POOR WOMEN ARE STILL SHUT OUT OF MAINSTREAM PSYCHOLOGY

Based on the limited number of abstracts accessed on PsycLit between 1984 and 1991 that included poor women, Reid (1993) concluded that such women were essentially "shut up" and "shut out" of mainstream psychological research and theory. The authors conducted a follow-up analysis for the years 1991 through 1997 to determine whether significant change had taken place. In addition, they looked at the inclusion of poor women in research in the areas of sexuality and reproductive health. Results of the analysis suggest that poor women remain marginalized in our discipline's discourse.     

Development of a Scale to Assess Knowledge about Suicide Postvention using Item Response Theory

Knowledge about suicide postvention (KSPV) is an important distal outcome in the evaluation of suicide prevention programs that focus on the bereaved. However, most scales are specifically tailored to the evaluation study in question and psychometric properties are often unsatisfactory. Therefore, we developed the KSPV scale. Scale properties were investigated with Rasch trees, a newly developed method in the framework of item response theory. Additionally, we provide cues for convergent validity. In summary, the scale shows satisfactory properties for assessing KSPV and could be used to evaluate suicide postvention programs more effectively.     

Die Typologie C. G. Jungs als Gegenstand empirischer Persönlichkeitsforschung

Ohne Zusammenfassung     

Exploring client contribution in a cognitive intervention for test anxiety

Aim: To study client contributions in cognitive therapy. Specifically, to study ways of making an intervention against test anxiety work, based on interviews with 32 test‐anxious university students. Method: Interviews after their first examination following the intervention were analysed using a thematic analysis. Results: Although most participants reacted positively to the intervention, concerns emerged that adopting positive self‐statements might be deceptive. Concerns about the untruthfulness of positive self‐statements led clients to generate several possible resolutions, namely, to examine flaws in negative self‐statements, to realise that there is more than one realistic way to construe things, to consider the evidence in the form of reduced anxiety, to consider manageable steps, and to seek interpersonal validation of positive self‐statements. Conclusions: The results offer concrete resolutions developed by clients that might be useful for other clients who have reservations about positive self‐statements.     

Ethical Leadership and Unethical Pro-Organisational Behaviour: The Mediating Mechanism of Reflective Moral Attentiveness

This study examines the mediating effects of reflective moral attentiveness on the relationship between ethical leadership and subordinates’ unethical pro-organisational behaviour (UPB). Based on two-wave survey data obtained from 233 employees in 60 teams from Chinese government agencies, we found that ethical leadership was positively related to reflective moral attentiveness. In addition, we found that reflective moral attentiveness mediated the relationship between ethical leadership and UPB, such that ethical leadership negatively influenced subordinates’ unethical pro-organisational behaviour through enhancing reflective moral attentiveness.     

Payoffs for layoffs? An examination of CEO relative pay and firm performance surrounding layoff announcements

In this study, we theorize that chief executive officers’ (CEOs’) peer pay comparisons influence their decisions to engage in layoffs, and we consider the conditions under which layoffs deliver “payoffs” in the form of increases in subsequent CEO relative pay. Our results indicate that CEOs receiving compensation below their peers are significantly more likely to announce layoffs in the subsequent year, relative to those receiving compensation above their peers. Further, we find that the relationship between layoffs and subsequent changes in CEO relative pay depends on postlayoff changes in firm performance, with CEOs in firms with the largest performance gains receiving the largest increases in relative pay. We also show that our results are robust to an alternative operationalization of CEO relative pay. We provide evidence that external social comparisons may have predictable consequences for both CEOs’ propensities to engage in particular strategic actions and future changes in CEOs’ relative pay.