Personality,Personal Values and Growth in Military Special Unit Patrol Teams Operating in a Polar Environment

This longitudinal study assessed personality traits, personal values and personal growth of six two-man Danish military Sirius Patrol teams. The NEO Personality Inventory-Revised (NEO PI-R) findings indicated a psychologically adapted group, consistent with the elevation on the Triarchic Psychopathy Measure (TriPM) Boldness factor. Self-direction, Universalism, and Stimulation were the highest rated and stable values on the Portrait Values Questionnaire (PVQ); the Power value showed a significant linear increase over time. The Posttraumatic Growth Inventory (PTGI) findings indicated perceptions of considerable growth through participating in the Sirius Patrol. Assessment of the combination of personality traits and value hierarchies of other military groups in relation to types of operations engaged in is considered.     

Outcome-Desirability Bias in Resource Management Problems

Sequences of numbers representing prior resource size were presented to participants in a common-pool resource dilemma. The numbers were sampled from uniform probability distributions with either a low variance (low resource uncertainty) or a high variance (high resource uncertainty). Presentations were both sequential and simultaneous. Three groups of 16 undergraduates either estimated the size of the resource when it did not represent value to them; requested an amount from the resource, identified with a sum of money, when the outcome of the requests only depended on resource size; or requested from the resource (sum of money) when the outcome of the requests depended on both resource size and how much others in a group requested. In support of an individual outcome-desirability bias due to selective recall of the number sequences, after sequential presentation larger requests were observed when resource uncertainty was high than when it was low. No effects of resource uncertainty or presentation were found on the estimates of resource size. Whether or not the outcome of the requests depended on others' requests made little difference.     

Bullying at work: Epidemiological findings in public and private organizations

Abstract

The aim of the study was to investigate the prevalence of bullying and harassment at work, to identify risk groups and risk organizations, and to investigate who the victims report to be their tormentors. Bullying and harassment are defined as situations where a worker or a supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts. However, to be a victim of such bullying one must also feel inferiority in defending oneself in the actual situation. Data from 14 different Norwegian surveys (N = 7986) are presented, encompassing a broad array of organizations and professions. The results show that bullying and harassment at work are widespread problems in Norwegian working life. As many as 8.6% of the respondents had been bullied at work during the previous six months. Organizations with many employees, male-dominated organizations, and industrial organizations had the highest prevalence of victimization. Older workers had a higher risk of victimization than younger workers. Even if men and women do not differ in prevalence of bullying, significantly more men were reported as bullies. Victims reported superiors as bullies as often as they reported colleagues as their tormentor(s).     

Perceived training intensity and work effort: The moderating role of perceived supervisor support

This study explored the relationships between perceived training intensity, perceived supervisor support, and work effort. The results from a cross-lagged study across a 10-month time span among 323 employees at a Norwegian power supply company revealed a nonsignificant relationship between perceived training intensity and self-reported work effort. Moderation analyses revealed a negative relationship for employees reporting low levels of perceived supervisor support. These findings suggest that line managers are of vital importance for maintaining employees’ work efforts in settings where competence-related stress is prevalent. Among several potential implications for practice, we encourage managers to engage in supportive behaviour, particularly under stressful working conditions.     

Attachment,religiousness, and distress among the religious and spiritual: links between religious syncretism and compensation

Using the Adult Attachment Interview, we explored differences in attachment, distress, and religiousness among groups of traditionally religious, New Age spiritual, and religiously syncretistic (high on both) participants (Ps) (N?=?75). Religiously syncretistic Ps showed a preponderance of insecure attachment and were raised by non-religious parents, who were estimated as relatively insensitive. Moreover, religiously syncretistic Ps perceived a personal relationship with God and had experienced increased religiousness/spirituality during difficult life periods, but did not suffer elevated distress. New Agers often mirrored the religiously syncretistic, but had a more even secure–insecure attachment distribution, typically did not perceive a personal relationship with God, and did suffer elevated distress. Traditionally religious Ps were low on distress and raised by religious parents, estimated as relatively sensitive. We conclude that religious syncretism may often express religion/spirituality as compensation. Finally, we speculate that a perceived relationship with God may attenuate distress among those at risk.     

Silence and survival: Working with strategies of denial in families of traumatized pre-school children

Silence and denial about previous traumatic experiences are common features in families exposed to organized violence. Mutual protection between family members, and especially between parents and children, is seen as the fundament for the silencing of traumatic experiences. This strategy is suggested to have adaptive advantages in dangerous situations in general, where it serves the function of saving the child's internal representations of his/her parents as secure bases. If, however, the dangerous situation escalates and a psychic trauma cannot be avoided, the strategy of mutual silence concerning the event(s) becomes an obstacle for giving traumatized children parental support and professional treatment. It is argued that clinicians need to take seriously the strong reasons families have for upholding their strategy of denial, if they want to help traumatized families to a better functioning. A case presentation is made to illustrate how it is possible to use refugee children's re-enacting play as a source of information about past traumatic events in order to change destructive post-traumatic family dynamics and improve parental support to the child.     

Neutrality,tenderness and the analyst's subjectivity

Addressing the rôle of the analyst in the psychoanalytic relationship, the author takes issue with the emphasis on acknowledging the analyst's subjectivity and the critique of concepts like neutrality and abstinence as these issues are presented in the relational tradition. He advocates a better articulation and emphasis of these concepts in the service of understanding the impact of the analyst's subjectivity, and demonstrates how the mere loosening up of analytic neutrality and abstinence and an acceptance of the analyst's self-disclosure make transference analysis more difficult to handle. Such an attitude also increases the risk for ethically dubious conduct, since there is a close link between clinical methods and ethical standards in psychoanalysis. In conclusion, the author points to the importance of the analyst's continuous self-reflection and countertransference analysis.     

The Emergence of Logical Formalization in the Philosophy of Religion: Genesis,Crisis, and Rehabilitation

The paper offers a historical survey of the emergence of logical formalization in twentieth-century analytically oriented philosophy of religion. This development is taken to have passed through three main ‘stages’: a pioneering stage in the late nineteenth and early twentieth centuries (led by Frege and Russell), a stage of crisis in the 1920s and early 1930s (occasioned by Wittgenstein, logical positivists such as Carnap, and neo-Thomists such as Maritain), and a stage of rehabilitation in the 1930s, 1940s, and 1950s (led by the Cracow Circle and Quine).     

A Goal‐Activation Framework of True and False Intentions

We propose a novel cognitive framework to distinguish between statements of true and false intent based on research on goal‐directed behaviour. A true intention comes with a commitment to carry out the stated intention. This commitment activates the behavioural goal of a true intention. In contrast, a false intention does not come with a commitment to carry out the stated intention. Hence, the behavioural goal of a stated false intention should be inactive. Active goals have profound and predictable influences on human behaviour. For instance, active goals influence planning, future thought and evaluations. Such influences are functional—they aid in goal attainment. Insofar as true intentions activate goals, but false intentions do not, the expected influences of active goals should be weaker or non‐existent for those stating a false intention. The framework parsimoniously accounts for previous intention‐focused deception studies while generating new directions for future research.Copyright © 2017 John Wiley & Sons, Ltd.