When the Going Gets Tough, Do the Tough Ask for Help? Help Seeking and Power Motivation in Organizations

Individuals do not seek help, even when help is needed and available, because help seeking implies incompetence and dependence, and therefore is related to powerlessness. It was hypothesized that gender, status, and organizational norms affect the importance of maintaining and accruing power, which in turn affect help seeking behaviors. A laboratory and a field study showed that there was more help seeking between equal-status than unequal-status individuals. Further, both studies revealed that males sought more help in collective than individualistic organizational norms, though the trend was not apparent for females. These results shed light on the psychological mechanisms underlying help seeking behaviors and have practical implications for developing steps to foster help seeking in organizations.     

A Müller-Lyer-type illusion of egocentric distance with 3D convex and concave objects

An illusion of egocentric distance with concave and convex objects at a distance of 135 cm is reported. When the centre of a concave object was viewed with both eyes its surface appeared nearer than the centre of the surface of a convex object at the same distance. The distortion was about two per cent of the viewing distance with right-angle objects and about five per cent with hemicylindrical objects. The distortion was slightly reduced when size cues for distance were attached to the surfaces of the objects, absent with monocular viewing, greater with convex than with concave objects, and occurred with the generally convex surface of a model human face. Possible explanations of the findings are discussed.     

Comparative study of the cognitive performance of Greek Australian and Greek national elderly: Implications for neuropsychological practice

In the area of dementia diagnosis and assessment of cognitive functioning of elderly culturally and linguistically diverse individuals (CALDI) little is known about cognitive test performance differences between migrants and peers from their country of origin. This study investigated whether community dwelling elderly Greek Australian (GA) performance on tests of cognition was comparable to that of elderly Greek national ‘normal’ individuals without a diagnosis of dementia (Gn). Based on available cross‐cultural literature it was hypothesised that GA would obtain lower scores on the Cambridge Cognitive Examination of the Elderly and the Mini‐Mental Status Examination compared to Gn due to issues relating to the migrant experience such as acculturation, reduced language fluency and proficiency. The results of the current study supported the hypothesis arguing for caution when interpreting CALDI performance on tests that have not been normed in that particular group because there may be a greater risk of false‐positive diagnoses.     

Principles of Systematic Theology

The Holy Trinity is the ontological principle of Christian systematic theology. Its external or objective cognitive principle is the divine Word, by which, through the prophets and apostles and with the illumination of the Spirit, God's incommunicable self-knowledge is accommodated to the saints. The internal or subjective cognitive principle is the redeemed intelligence of the saints. Systematic theology is thus ectypal knowledge (derived from God's disclosure of his archetypal self-knowledge), and a subaltern or subordinate science. Its matter is twofold: God, and all things in God. Accordingly, it is best arranged as a treatment of God in himself, followed by a treatment of the outer works of God, with a theology of the divine missions as the hinge between the two. This arrangement offers a synthetic and conceptual transposition of the primary language of Scripture.     

SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES

Although theoretical perspectives suggest self-esteem level (i.e., high/low) should have main and moderating effects on job performance, empirical and narrative reviews of the literature suggest such effects are either nonexistent or highly variable. To account for these mixed findings, we hypothesized that self-esteem level should only have main and moderating effects on job performance when one's self-esteem is not contingent upon workplace performance. Using multisource ratings across 2 samples of working adults, we found that the importance of performance to self-esteem (IPSE) moderated the effect of self-esteem level on job performance and moderated the buffering interaction between self-esteem level and role conflict in the prediction of job performance. Our results thus support IPSE as an important moderator of both main and moderating effects of self-esteem level.