The cortisol awakening response in caregivers of schizophrenic offspring shows sensitivity to patient status

Abstract

Taking care of offspring during a prolonged period of time is probably one of the most stressful life experiences for parents. The present study compares the cortisol awakening response (CAR) in 38 long-term caregivers (mothers and fathers of schizophrenic relatives) with a control group of 32 non-caregivers. Factors such as general stress, caregiver burden, patient severity, and institutionalization were studied. Although a blunted CAR was observed in caregivers in comparison with controls, this difference was not significant. Among caregivers, the absence of institutionalization for the patient is associated with a lack of CAR in caregivers in comparison with caregivers of institutionally supported patients. General stress, caregiver burden, and patient severity themselves did not favor significant changes in CAR. CAR shows greater sensitivity to institutional support than patient severity and perceived stress. Further research is needed to explain the impact of these factors on health and the psychological factors involved.     

The law of large numbers in children's diversity-based reasoning

Adults increase the certainty of their inductive inferences by observing more diverse instances. However, most young children fail to do so. The present study tested the hypothesis that children's sensitivity to instance diversity is determined by three variables: ability to discriminate among instances (Discrimination); an intuition that large numbers of instances increase the strength of conclusion (Monotonicity); ability to detect subcategories and evaluate numerical differences between the subcategories, or Extraction. A total of 219 Chinese children aged 6 to 11 were tested for sensitivity to diversity by means of Discrimination, Monotonicity, and Extraction. The results indicated that children at all ages were able to discriminate instances and attend to set size. However, only 9- and 11-year-olds demonstrated Extraction and sensitivity to diversity. Furthermore, among all children diversity scores increased linearly with the level of Extraction. These results suggest that the law of large numbers plays a role in children's diversity-based reasoning.     

Working memory and counterexample retrieval for causal conditionals

The present study is part of recent attempts to specify the characteristics of the counterexample retrieval process during causal conditional reasoning. The study tried to pinpoint whether the retrieval of stored counterexamples (alternative causes and disabling conditions) for a causal conditional is completely automatic in nature or whether the search process also demands executive working memory (WM) resources. In Experiment 1, participants were presented with a counterexample generation task and a measure of WM capacity. We found a positive relation between search efficiency, as measured by the number of generated counterexamples in limited time, and WM capacity. Experiment 2 examined the effects of a secondary WM load on the retrieval performance. As predicted, burdening WM with an attention-demanding secondary task decreased the retrieval efficiency. Both low and high spans were affected by the WM load but load effects were less pronounced for the most strongly associated counterexamples. Findings established that in addition to an automatic search component, the counterexample retrieval draws on WM resources.     

The grim reasoner: Analytical reasoning under mortality salience

The human species enjoys uniquely developed capacities for analytical reasoning and rational decision making, but these capacities come with a price: They make us aware of our inevitable physical death. Drawing on terror management theory and dual-process theories of cognition, we investigate the impact of mortality awareness on analytical reasoning. Two experiments show that experimentally induced thoughts of death impair analytical reasoning performance, just as cognitive load would. When made aware of their own mortality, reasoners allocate their executive resources to the suppression of this disturbing thought, therefore impairing their performance on syllogisms that require analytic thought. This finding has consequences for all aspects of rational thinking that draw on executive resources, and calls for an integrated approach to existential psychology and the psychology of rational thought.     

A job characteristics approach to explain workplace bullying

This article analyses job characteristics as antecedents of workplace bullying, in line with the early Scandinavian research tradition. Research thus far suggests a large variety of possible job related antecedents. Recent review findings and methodological criticism, however, suggests that these findings need to be treated with caution. Warr's Vitamin model is used to summarize relevant job-related antecedents of workplace bullying. All relationships are tested simultaneously in a hierarchical regression analysis, controlling for covariates. A large and heterogeneous sample of Belgian workers is used to test the hypotheses (n = 6175). The results show that task autonomy is not significantly related to bullying. In line with earlier research, role conflicts and role ambiguity are the most important antecedents. Also (lack of) participation in decision making, (lack of) skill utilization, workload, cognitive demands, changes in the job, job insecurity, and (lack of) task-related feedback are found to be directly related to workplace bullying. These findings are discussed in the light of the literature and some suggestions for practice are formulated.     

Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job–Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N ₁ = 261 and N ₂ = 441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice.     

Personality in teams: Its relationship to social cohesion,task cohesion,and team performance

This study continued past research on the relationship between personality composition in teams and social cohesion and team performance (Barrick, Stewart, Neubert, & Mount, 1998). Results from the Barrick et al. sample (N = 50) were compared with data from two new samples, one comprising drilling teams in the US (N = 24), and the other comprising student teams in The Netherlands (N = 25). Furthermore, this study examined the relationship between personality composition and task cohesion, usually considered to be a stronger predictor of team performance than social cohesion. Results partly confirmed the relationships between personality composition, cohesion, and team performance that were found previously. Minimum levels of conscientiousness and agreeableness contributed positively to both task cohesion and team performance. High mean levels of extraversion and emotional stability contributed positively to social cohesion. Some results differed across the three samples, stressing the importance of task characteristics as a factor influencing relationships between team personality, team processes, and team performance. Although significant relationships were found between social cohesion, task cohesion, and performance, cohesion measures did not mediate relationships between personality composition and team performance.     

Keep the fire burning: Reciprocal gains of basic need satisfaction,intrinsic motivation and innovative work behaviour

Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn affects basic need satisfaction as measured the next day (i.e., a reciprocal relationship). The current study used a longitudinal design comprising a 6-day period and relied on multi-source data from 76 students in industrial product design and electronic engineering who participated in an innovation boot camp. In general, results provided support for the mediating role of intrinsic motivation in the relationship between basic need satisfaction and IWB, as well as the reciprocal relationship between basic need satisfaction and IWB.     

Book review

This article suggests that envy is entwined with leadership in a number of complex and potentially problematic ways. It examines how aspects such as skill, power, authority, and prestige that are associated with leadership may evoke the envy of subordinates and colleagues. Envy may also be stirred up in the leader s family, friends, and colleagues outside the organization. Equally, leaders themselves may be prone to feeling envious of subordinates, colleagues, and others who they feel may threaten their position. Based on research using psychoanalytic concepts, it is suggested that because envy is so painful to bear it is often consigned to the unconscious, so that those who are envious are unaware or only partly aware of the extent and nature of their feelings. This can result in the subtle, indirect and often insidious expression of envy which undermines leadership and interferes with the effective running of the organization.     

Team innovation and team effectiveness: The importance of minority dissent and reflexivity

Past research suggests that minority dissent in teams may foster team innovations. It is hypothesized, however, that minority dissent would predict team innovations only when teams have high levels of reflexivity - the tendency to overtly reflect upon the group's objectives, strategies, and processes and adapt them to current or anticipated circumstances. This hypothesis was tested in a field study involving a heterogeneous sample of 32 organizational teams performing complex, ill-defined tasks. Results showed more innovation and greater team effectiveness under high rather than low levels of minority dissent, but only when there was a high level of team reflexivity. Avenues for future research are discussed.