Paradoxes of moral reparation: Deontic foci vs. circumstances

Conclusion The distinction between deontic focus and deontic circumstance is obvious and essential to the understanding of our reasonings about obligations, permissions, rights, and wrongs. Here we have dealt with the basics. These basics must be developed into a full deontic logic. Fortunately, such a comprehensive deontic logic that includes identity, quantification over individuals, and quantification over properties has already been proposed, and applied to the interpretation of legal texts. It should be an excellent basis for Feldman's intriguing and promising idea of world utilitarianism.     

The internal consistency and concurrent validity of a Spanish translation of the Child Behavior Checklist

The Child Behavior Checklist's applicability to a Hispanic sample was assessed by an examination of the instrument's internal consistency and concurrent validity. The CBCL and TRF were administered to a community sample representative of children of Puerto Rico aged 4 to 16. Cronbach's alpha was used to assess the internal consistency of empirically derived scales. The relation of CBCL and TRF scores to clinical diagnosis, adaptive functioning, and need for services served as indicators of the concurrent validity of the instrument's Spanish version. The results indicate that the total behavior problem scores on the instruments are good continuous measures of maladjustment for children in Puerto Rico. A child with high values on the scales has a high probability of being classified as a case by a psychiatrist. High levels of internal consistency were found in most subscales. Only scales comprising low prevalence problems showed poor internal consistency.     

REFLECTIONS ON AFFIRMATIVE ACTION GOALS IN PSYCHOLOGY ADMISSIONS

Four goals of affirmative action in higher education are described as they relate to psychology admissions. Broadly conceived, these goals are compensating for past injustice, correcting present inequity, promoting intellectual diversity, and enhancing the presence of role models. It is argued that the four goats differ in their underlying assumptions about the purposes of affirmative action and that these differences can result in disparate admission decisions. Data from three experiments on decision making in graduate psychology admissions are presented to illustrate the analysis. In these studies, academic psychologists rated the admissibility of hypothetical graduate student applicants who varied on a number of characteristics (e g., ethnicity, social class, interest in minority research) pertinent to affirmative action. A consistent pattern of ethnic group differences in admissibility ratings was documented, illustrating that compensation for past injustice can be interpreted as a salient affirmative action goal in graduate admissions decisions. Implications of the analysis for clarifying admissions decisions guided by affirmative action goals are discussed.     

Mental health service utilization among Puerto Rican children ages 4 through 16

This paper examines those children receiving mental health services in Puerto Rico, their demographic and psychosocial characteristics, and describes service providers and nature of facilities. The survey was done on a probability sample of children ages 4 through 16 across the island of Puerto Rico (N=777). Need for services was clinically defined as presence of a DSM-III diagnosis and functional impairment. The overall rate of service utilization for Puerto Rican children was 6% (26.2% of definite cases and 5.1% of probable cases). In most cases services were provided by psychologists and/or social workers, and they were mainly provided in schools and general medical facilities. In over 60% of the children assessed as cases, who did not receive services, the reason, given by the parent was that they considered the problem not serious. Factors associated with service utilization were measures of psychopathology, teacher's perceived need, and parental rates of criticism and hostility. These findings suggest that there is a need for more research on the motivating factors for service use (impairment and parental criticism). Teachers could benefit from receiving special training to help them readily recognize behavioral problems in children, communicate them to parents and set up services alternatives.     

Behavioral self-control in classroom settings: A review of the literature

Reviews the research on the use of behavioral self-control procedures with students in classroom settings. Thirteen published articles are reviewed. The three student classroom behaviors of on-task behavior, disruptive behavior, and academic behavior are considered. The use of behavioral self-control procedures appears promising with on-task and academic behaviors and inconclusive with disruptive behavior. The reviewed studies were weak regarding follow-up analyses and controlling for student prior experience with external contigency programs. Further research with behavioral self-control in different settings seems warranted.     

Cascaded versus noncascaded models of lexical and semantic processing: the turple effect

The density of the orthographic neighborhood surrounding an item has been shown to have an inhibitory effect for nonwords in a lexical decision experiment. Four experiments are reported investigating whether a similar pattern holds for a semantic categorization task (animal vs. non-animal). In the first experiment, no effects of neighborhood density were found for nonexemplars, whether they were words or nonwords. The absence of any inhibitory effect for nonwords implies that close orthographic neighbors are ignored. However, the second experiment showed that if the nonword has a neighbor that is an animal name (eg., turple), an interference effect is observed, implying that neighbors do exert an effect if they have the right semantic properties. The same items showed no additional interference in lexical decision. These results suggest the involvement of semantic properties very early in the processing cycle. A cascaded processing system monitoring activation in semantic features can explain these results, but cannot explain the frequency effect observed for nonexemplar words or the fact that variation in density is irrelevant when one of the neighbors is an exemplar. It is argued that existing models of semantic categorization must be extended to accommodate these results.     

Proactive Personality at Work: Seeing More to Do and Doing More?

Purpose

The purpose of this study was to develop and test a model relating proactive personality to job behaviors (task and citizenship behaviors) through the intervening mediator of perceived role breadth.

Design/methodology/approach

Survey data were obtained from 530 faculty members in 69 U. S. research universities.

Findings

Proactive personality was positively related to task behavior and OCB. Perceived role breadth mediated the relationship between proactive personality and OCB, but did not mediate the relationship between proactive personality and task behavior. Despite not viewing their role more broadly, individuals higher in proactive personality engaged more frequently in both task behavior and OCB; and also worked more hours per week.

Implications

Having a better understanding of proactive individuals is important in terms of managing them. Because these individuals tend to do more in their jobs and subsequently work more hours, they may be more susceptible to burnout and may require additional help in determining priorities and balancing their work and lives.

Originality/value

This is the first study to show that proactive personality is positively related to the frequency with which these individuals engage in task and citizenship behavior. Although role breadth is generally an antecedent of such job behaviors, individuals higher in proactive personality engage more frequently in task behaviors regardless of whether or not they perceive them as part of their role. This is one of the first studies to show that working more hours each week is a potential cost of having a proactive personality.     

How and for Whom Time Control Matter for Innovation? The Role of Positive Affect and Problem-Solving Demands

Job resources are essential for higher performance. Focusing on innovation, we examine how and for whom the job resource of time control is related to the implementation of novel ideas in the workplace. Drawing on the job demands-resources model and affect-as-information theory, we propose that positive affect explains how the association of time control with innovation unfolds and how this psychological process depends on the extent to which employees work under problem-solving demands. Using a survey study, conducted with 198 employees from diverse organisations, we supported a mediation mechanism in which time control was positively associated with positive affect, which is turn was positively related to innovation. Furthermore, the strength of this mediation process depended on problem-solving demands, such that positive affect and innovation resulting from time control was stronger for those working in complex environments. These results corroborate and expand knowledge on the job demands-resources, affect and innovation literatures, showing that job resources matter for performance, particularly in conjunction with job complexity denoting challenging performance. Thus, organisations should be aware of opportunities to manage the degree of job control and complexity if they aim to foster employee innovation.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.