The role of perceived specificity level of failure events in self-enhancement and in constructive self-criticism

Three studies tested the role played by perceived specificity level of failures in self-enhancement and in constructive self-criticism. The first study demonstrated that perceived specificity level of events can serve as a self-protection mechanism (N = 137). The second study, based on retrospective reports of past failures and their implications, showed that perception of failures as specific induced a higher level of constructive self-criticism (N = 171). The third study tested reactions to failures induced in the laboratory. It was found that self-improvement processes are more pronounced and negative emotional reaction is weaker in failures that are specific (shape perception test) than in those that are global (intelligence test). Statistical control over perceived severity of the failure diminished the difference between the two conditions in negative emotional reaction but not in self-improvement (N = 84).     

Sex Differences in Episodic Memory

ABSTRACT— Research shows sex differences in episodic memory. These differences vary in magnitude as a function of the type of material to be remembered. Throughout the life span, verbal episodic-memory tasks yield differences favoring women. In contrast, episodic-memory tasks requiring visuospatial processing result in differences favoring men. There are also sex differences favoring women on episodic-memory tasks requiring both verbal and visuospatial processing and on face-recognition tasks. Thus, there may be a small, general episodic-memory advantage for women—an advantage that can increase by the advantage women have over men in verbal production and can be reversed by the male advantage in visuospatial tasks. In addition, environmental factors affect the magnitude of the sex differences in episodic memory.     

Job burnout: toward an integration of two dominant resource-based models

The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emotional exhaustion and depersonalization. Results supported the integrated model, indicating that job demands and job resources had differing effects on the burnout dimensions. The effect of job demands was stronger and partially mediated the effect of job resources. Implications of the results from this study on management practices were discussed.     

Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction.     

Simple rules for detecting depression

Depressive disorders are major public health issues worldwide. We tested the capacity of a simple lexicographic and noncompensatory fast and frugal tree (FFT) and a simple compensatory unit-weight model to detect depressed mood relative to a complex compensatory logistic regression and a naïve maximization model. The FFT and the two compensatory models were fitted to the Beck Depression Inventory (BDI) score of a representative sample of 1382 young women and cross validated on the women's BDI score approximately 18 months later. Although the FFT on average inspected only approximately one cue, it outperformed the naïve maximization model and performed comparably to the compensatory models. The heavier false alarms were weighted relative to misses, the better the FFT and the unit-weight model performed. We conclude that simple decision tools—which have received relatively little attention in mental health settings so far—might offer a competitive alternative to complex weighted assessment models in this domain.     

Sexual harassment in the workplace: An ethical dilemma for career guidance practice?

Sexual harassment in the workplace poses something of an ethical dilemma for career guidance practice. This is because it is now known that about half of all working women in the UK are likely to be victims at some stage of their employment and that the effects on individuals are invariably negative and can be positively harmful. What, therefore, is the role for career guidance—if any—in preparing and/or supporting girls and women who might face, or who are suffering from, sexual harassment in the labour market? This issue is thrown into particularly sharp focus by recommendations from recent studies into gender inequality in the workplace which exhort practitioners to combat stereotyping by encouraging girls and women into non-traditional vocational education, training and jobs. Yet research into non-traditional occupational areas reveals that there are particularly high levels of reporting of sexual harassment by victims. This article examines some of the research evidence on workplace sexual harassment and begins to explore implications for guidance practice.     

Job attitudes of workers with two jobs

This article examines the job attitudes of people who hold more than one job. Satisfaction, stress, and organizational (continuance and affective) commitment were assessed for both primary and secondary jobs for 83 full-time workers who held two jobs concurrently. Consistency between job constructs across jobs was negligible, except for continuance organizational commitment and job satisfaction. Similarity between jobs was a significant moderator of convergence (though not consistency), whereas affective disposition did not appear to affect consistency or convergence. Holders of multiple jobs had higher satisfaction, higher stress, and higher affective organizational commitment with their primary jobs compared to their secondary jobs. Hierarchical regression analyses demonstrated that job constructs associated with the primary job were useful for explaining life outcomes, even after controlling for affective disposition. Job constructs associated with secondary jobs, however, were not useful in explaining life outcomes. Limitations of the current study as well as suggestions for future research are given.     

When a new group identity does harm on the spot: Stereotype threat in newly created groups

The detrimental consequences of negative stereotypes on performance have been demonstrated in a variety of social groups with various stereotypes. The present studies investigate the minimal conditions for stereotype threat using newly created groups. Results of three experiments (total N = 184) demonstrate that in the negative stereotype condition, the more participants identified with their novel group, the stronger was their decrease in performance. In the control condition, identification was either not related to performance, or it had by trend a positive effect. The theoretical and practical implications of the findings are discussed with regard to stereotype threat and social identity theory. Copyright © 2011 John Wiley & Sons, Ltd.     

Book Review The Journey Home: What Near-Death Experiences and Mysticism Teach Us about the Gift of Life,by Phillip L. Berman. New York,NY: Pocket Books, 1996, 207pp + xiv, $14.00 pb

Journal of Near-Death Studies -