Sensitivity to interpersonal treatment in the workplace: Scale development and initial validation

The authors designed the sensitivity to interpersonal treatment (SIT) scale to assess how strongly individuals react to the interpersonal interactions in their workplaces. Questionnaire responses from 563 working undergraduates and 446 working adults provided data for this study. Details on the development of the new scale are provided along with initial evidence for its validity. Results indicated that the SIT is an internally consistent scale composed of two factors: self‐treatment and other‐treatment. Suggestions for future research that will develop a further understanding of SIT in the workplace are discussed.     

A quantum theoretical explanation for probability judgment errors

A quantum probability model is introduced and used to explain human probability judgment errors including the conjunction and disjunction fallacies, averaging effects, unpacking effects, and order effects on inference. On the one hand, quantum theory is similar to other categorization and memory models of cognition in that it relies on vector spaces defined by features and similarities between vectors to determine probability judgments. On the other hand, quantum probability theory is a generalization of Bayesian probability theory because it is based on a set of (von Neumann) axioms that relax some of the classic (Kolmogorov) axioms. The quantum model is compared and contrasted with other competing explanations for these judgment errors, including the anchoring and adjustment model for probability judgments. In the quantum model, a new fundamental concept in cognition is advanced--the compatibility versus incompatibility of questions and the effect this can have on the sequential order of judgments. We conclude that quantum information-processing principles provide a viable and promising new way to understand human judgment and reasoning.     

Effectiveness of a Comprehensive Worksite Stress Management Program: Combining Organizational and Individual Interventions

A comprehensive worksite stress management program consisting of self-management training and a stressor reduction process was evaluated in a pre-post, treatment-control design in four comparable facilities. Results showed that over a 3-month period those individuals attending self-management training improved on emotional well-being measures. Organizational data suggested that their work-units' productivity increased and absenteeism decreased over the same period. Results support the value of combining self-management training and stressor reduction to produce positive individual and organizational outcomes.     

Lifelong Mild Bad Feelings: A Review and Solution to a Psychotherapeutic Enigma

A review indicates that (a) comparatively little is known about the common phenomenon of lifelong mild bad feelings, and (b) psychotherapy has generally overlooked an effective focus on this enigmatic feeling state. As an invitation for clinicians to provide more attention to this feeling state, a proposal is suggested toward one way of freeing a patient of lifelong mild bad feelings in the course of a session.     

New parents at work: Jobs, families and the psychological contract

Interviews with seven women and six men who had recently returned to work after becoming first-time parents were carried out to examine experiences of the policies, practices and attitudes of their employers towards new parents, and to assess how far they felt able to discuss their circumstances and changed expectations with their managers. Findings pointed to considerable differences in the attitudes of employers to the men and women. Almost all the women had changed to part-time work, but arranging this had not been easy and some had found it difficult to come to terms with a difference in status. Many of the respondents had reservations about discussing their positions and altered expectations with their managers, and it seemed unlikely that mutually beneficial psychological contracts could be negotiated without changes in organisational cultures and policies. The findings have implications for our understanding of organisational careers and for career-planning interventions in organisations.     

Health-Related Risk Perception and Decision-Making: Lessons from the Study of Motives in Social Psychology

Much research in the decision sciences has shown that risk perception and decision-making are influenced not only by cognitive processes – such as the use of statistical 'rules of thumb'– but also by motives such as loss aversion, ambiguity aversion, and regret aversion. The field of social psychology has long been interested in a variety of motives that influence self-judgment, social perception, and interpersonal relations. These include, among others, self-enhancement, social comparison, predictability/control, favorable self-presentation, effective resource management, preparedness for bad news, goal attainment, and existential meaning. We suggest that more attention to these motives would greatly strengthen our understanding of how people think about risk and how they make decisions. In this article, we consider the influence of motives on risk perception and decision-making in the context of health outcomes. We argue that theories relating to these various motives (e.g., social comparison theory) can be greatly enhanced by testing them in the context of health-related risk perception and decision-making.     

Social Support in Cardiac Rehabilitation Exercise Maintenance: Associations with Self‐Efficacy and Health‐Related Quality of Life1

This study examined whether cardiac rehabilitation (CR) maintenance exercise participants who were high and moderate in social support (SS) differed in their types of self‐efficacy and health‐related quality of life, and whether SS was related to self‐efficacy. Measures of SS, self‐efficacy (i.e., walking, scheduling, in‐class efficacy), and health‐related quality of life (HRQL) were administered to 64 CR maintenance exercise participants. A one‐way, between‐groups MANOVA was significant (p < .01), indicating that CR participants higher in SS reported significantly greater self‐efficacy and physical HRQL than did their moderate counterparts. In addition, social support predicted significant variance in task self‐efficacy. The findings suggest that differential perceptions of SS are related to differences in walking, in‐class and scheduling self‐efficacy, and the physical component of HRQL among CR exercise maintainers.