New Material Concerning Jung, Anti-Semitism, and the Nazis

with the collaboration of SONU SHAMDASANI (London), GOTTFRIED HEUER (London), and MATTHIAS VON DER TANN (Berlin)     

Linking Procedural Justice to Turnover Intentions: A Longitudinal Study of the Mediating Effects of Perceived Job Characteristics

The present study examined the mediating role of perceived job characteristics on the relationship between procedural justice and turnover intentions. The results of a longitudinal field study (N = 82) indicate that the relationship between procedural justice and turnover intentions was partially mediated by perceived job characteristics. Additionally, it was found that the mediating effects remained significant, even when controlling for negative affectivity. The implications of the findings for research and practice are discussed.     

Outcome Expectancies and Expectancy Accessibility in Exercise Behavior

Most people do not engage in recommended levels of physical activity. Social cognition research indicates that self‐reported outcome expectancies (OEs) are associated with exercise behavior, but self‐report assessments have limitations. We investigated whether reaction times (RTs) to endorse outcome expectancies would capture unique information about spontaneous cognitive processes associated with exercise behavior. Exercisers and sedentary participants were randomly assigned to complete an exercise test or to rest. Participants completed an OE questionnaire and RT task before and after the test/rest. On the RT task, exercisers endorsed exercise positive outcomes more rapidly than sedentary participants. Furthermore, reported OEs and RTs were independently associated with exercise status. RTs may afford a more comprehensive assessment of the cognitive processes associated with exercise behavior.     

Incompatibilism and the Past*

There is a new objection to the Consequence Argument for incompatibilism. I argue that the objection is more wide‐ranging than originally thought. In particular: if it tells against the Consequence Argument, it tells against other arguments for incompatibilism too. I survey a few ways of dealing with this objection and show the costs of each. I then present an argument for incompatibilism that is immune to the objection and that enjoys other advantages.     

Self-Test on Competitive Employment for Mentally Retarded Persons

Persons with moderate and severe handicaps have had limited access to competitive employment. This article provides current information on the capabilities of retarded persons to perform competitively and on opportunities for them to acquire jobs. A 10-item, true-or-false quiz is provided with answers so that readers can test their knowledge.     

Object-Relations Theory: A Dialogue with Donald B. Rinsley

Object-relations (O-R) theory expands traditional psychoanalytic thinking beyond psychiatric hospitals and “patients.” This approach focuses on emotional development that leads to normal or disturbed behavior. O-R theory is presented here to acquaint counselors with its basic concepts, its practical applications, and its impact on current psychological thought.     

Role Conflict and Role Ambiguity of Employment Counselors

The relationship of role conflict and role ambiguity to job satisfaction and other variables was examined in a national sample of 506 employment counselors. A survey was mailed to USES counselors in ten states. Regression analysis showed that the 11 personal and organizational variables included in the study accounted for only a small amount of the variance in role conflict or role ambiguity. On the other hand, role conflict and role ambiguity were negatively and significantly related to job satisfaction of the counselors. These stress variables were related positively and significantly to counselors' propensity to leave the agency. Privacy of counseling facilities and time spent in counseling activities were two variables contributing most to explaining variance in role stress. Both related negatively and significantly to role conflict and role ambiguity.     

AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six-month time-lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.