article reviews both the strengths and weaknesses of the ELCA on the anniversary of 20 years of existence. The article emphasizes the increased diversity in the denomination, particularly the increased participation of women both in scholarship and leadership in the church. It also lifts up the importance of the strong ecumenical work that continues to take place, both nationally and internationally, which is evidenced in the ELCA's full communion agreements. Commitments to social justice, global connectedness and economic stewardship are also discussed.     

Peer Consultation: Faculty and Students Working Together to Improve Teaching

The authors describe the specific steps of the Faculty Peer Consultation Program that provides faculty members with feedback from students in their classroom. In addition, evaluative data are provided from faculty and students that provide preliminary evidence for the utility of the program. Moreover, minor problems are identified, and possible modifications are suggested.     

An Examination of the Perceived Fairness of Workplace Romance Policies

Fairness perceptions regarding several workplace romance policies (i.e., no action, counsel, verbal reprimand, written warning, transfer, terminate) applied to different types of couples (e.g., lateral vs. hierarchical) in a variety of situations (e.g., couple's performance improves vs. declines) were examined. We found the counsel policy was perceived more fair than any other policy. Stricter workplace romance policies (verbal reprimand, written warning, transfer) were perceived fair when the couple's performance declined or the romance was highly visible. Taking no action was perceived more fair than any other policy when the couple's performance improved. These results and others are discussed.     

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace

Recent survey research suggests that heterosexuals’ attitudes toward lesbian and gay rights have become more progressive. However, we find in our research that negative attitudes and barriers against gay men and lesbians in workplaces still remain. Our project represents one case study of hidden animosity toward homosexuals, which varies from “overt disgust” to “don’t ask, don’t tell” policies that reinforce negative attitudes toward gay men and lesbians. As such, we contend that attitudes toward lesbian and gay rights are not becoming more progressive; instead various methods of discrimination are increasingly being used to exclude gay men and lesbians from the workplace. We argue that White working class men have constructed and maintained a form of White male solidarity, a collective practice directed toward women, People of Color, and non-heterosexuals that maintains racism, sexism, and homophobia in the local, national, and global context.     

African American Women in the Workplace: Relationships Between Job Conditions, Racial Bias at Work, and Perceived Job Quality

Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias—institutional discrimination and interpersonal prejudice—and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.     

Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect

Scholars have called for research on the antecedents of mistreatment in organizations such as workplace incivility, as well as the theoretical mechanisms that explain their linkage. To address this call, the present study draws upon social information processing and social cognitive theories to investigate the relationship between positive leader behaviors—those associated with charismatic leadership and ethical leadership—and workers’ experiences of workplace incivility through their perceptions of norms for respect. Relationships were separately examined in two field studies using multi-source data (employees and coworkers in study 1, employees and supervisors in study 2). Results suggest that charismatic leadership (study 1) and ethical leadership (study 2) are negatively related to employee experiences of workplace incivility through employee perceptions of norms for respect. Norms for respect appear to operate as a mediating mechanism through which positive forms of leadership may negatively relate to workplace incivility. The paper concludes with a discussion of implications for organizations regarding leader behaviors that foster norms for respect and curb uncivil behaviors at work.     

Working Together Across Difference: Some Considerations on Emotions and Political Practice

Uma Narayan attempts to clarify what the feminist notion of the ‘epistemic privilege of the oppressed’ does and does not imply. She argues that the fact that oppressed ‘insiders’ have epistemic privilege regarding their oppression creates problems in dialogue with and coalitionary politics involving ‘outsiders’ who do not share the oppression, since the latter fail to come to terms with the epistemic privilege of the insiders. She concretely analyzes different ways in which the emotions of insiders can be inadvertantly hurt by outsiders and suggests ways in which such problems can be minimized.     

Genetic and Environmental Influences on Personality: A Study of Twins Reared Together Using the Self- and Peer Report NEO-FFI Scales

ABSTRACT Previous behavior-genetic research on personality has been almost exclusively based on self-report questionnaire measures. The purpose of this research was to measure personality constructs via self- and peer reports on the items of the NEO Five-Factor Inventory (Costa & McCrae, 1989). The sample included 660 monozygotic and 200 same sex and 104 opposite sex dizygotic twin pairs. We collected self- and two independent peer reports for each of the twins. Our analysis of self-report data replicates earlier findings of a substantial genetic influence on the Big Five (h²= .42 to .56). We also found this influence for peer reports. Our results validate findings based solely on self-reports. However, estimates of genetic contributions to phenotypic variance were substantially higher when based on peer reports (h²= .51 to .81) or self- and peer reports (h²= .66 to .79) because these data allowed us to separate error variance from variance due to nonshared environmental in-fluences. Correlations between self- and peer reports reflected the same genetic influences to a much higher extent than identical environmental effects.     

Working Together,We Get the Job Done: Responses to Susan Bodnar and Philip Cushman

In his response, Samuels argues that the issues under discussion are more of a work in progress than Bodnar claims and that therapists are more accurately perceived of as construction workers than the philosophers and theorists that Cushman wants them to be. More detail is given on working with political material in the session. Economics is presented as a field for exploration in therapy. Certain philosophers are cited for their relevance to clinical work. Theory as bricolage is suggested. Further material on the role of the arts in connection with progressive therapy practice is introduced. Questions of language are discussed.     

Better to Decide Together: Shared Consumer Decision Making,Perceived Power,and Relationship Satisfaction

Shared consumer decisions, particularly those made with a relationship partner, can be very different from decisions that are made alone. Across multiple studies, we investigate how shared consumer decision making affects perceptions of power and relationship satisfaction. We integrate two streams of research to create a novel theory about consumer decision making and perceived power. Specifically, we suggest that shared consumer decision making combines two necessary components of power—an individual's influence over and a partner's engagement in the decision—and that these combined components drive power perceptions. In other words, individuals who relinquish some control and make a decision with their partner, ironically, perceive having greater power than if they had made the decision alone. We further find that shared decision making and greater perceived power lead to greater satisfaction with the relationship in which the decisions are made. By focusing on consumer decision making within relationships, the current research contributes to the literatures on decision making, social influences in consumer behavior, close relationships, consumer well-being, and power.     

The Impact of Participant Characteristics,Perceived Motives,and Job Behaviors on Co-Workers' Evaluations of Workplace Romances1

Using a policy capturing approach, we examined the importance that observers placed on 7 different factors when evaluating workplace romances. Nearly half the explained variation in observers' evaluations of workplace romances was accounted for by participants' marital status. Participants' organizational status relative to one another was also important in explaining the variation. A series of nomothetic analyses indicated that workplace romance participants' marital status, academic status, motive for entry into the relationship, and job performance affected observers' evaluations of these relationships. Observers' level of prior involvement in a workplace romance was also significantly related to a number of variables. Results suggest that when evaluating workplace romances, observers place the greatest importance on the personal characteristics of participants. Ramifications for policy formation are discussed.     

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Research shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.     

Notes on Diversity and Working Together Across Cultures on Traumatization and Forgiveness: Siblings by Choice

The article addresses problems of severe collective traumatization by wars and discrimination not only for victims and perpetrators but also for the generations of children, nephews, and grandchildren. Two historical processes are exemplified in biographical experiences, slavery and oppression of African-American families, and the effects of Nazi ideology and World War II on German and Czech population. Aspects of forgiveness and healing are presented and discussed. One model of dissolving collective animosity and denial is explored in the intentional cooperation of caregivers and trainers in pastoral care and counseling from different cultures and religious traditions: siblings in struggle, siblings by choice.     

When Training Becomes Incentive for Generative Living and Working Together in Organizations

This article has come about from two considerations: on one hand, living together in a work environment is becoming more and more challenging; on the other, training professionals at work represents a used and relevant action incentive in order to support and improve individual, group, and organizational development. In light of the fact that organizations are asking more and more complex questions, this work aims at developing a reflection on how adopting a certain perspective and educational method is particularly suitable to support the organization to achieve substantial outcomes, such as developing generative living and working together in organizations. In this article, we will analyze two illustrative cases, underlining evolution and learning process with a particular focus on the consequences of living and working together in organizations.