“A Different Starting Point,a Different Metaphysics”: Reading Bergson and Barad Diffractively

This article provides an affirmative feminist reading of the philosophy of Henri Bergson by reading it through the work of Karen Barad. Adopting such a diffractive reading strategy enables feminist philosophy to move beyond discarding Bergson for his apparent phallocentrism. Feminist philosophy finds itself double bound when it critiques a philosophy for being phallocentric, because the setup of a master narrative comes into being with the critique. By negating a gender‐blind or sexist philosophy, feminist philosophy only reaffirms its parameters, and setting up a master narrative costs feminist philosophy its feminism. I thus propose and practice a different methodological starting point, one that capitalizes on “diffraction.” This article experiments with the affirmative phase in feminist philosophy prophesied by Elizabeth Grosz, among others. Working along the lines of the diffractive method, the article at the same time proposes a new reading of Bergson (as well as of Barad), a new, different metaphysics indeed, which can be specified as onto‐epistemological or “new materialist.”     

Second‐Generation Leader Categorization Research: How Subordinates' Self‐ and Typical Leader Perceptions Moderate Leader Categorization Effects

Leader categorization theory proposes that the more leaders match their subordinates' cognitive image (prototype) of an ideal leader the easier it is for subordinates to “categorize” them as leaders and consequently follow their leadership. Based on self‐concept research, we extend this perspective and argue that the relationship assumed in leader categorization theory should be stronger when subordinates perceive themselves to represent the ideal leader prototype. Further, this moderating effect should be stronger when subordinates perceive the ideal leader prototype to not only be an abstract ideal category, but one that is generally also met in reality; i.e., when it is met by typical leaders. Findings of a cross‐sectional study with employees in Germany (N = 297) support both predictions.     

Intercultural Effectiveness,Authoritarianism, and Ethnic Prejudice

This study examined the extent to which intercultural effectiveness dimensions (cultural empathy, open‐mindedness, social initiative, emotional stability, flexibility) and right‐wing authoritarianism (RWA) predicted the ethnic prejudice of 166 Australian respondents toward Indigenous Australians. Intercultural effectiveness was assessed on the Multicultural Personality Questionnaire, and RWA was assessed on the RWA scale, whereas ethnic prejudice was measured on the Modern Racism Scale. The results revealed that intercultural effectiveness (open‐mindedness, flexibility, cultural empathy) was inversely related to ethnic prejudice, with open‐mindedness being the main predictor. Intercultural effectiveness was also inversely related to RWA, the latter being directly related to ethnic prejudice. The implications of these findings for the potential role of intercultural effectiveness in combating ethnic prejudice are discussed.     

Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job‐related outcomes for both groups, but particularly for minority members.     

Self-Presentation and Exercise

Preliminary research indicates that self-presentation may be an important antecedent and consequence of physical activity because it may affect people's exercise cognitions, attitudes, and behaviors. The specific purposes of this article were to review the literature on self-presentational processes with regard to (a) exercise behavior, (b) motivation to engage in physical activity, (c) the characteristics of the exercise environment, (d) subjective responses to acute exercise, and (e) the effects of exercise interventions on self-presentational concerns. Implications of a self-presentational perspective for examining exercise adherence and developing physical activity interventions are discussed.     

Knock,knock, anybody home? Psychological availability as link between work and relationship

This research investigated how negative and positive residuals of the workday spill over into the partner relationship. To unravel the mechanism of this spillover, this study introduces the concept of “psychological availability,” which refers to the individual's ability and motivation to direct psychological resources at the partner. A survey was conducted among 313 Dutch dual‐earner couples with children, using dyadic data analysis to analyze both partners simultaneously in 1 model. Psychological availability mediated the link between negative and positive work‐related residuals (i.e., work‐related negative mood, exhaustion, rumination and work‐related positive mood and vigor, respectively) and marital behavior. The findings suggest that partners' workday residuals spill over into the marital relationship through being more or less psychologically available for each other.     

Shifting toward cooperative tendencies and forgiveness: How partner‐focused prayer transforms motivation

Several studies tested whether partner‐focused prayer shifts individuals toward cooperative tendencies and forgiveness. In Studies 1 and 2, participants who prayed more frequently for their partner were rated by objective coders as less vengeful. Study 3 showed that, compared to partners of targets in the positive partner thought condition, the romantic partners of targets assigned to pray reported a positive change in their partner's forgiveness. In Study 4, participants who prayed following a partner's “hurtful behavior” were more cooperative with their partners in a mixed‐motive game compared to participants who engaged in positive thoughts about their partner. In Study 5, participants who prayed for a close relationship partner reported higher levels of cooperative tendencies and forgiveness.