Systematic Review of the Impact of Suicides and Other Critical Incidents on Railway Personnel

The review summarizes current scientific knowledge on the effects of railway critical incidents on railway workers and the associated risk and protective factors. Diagnosable traumatic reactions sometimes occur after a serious incident. However, the most frequent effects are long‐term impairments that do not meet diagnostic criteria but can still profoundly affect people's lives. Risk factors that can increase the negative effects of incidents include characteristics of the employee, coping mechanisms, the type of incident, and the support and care received. Prevention and intervention programs should consider the diversity of reactions to develop relevant support programs.     

Postdeployment Suicide Risk Increases Over a 6‐month Period: Predictors of Increased Risk among Midwestern Army National Guard Soldiers

National Guard (NG) soldiers returning from deployments in Iraq and Afghanistan were surveyed at 6 and 12 months following their return (N = 970). The overall prevalence of suicide risk at 6 and 12 months following their return was assessed, as were changes in suicide risk among soldiers initially at high or low risk. Factors associated with changes in risk were assessed. The percentage of NG soldiers with high suicide risk increased from 6.8% at 6 months to 9.2% at 12 months (odds ratio = 1.7, p = .02). In the 882 soldiers initially at low risk, 5.9% (52/882) became high risk at 12 months; in the 64 soldiers initially at high risk, 46.9% (30/64) became low risk at 12 months. Initial levels of depressive symptoms were predictive of changing to high risk; this association appeared to be partially explained by soldier reports of increased search in the meaning in life and higher levels of perceived stress. Because suicide risk increases over the first 12 months, continued risk assessments during this time period should be considered. Supporting soldiers to find meaning in their life after deployment and enhancing their capacity to cope with perceived stress may help prevent increases in suicide risk over time.     

Refugees in the media: Exploring a vicious cycle of frustrated psychological needs,selective exposure,and hostile intergroup attitudes

Two research objectives underlay the present research. First, we tested how frustrated psychological needs caused by the refugee-influx influence the endorsement and selection of refugee-relevant information. Second, we tested how information selection processes contribute to the development of exclusionary attitudes that counteract the integration of refugees into host countries. In a laboratory study (n = 181), frustrated psychological needs decreased participants’ endorsement of a refugee-friendly essay (vs. a control essay). Additionally, frustrated needs led to a biased selection of refugee-hostile over refugee-friendly information and such selection biases, in turn, predicted higher levels of ingroup defense and prejudice toward refugees. The findings imply that host societies’ receptiveness to refugees is influenced by the maintenance of basic psychological needs.     

Do your Dark Side Traits Fit? Dysfunctional Personalities in Different Work Sectors

This study investigates differences in “dark side” traits between those in the public and private sectors, as well as between managers in three distinct industries. In all, 5,693 British adults were tested, roughly half of whom clearly worked in public sector jobs and half in the private sector. We also tested three groups of people (total 1,102) working in very different sectors: finance, insurance, and emergency services. They all completed the Hogan Development Survey (HDS; Hogan & Hogan, 1997), which is a measure of dysfunctional personality styles or potential management derailers. It has 11 dimensions and three higher order factors. Multivariate and univariate analyses of co‐variance (controlling for sex, age, and social desirability) and logistic regressions showed many significant differences, with private sector employees scoring higher on the factor Moving Against/Cluster B and lower on the factor Moving Away/Cluster A. The analysis of the three groups showed that those in the emergency services differed on most traits while Finance and Insurance industry personnel were very similar.