Gender Ideology and Social Transformation: Using Mixed Methods to Explore Processes of Ideological Change and the Promotion of Women’s Human Rights in Tanzania

Despite growing international interest in policies and practices to enhance women’s status and well-being in the Global South, ideological constraints to structural transformation and increasing opportunities available to women are widespread. There is thus considerable need to examine how ideological processes surrounding women’s status and value can be challenged. In the current study we used mixed method analyses to examine a process of deideologization—the contestation and transformation of traditional ideology—among a group of Maasai women in northern Tanzania. First, thematic analysis was used to analyze qualitative interviews conducted with 16 Maasai women. Themes involving traditional ideology, the value of popular education, and components of a deideologization process were identified and assessed. Second, quantitative structural equation modeling was used to test a process model connecting women’s participation in popular education classes to increased political efficacy, decreased discomfort speaking at community meetings, and, in turn, deceased patriarchal beliefs about women. Overall, findings provided evidence for an iterative deideologization process catalyzed by popular education that led to improvements in women’s lives. The importance of promoting processes of deideologization via locally driven efforts to improve the status and well-being of women are discussed.     

Happiness from Ancient Indian Perspective: Hitopadeśa

People who seek happiness intentionally often do not get it. That is, as per the paradox of happiness, in order to be happy one should forget about it (Martin in J Happiness Stud 9(2):171–184, 2008) and try to make others happy. Given that, the purpose of present article is to suggest a six-stage people-centric (rather than self-centric) theoretical model of happiness (sukha), which is constructed using a framework based on one of the eminent ancient Indian texts—Hitopade?a. The ancient yet novel model describes a balanced path to happiness. The propounded model indicates “knowledge” (vidyā) as a foremost antecedent of happiness. The model propounded not only offers insights on achieving integrated well-being and happiness in a moral and philanthropic way, but also extends complex constructs and perspectives in the realm of happiness studies and psychology, which could subsequently promote further research. Furthermore, the proposed model seems to corroborate some of the modern well-being theories.     

Feminist Organizing in Rural Nicaragua: Assessing a Psychosocial Process to Promote Empowered Solidarity

This study examines a psychosocial process linking women's involvement in a grassroots women's organization with skills and experiences to promote empowered solidarity. Empowered solidarity is described as a process of increasing the sense of connection and capacity to create social transformation among a group of people united by interest in addressing a social issue. Data collected and analyzed for this research were 298 quantitative surveys conducted with two groups of women living in rural Nicaragua. One group of women were members of a grassroots feminist organization, and the other group lived in nearby communities where the organization did not offer programs. Findings document higher levels of leadership skills and sense of community, and lower levels of powerlessness among members of the organization. Additionally, tests of a process model using structural equation modeling provides support for a model that links involvement in the organization to women's increased interest in, capacity and experience in working to support women, broadly. Overall findings from this research are valuable to both community psychologists and groups seeking to enhance social justice and uphold feminist values of equity and community well‐being.     

Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.     

Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure

This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job attitudes and behaviours, it is proposed here that attitudes and behaviours also affect the psychological contract that the employee has with the organization. Moreover, it is proposed that because reciprocity norms are more important among shortly tenured employees, mutual relationships between psychological contracts and work engagement and turnover intention were stronger for employees with lower organizational tenure. Longitudinal data were collected among 240 employees and proposed models were evaluated with structural equation modelling. The results show that indeed psychological contract fulfilment was longitudinally related to higher work engagement and lower turnover intentions, but only for employees with low tenure. Moreover, stability in work engagement, turnover intention, and psychological contract over time was higher for those with high tenure, whereas the relations between turnover intention and the psychological contract were stronger for those with low organizational tenure. These findings demonstrate that psychological contracts are reciprocally interrelated with work outcomes, and that such relations are stronger for those with low tenure.     

A Qualitative Investigation of Gang Presence and Sexual Harassment in a Middle School

Our goal with this qualitative case study was to explore the relationship between gang membership/presence of gangs in a middle school on the experiences of sexual harassment from the perspectives of both bullies and victims. This study sought to explore the characteristics of sexual harassment taking place in one middle school with a gang presence, the relationship of gang membership/presence to the types of sexual harassment experienced or witnessed, and student perceptions of the influence of gangs on sexual harassment. Thompson Middle School enrolls approximately 440 students. The surrounding community has more than 20 gangs with 2000 known gang members. Data were collected from 10 student interviews and unstructured observations from researcher field notes to capture experiences from one middle school. Analysis was performed using a modified van Kaam approach. Resulting themes centered on what students knew about sexual harassment, the types of sexual harassment they witnessed at their school, and reasons why they thought sexual harassment was occurring with such frequency. Sexual harassment appears to be heightened when there is a gang presence and visible gang activity. Incidents appear to happen more in the ‘open’ rather than hidden. The pressure to give into sexual advances by gang members appears to be especially heightened for girls. The types of sexual harassment acts described by the students as highly invasive with many classified as same-sex acts as initiated by the gang members. Sexual harassment prevention programs in schools with a gang presence need to incorporate discussions related to gang influence.     

Neoliberal ideology in work and organizational psychology

This paper explores the role of neoliberal ideology in workplace practices and in work and organizational psychology (WOP) research. It analyses how neoliberal ideology manifests in these two domains by using a prominent framework from the field of political theory to understand ideology through three different logics: political, social and fantasmatic logics. We explore the main neoliberal assumptions underlying existing practices in the workplace as well as in WOP research, how individuals are gripped by such practices, and how the status quo is maintained. The paper analyses how individuals in the contemporary workplace are henceforth influenced by neoliberalism, and how this is reflected in the practices and dominant paradigms within WOP. In particular, we focus on three ways neoliberalism affects workplaces and individual experiences of the workplace: through instrumentality, individualism and competition. The paper finishes with practical recommendations for researchers and practitioners alike on how to devote more attention to the, often implicit, role of neoliberal ideology in their work and research. The discussion elaborates on how alternative paradigms in the workplace can be developed which address the downsides of neoliberalism.     

Ideology in work and organizational psychology: the responsibility of the researcher

This is a rejoinder to the commentaries on our paper on neoliberalism in work and organizational psychology. In this rejoinder, we provide a summarized response to the commentaries, thereby highlighting three main points: (1) when, where and how does neoliberalism manifest in society and our work as Work and Organizational Psychologists, (2) what is our duty as work and organizational psychologists towards society and our own work, and (3) what do we recommend on the basis of the exchange with the commentators on our paper?