Perceived mother‐infant relationship difficulties in postnatal depression

Postnatal depression has been associated with mother–infant relationship difficulties, but there has been less research in clinical populations. This study aims to identify characteristics of reported mother–infant relationship difficulties in mothers with postnatal depression who had been referred to a tertiary Mother and Baby Service. Forty‐one mothers with postnatal depression completed self‐report and interview measures with regards to their mental state, social adversity, and perceptions on their relationship with their infants. Almost one‐third of mothers (31.7%) reported severe difficulties, including rejection of the infant and maternal pathological anger. A low birth weight and maternal dissatisfaction towards their social role were found to be significantly related to perceived mother–infant interaction difficulties. Self‐reports correlated satisfactorily with interview schedules. A significant proportion of mothers reported difficulties in relating to their infants which can be reliably identified by means of the self‐report measures used. Copyright © 2004 John Wiley & Sons, Ltd.     

The Interplay of Low Identification,Psychological Detachment,and Cynicism for Predicting Counterproductive Work Behaviour

Prior research suggests that psychological detachment buffers the detrimental effects of negative work events and stressors on employees’ subsequent performance and well-being. This, however, assumes that employees are motivated to reengage in their work following detachment, which may not always be true. Our paper examines the potential dark side of psychological detachment by exploring its moderating effects on the relationship of low organisational identification with counterproductive work behaviour (CWB) via cynicism toward work. Based on self-discrepancy theory, we argue that detachment strengthens the link from low identification to cynicism because it reinforces the psychological distance of lowly identified employees with the organisation and provides them with additional resources to more deeply reflect on their mismatch with their organisation, thus generating stronger feelings of doubt and distrust that characterise cynicism. We also hypothesise that detachment strengthens the relation from cynicism to CWB, because detachment reinforces personal separation from work in cynical employees and because cynical employees may leverage their replenished resources to fuel deviant acts. Multi-wave data collected from two field samples support our hypotheses. We discuss the implications of our study and propose future research directions.     

What Factors Determine Disclosure of Suicide Ideation in Adults 60 and Older to a Treatment Provider?

Correlates of patient disclosure of suicide ideation to a primary care or mental health provider were identified. Secondary analyses of IMPACT trial data were conducted. Of the 107 patients 60 years of age or older who endorsed thoughts of ending their life at least “a little bit” during the past month, 53 indicated they had disclosed these thoughts to a mental health or primary care provider during this period. Multiple logistic regression was used to identify predictors of disclosure to a provider. Significant predictors included poorer quality of life and prior mental health specialty treatment. Among participants endorsing thoughts of suicide, the likelihood of disclosing these thoughts to a provider was 2.96 times higher if they had a prior history of mental health specialty treatment and 1.56 times higher for every one‐unit decrease in quality of life. Variation in disclosure of thoughts of suicide to a mental health or primary care provider depends, in part, on patient characteristics. Although the provision of evidence‐based suicide risk assessment and guidelines could minimize unwanted variation and enhance disclosure, efforts to routinize the process of suicide risk assessment should also consider effective ways to lessen potential unintended consequences.     

Drive and Direction: Empathy with Intended Targets Moderates the Proactive Personality–Job Performance Relationship via Work Engagement

Proactive employees are self-starting and driven. Thus, they typically exhibit high levels of work engagement. While work engagement reflects the degree to which employees are attentive and absorbed when performing their work tasks, it does not guarantee effective job performance unless their actions are strategic. We draw on Grant and Ashford’s (2008) proactivity framework to develop a drive and direction contingency model that expands our understanding of how and when proactive personality predicts job performance via work engagement. We argue that employee’s drive (represented by the positive relation of proactive personality with work engagement) predicts job performance only when the employee also has high (vs. low) empathy with their intended targets, such as customers. Empathy with intended targets allows employees to understand and feel their targets’ concerns and feelings, thus providing a direction that guides their work engagement to address their targets’ interests and predict job performance. Results from a multiple-source (employees, supervisors, and organizational records) lagged (T1–T2) field study and a lab experiment support our model. We discuss the implications, limitations, and future directions of our findings.     

释“童牛之牿”

“童牛之牿”中的“童牛”为小牛,“牿”为拴小牛时系在牛脸边带有小木板的拴牛之具,引申为拴.“童牛之牿”意思为把小牛拴起来,这表明小牛在逐渐长大.这一解释更符合大畜卦的卦义,也可以在河南汤阴及其周围地区得到实物验证.