Revisiting the association of aggression and suicidal behavior in schizophrenic inpatients

Our study investigated the association of aggression and suicidal behavior in schizophrenic inpatients. Eight thousand nine hundred one admissions for schizophrenia (1998-2007) to a psychiatric university hospital were included. Schizophrenic suicides (n = 7)/suicide attempters (n = 40) were compared to suicides (n = 30)/suicide attempters (n = 186) with other diagnoses and to schizophrenic non-attempters regarding aggression. Logistic regression analysis was performed to explore risk factors for attempted suicide. Schizophrenic suicides/suicide attempters did not differ from other suicides/suicide attempters or from schizophrenic non-attempters with regard to aggression. Risk of inpatient suicide attempt was increased for patients with attempted suicide at admission, high school graduation, and disorganized subtype. Aggression could not be found to be a predictor of attempted suicide. Aggression seems to have a minor role for suicidal behavior in schizophrenia.     

Navigating Public Prejudices: The Impact of Media and Attitudes on High-Profile Female Political Leaders

Predictions from the stereotype content model (SCM; Fiske et al. 2002) that suggest high-status career women are perceived as competent but cold were tested with a sample of college students in California (N?=?294; 51% female; M age?=?21.49). Participants completed measures of sexism and attitude extremity, read a positive or negative article about a female senator, and rated her warmth and competence. Results indicate positive media coverage counteracts the competent but cold prediction of the SCM. In the context of negative media, extreme hostile sexism predicted evaluations of low warmth and competence; however, males with less extreme sexist attitudes had greater warmth and competence evaluations. Results are discussed in relation to the SCM and worldview confirmation hypothesis.     

Collective school-type identity: predicting students' motivation beyond academic self-concept

In Germany, according to their prior achievement students are tracked into different types of secondary school that provide profoundly different options for their future educational careers. In this paper we suggest that as a result, school tracks clearly differ in their social status or reputation. This should translate into different collective school‐type identities for their students, irrespective of the students’ personal academic self‐concepts. We examine the extent to which collective school‐type identity systematically varies as a function of the school track students are enrolled in, and the extent to which students’ collective school‐type identity makes a unique contribution beyond academic self‐concept and school track in predicting scholastic motivation. In two cross‐sectional studies a measure of collective school‐type identity is established and applied to explain motivational differences between two school tracks in Berlin. In Study 1 (N = 39 students) the content of the collective school‐type identity is explored by means of an open format questionnaire. Based on these findings a structured instrument (semantic differential) to measure collective school‐type identity is developed. In Study 2 (N = 1278 students) the assumed structure with four subscales (Stereotype Achievement, Stereotype Motivation, Stereotype Social, and Compensation) is proved with confirmatory factor analysis. This measure is used to compare the collective school‐type identity across school tracks and predict motivational outcomes. Results show large differences in collective school‐type identity between students of different school tracks. Furthermore, these differences can explain motivational differences between school tracks. Collective school‐type identity has incremental predictive power for scholastic motivation, over and above the effects of academic self‐concept and school track.     

Predictors of relationship adjustment among couples coping with a high risk of developing breast/ovarian cancer

This study investigated the association between supportive and collaborative processes and dyadic adjustment in 94 women at increased risk of breast/ovarian cancer and their partners. Participants were recruited through two familial cancer clinics. They completed mailed, self-report questionnaires that included measures of psychological distress, dyadic adjustment (consensus, cohesion and satisfaction) and couple predictor variables (perceived support and team approach). Most couples reported average-to-high levels of consensus, cohesion and satisfaction, with a small proportion of couples (6.4%) reporting scores that reached clinically significant levels of dyadic distress. Greater perceived support was associated with better dyadic consensus and satisfaction, and dyadic cohesion and satisfaction were higher among couples who reported greater use of a team approach. General distress did not moderate the association between dyadic coping and relationship quality. There were no significant relationships between intra-couple congruence on support or team approach, and dyadic adjustment. Most couples had a functional relationship in the face of the current health stressor, although a subgroup may be at elevated risk of negative psychological consequences, including further relationship strain. The results highlight that dyadic coping strategies are important factors involved in the quality of couples' relationship following genetic counselling for breast/ovarian cancer risk.     

Different recognition cues reveal the decision rules used for egg rejection by hosts of a variably mimetic avian brood parasite

Brood parasitism imposes several fitness costs on the host species. To reduce these costs, hosts of avian brood parasites have evolved various defenses, of which egg rejection is the most prevalent. In the face of variable host-parasite mimicry and the costs of egg discrimination itself, many hosts reject only some foreign eggs. Here, we experimentally varied the recognition cues to study the underlying cognitive mechanisms used by the Chalk-browed Mockingbird (Mimus saturninus) to reject the white immaculate eggs laid by the parasitic Shiny Cowbird (Molothrus bonariensis). Immaculate eggs are the only parasite eggs rejected by this host, as it accepts all polymorphic, spotted eggs laid by cowbirds. Using a within-breeding pair experimental design, we tested for the salience of spotting, UV reflectance, and brightness in eliciting rejection. We found that the presence of spotting significantly decreased the probability of rejection while increments in brightness significantly increased rejection frequencies. The cognitive rules underlying mockingbird rejection behavior can be explained by a decision-making model which predicts changes in the levels of rejection in direct relation to the number of relevant attributes shared between host and parasite eggs.     

Remember the Children,Honey! Spouses' Gender-Role Attitudes and Working Mothers' Work-to-Family Conflict

Work-to-family conflict (WFC) is a pressing issue for many working parents, in particular for working mothers, and hence, understanding the factors that contribute to WFC is important. We examined gender-role attitudes as antecedents of working mothers' WFC, focusing on both working mothers' own and their husbands' gender-role attitudes. Building on cognitive dissonance theory and crossover research, we assumed that working mothers who hold more traditional gender-role attitudes or who live with a husband who holds more traditional gender-role attitudes experience more WFC. Additionally, we assumed that the strength of these effects further depends on mothers' workload and the age of their children. We tested our hypotheses with several waves of recent data of 222 dual-earner couples, drawn from a representative sample of the Swiss Household Panel. Results showed that working mothers experienced more WFC if they held more traditional gender-role attitudes, but only if they had a high workload. Working mothers also experienced more WFC if their husbands held more traditional gender-role attitudes, however, independently of mothers' workload or age of the children. These results suggest that both spouses' gender-role attitudes influence working mothers' WFC, albeit in somewhat different ways.© 2018 International Association of Applied Psychology.     

Employee voice at work: the role of employees’ gender,self-efficacy beliefs,and leadership

ABSTRACT

Building on social role theory, we investigated the association between gender and employee voice (employees’ speaking up in a challenging but constructive way about work-related issues) in a typically male-dominated sector. In two field studies in the logistics context, we tested how and when gender is related to employee voice. In Study 1 (N = 132), we examined whether the gender-voice association is mediated by general self-efficacy beliefs. In Study 2 (N = 99), we replicated the indirect effect of gender on employee voice via general self-efficacy beliefs and investigated whether this indirect effect is contingent on supportive leadership. Using path analytical procedures, we found a significant indirect effect moderated by supportive leadership: At low and medium levels of supportive leadership, women reported less self-efficacy than men, which in turn resulted in less voice. At high levels of supportive leadership, the indirect effect was nonsignificant. Our studies contribute to research on the mechanisms and boundary conditions of gender’s influence in the employee voice process and have practical implications for leaders in male-dominated working contexts who want to encourage their female employees to speak up about work-related issues.