Forgiveness in The Arab and Islamic Contexts

This essay explores the current and historical meaning of forgiveness in Arab and Islamic cultural and religious contexts. It also hopes to encourage further empirical research on this understudied topic in both religious and peacebuilding studies. In addition to the perceived meaning of forgiveness in an Arab Islamic context, this essay examines the links between forgiveness and reconciliation. Relying on religious sources including the Qur'an and Hadith, as well as certain events in Islamic history, the essay identifies various ways to conceptualize and explain the meaning of forgiveness. This theoretical and conceptual segment is followed by a section which explores current perceptions of forgiveness among Arab Muslim teachers in five different communities. The empirical data for this analysis is based on a larger comparative regional study that has been completed through surveys and structured interviews with educators from Lebanon, Jordan, Egypt, and Palestinians from the West Bank and Israel. Our study concluded that the teachers' perceptions of forgiveness were mainly derived from religious sources and identities and that Islamic religious discourse provided a solid foundation for framing the meaning of forgiveness.     

Effects of Visual Representation on Social Influence in Computer‐Mediated Communication

Two experiments investigated if and how visual representation of interactants affects depersonalization and conformity to group norms in anonymous computer‐mediated communication (CMC). In Experiment 1, a 2 (intergroup versus interpersonal) × 2 (same character versus different character) between‐subjects design experiment (N= 60), each participant made a decision about social dilemmas after seeing two other (ostensible) participants’ unanimous opinions and then exchanged supporting arguments. Consistent with the Social Identity model of Deindividuation Effects (SIDE), when the group level of self‐identity was rendered salient in an intergroup encounter, uniform virtual appearance of CMC partners triggered depersonalization and subsequent conformity behavior. By contrast, when the personal dimension of the self was salient, standardized representation tended to reduce conformity. To elucidate the mediation process, Experiment 2 investigated the causal links between depersonalization, group identification, and conformity. The results show that depersonalization accentuated adherence to group norms, both directly and indirectly via group identification.     

Moral Persuasion and the Diversity of Fictions

Narrative representations can change our moral actions and thoughts, for better or for worse. In this article, I develop a theory of fictions' capacity for moral education and moral corruption that is fully sensitive to the diversity of fictions. Specifically, I argue that the way a fiction influences our moral actions and thoughts importantly depends on its genre. This theory promises new insights into practical ethical debates over pornography and media violence.     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

Hans Zacharias Hoxter: Building Counseling Internationally

Counseling is an international phenomenon. This interview presents the lifework of Hans Hoxter and illustrates how the American counseling movement affects and is affected by multinational and multicultural conceptions.     

Proposed Values for Guiding and Evaluating Counseling and Psychotherapy

A survey of published and private opinions of mental health professionals revealed a previously hidden consensus concerning certain values that enhance mental health. These values concern Freedom, Love, Identity, Truth, Universals, Symptom Management, and Work. There was disagreement about the effect of many other values on mental health. It is my contention that values permeate counseling and psychotherapy, that the values of conselors and therapists should be more explicit, and that values should be openly used to guide and evaluate treatment.     

The Association for Human Development: a revitalized APGA

The American Personnel and Guidance Association faces a time of challenge as it moves increasingly to a world of change and innovation. Unfortunately, the divisional structure and emphasis of the Association as presently conceived builds for divisiveness, and little organizational unity is evident. However, all members in APGA are concerned with human development, maximizing individual potential, and helping individuals profit from developmental tasks involved in living. The Association for Human Development is suggested as a new name for APGA. Conceptual models for the divisions of the Association are suggested which imply the unity of the developmental process.     

INTELLECTUAL ABILITY AND PROMOTIONAL SUCCESS AMONG HIGH LEVEL MANAGERS

T his study explores the relationship between high level managers' promotional success and two measures of intellectual ability. The Concept Mastery Test was administered to 235 middle managers and 130 higher level executives who attended advanced management training programs. The Ship Destination Test was also given to about half the trainees. Both tests are considered to discriminate well among superior individuals. Those managers who earned high scores were rated more favorably by their peers and the training staff. However, advancement in the 4 to 7 years after the training program was unrelated to test performance.