Expanding White Racial Identity Theory: A Qualitative Investigation of Whites Engaged in Antiracist Action

This article presents outcomes of a qualitative exploration of White racial identity. Ten participants whose characteristics were reflective of Helms's ( 1990 ) autonomy status defined their racial identities and related lifestyle choices. Findings are conceptualized within the framework of Helms's ( 1990 , 1995 ) theory of White racial identity development. Suggestions are intended to enhance White racial identity theory and provide empirical support for characteristics of Whites who are engaged in antiracist activities.     

How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect

Purpose

This research examines the linking mechanisms and conditional processes underlying the abusive supervision and workplace deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and workplace deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness.

Design/Methodology/Approach

Two independent studies were conducted, including diverse working samples and multi-wave data, to test these relationships through mediation and moderated-mediation bootstrapping procedures.

Findings

Both studies suggest that work-related negative affect mediates the abusive supervision and workplace deviance relationship. Mixed findings were found for the moderating effect of employee-based and organization-based aggressiveness. In Study 1 higher levels of employee-based aggressive beliefs and attitudes increased the magnitude of the indirect effect; however, in Study 2 when taking into account organization-based aggressive norms only the facet of social discounting bias increased this relationship. In Study 2 higher levels of organization-based aggressive norms also increased the magnitude of the indirect effect for supervisor-directed deviance.

Implications

Theoretical and practical implications of these findings suggest a movement toward an emotion-centered process-based theory of workplace deviance.

Originality/Value

A central question in organizational behavior research revolves around what drives employees to engage in various workplace behaviors. Replicating research that suggests abusive supervision is an important factor in this question, this research helps illuminate the processes underlying this perception-to-behavior link, as well as the boundary conditions of these processes.

     

Nonnaïveté among Amazon Mechanical Turk workers: Consequences and solutions for behavioral researchers

Crowdsourcing services—particularly Amazon Mechanical Turk—have made it easy for behavioral scientists to recruit research participants. However, researchers have overlooked crucial differences between crowdsourcing and traditional recruitment methods that provide unique opportunities and challenges. We show that crowdsourced workers are likely to participate across multiple related experiments and that researchers are overzealous in the exclusion of research participants. We describe how both of these problems can be avoided using advanced interface features that also allow prescreening and longitudinal data collection. Using these techniques can minimize the effects of previously ignored drawbacks and expand the scope of crowdsourcing as a tool for psychological research.     

基于文本阅读的间接接触也可改善公众对残疾人的态度

以镶嵌残疾人图片的正性行为描述性信息为文本阅读材料,以大学生为被试,采用概念启动范式,考察了健全人对残疾人态度改善的可能性.研究结果表明,阅读残疾人正性行为描述性材料不仅可以降低健全人对残疾人的负性认知评价,而且可以提高其对残疾人的钦佩感和减弱其对残疾人的嫌弃感,同时也可提高健全人对该类人群的积极趋近行为和减弱对该类人群的消极趋近和消极回避行为,从而证明基于文本阅读的间接接触可改善公众对残疾人的负性态度的假设.因此,创造条件鼓励残疾人尽力发挥其积极的社会功能,引导和塑造其身残志不残的品质,有助于改善健全人对该类人群的消极态度.     

Strategies for Coping with Work Stressors and Family Stressors: Scale Development and Validation

Purpose

Both individuals and organizations benefit when workers can effectively cope with stressors in the work and family domains. This study takes an inductive approach to the development of a work stressor coping scale and a family stressor coping scale.

Design/Methodology/Approach

In phase one, a comprehensive list of coping strategies was generated through a multi-step content analysis of qualitative interviews. In phase two, the content validity of the work stressor and family stressor coping strategy scales was established using data from three samples; and in phase three, convergent, discriminant, and criterion-related validity evidence were obtained using data from two samples.

Findings

A multi-step content analysis of qualitative interview data was used to develop a list of 365 coping strategy statements (182 work and 183 family) representing 11 work and 14 family stressor coping strategies. Multiple samples were used to reduce the number of scale items, and establish evidence for the scales’ content, construct, and criterion-related validity. The final work stressor coping scale consisted of 36 items assessing 12 different strategies, and the final family stressor coping scale consisted of 45 items assessing 15 different strategies.

Implications

Findings from the present study suggest that individuals may use a wider variety of strategies to cope with work stressors and family stressors than previously thought, and these strategies may be differentially effective depending on the stressor domain (i.e., work or family) and outcome (e.g., work-to-family conflict vs. family-to-work conflict).

Originality/Value

The inductive nature of our study resulted in a comprehensive and domain-specific scales assessing how individuals cope with work stressors and family stressors.     

What Influences Audience Response to Figure Painting?

The Psychological Record - According to Mechner (2017), the aesthetic response is characterized by a “surprise-tinged” emotion that has no immediate function and tends to be...     

Why Intentions?

There is an influential conception of intentional agency in terms of just beliefs and desires. And there is an equally influential conception that adds intentions as separate ingredients. It remains disputed whether (1) adding intentions is really necessary, and (2) what difference that addition exactly makes. I argue that (1) adding intentions is required, but only because and insofar as (2) it makes room for a distinctively practical kind of reasoning. I critically consider Bratman's main considerations in support of adding intentions, viz., conduct‐control, inertia, and input for practical reasoning, and argue that a desire‐belief theorist can easily accommodate those. I then reconsider all three Bratmanian considerations in order to establish a more fundamental difference in terms of a robust notion of practical reasoning. Such a difference can be found if we place Bratman's considerations in the light of Sebastian Rödl's idea of a measure or order of practical reasoning.     

The Value of Integration: Psychoanalytic Psychotherapy Meets Ego Psychology in a Psychotherapy Group for Children

ABSTRACT

Psychotherapy integration requires us to look beyond the confines of a particular theoretical or technical approach towards other perspectives. Integrative work with children, in particular, meets the socio-emotional needs of the child while simultaneously modeling behaviors and skills. This paper presents an explicitly integrative approach to child group psychotherapy: Relationships. Individuals. Skills. Engagement (RISE) Group. We begin with an in-depth discussion of the RISE group structure illustrated by clinical examples (the “what”) followed by a review of the theory and treatment modalities that inform the approach (the “why” and “how”). The RISE group is grounded in two theoretical perspectives (psychoanalytic principles and ego psychology) and draws upon clinical techniques from multiple treatment modalities (including cognitive behavior therapy, psychodynamic play therapy and dialectical behavior therapy). Combined, the merger of these perspectives results in a multilevel intervention that forges pathways to mastery and competence within the child. Finally, we discuss the value and limitations of integration as applied to group psychotherapy for children.     

权重望寡：如何化解低地位领导的补偿性辱虐管理行为?

权力与地位来源不同且体验有别, 二者分离是常态。如果领导者手握权柄却缺乏相应的地位威望, 将限制其控制力, 产生潜在不良后果。基于低地位补偿理论, 构建一个两阶段调节的中介模型, 设计两项研究, 旨在探索领导者“权重望寡” (即权力高, 地位低)所诱发的负面领导行为及其干预机制。研究1揭示: 相对于权力与地位匹配, 领导者权重望寡诱发辱虐管理。研究2探索其成因, 显示: (1)自我损耗中介权重望寡与辱虐管理的关系; (2)领导者正念以及更高层领导信任联合调节自我损耗的中介效应。研究表明, 低地位领导在维护地位过程中产生的自我损耗是引发辱虐管理的主因, 同时辱虐管理强度因人而异, 适可而止, 自身正念和高层信任有助于限制其作为不良补偿手段的蔓延。研究拓展了低地位补偿理论的应用领域, 也为化解权力与地位分离带来的组织冲突提供管理启示。