Narcissistic Measures of Lutheran Clergy Who Self-Reported Committing Sexual Misconduct

This study sought to determine if narcissism was a factor in Lutheran clergy who self-reported committing sexual misconduct. Sexual misconduct was defined as any activity in which a clergyperson, single or married, engaged in sexual behavior (sexual intercourse, kissing, touching or hugging with sexual intent, use of sexually explicit language) with a parishioner, client, or employee of the church (Francis & Turner, 1995). The results indicated that clergy who self-reported having committed sexual misconduct and had high levels of narcissism were not significantly different from those clergy who self-reported not having committed sexual misconduct. Demographic and related findings are also discussed. Former Lutheran minister and is currently an Assistant Professor of education atAssociate Professor of professional counseling in the Division of Professional Psychology at the     

A computational and perceptual account of motion lines

To indicate motion in a static drawing, artists often include lines trailing a moving object. The use of these motion lines is notable because they do not seem to be related to anything in the optic array. The dynamic behavior of a neural-network model for contour detection is analyzed and it is shown that it generates trails of oriented responses behind moving stimuli. The properties of the oriented response trails are shown to correspond to motion lines. The model generates trails of different orientations depending on the speed and length of the movement, and thereby predicts different uses of two types of motion lines. The model further predicts that motion lines should bias real motion in some situations. An experiment relating motion lines to ambiguous motion percepts demonstrates that motion lines contribute to motion percepts.     

The retrieval of abstract and concrete materials as functions of imagery,mediation, and mnemonic aids

Department of Educational Psychology, The Pennsylvania State University, University Park, Pennsylvania 16802 This study is a report of an investigation of the interaction between imagery ability and processes employed for facilitating recall. The tasks were assumed to involve contrasting processes through the use of imaginal or verbal mediators and concrete or abstract jingles (mnemonic aids) in memorizing two concrete and two abstract lists of 10 words in each list. The dependent variables were latencies in arriving at an association, number of errors and omissions on immediate recall, and number of errors and omissions on delayed recall. The main effects of imagery ability, favoring high imagers, and of kind of lists favoring concrete lists were significant. In delayed recall there was a significant interaction of mnemonic aid and kind of list. Imagery ability interacted with mediators to influence Ss’ recall. The results were discussed as supporting Paivio’s two-stage association model.     

Job-Related Well-Being Through the Great Recession

We study how job-related well-being (measured by Warr’s ‘Enthusiasm’ and ‘Contentment’ scales) altered through the Great Recession, and how this is related to changing job quality. Using nationally representative data for Britain, we find that job-related well-being was stable between 2001 and 2006, but then declined between 2006 and 2012. We report relevant changes in job quality. In modelling the determinants of job-related well-being, we confirm several previously-studied hypotheses and present some new findings: downsizing, work re-organisation, decreased choice, and linking pay to organisational performance each reduce well-being; indicators of skills challenge in jobs have more of a positive association with Enthusiasm than with Contentment, while effort has a more negative association with Contentment than with Enthusiasm. Our estimates are largely orthogonal to the effects of personality traits and demographic controls on well-being. Using a standard decomposition, we find that the 2006–2012 fall in job-related well-being is partly accounted for by accelerations in the pace of workplace change, rising job insecurity, increased effort and changing participation.