Prevalence of Type D personality and factorial and temporal stability of the DS14 after myocardial infarction in a Swedish population

This study examined the prevalence of Type D personality and the temporal stability, internal consistency, and construct validity of the DS14 at three time points after myocardial infarction. The prevalence was 14.0% during hospitalization, 25.1% at 1 month, and 19.2% at 12 months. A total of 6.1% of the patients were classified as Type D personality at all three assessments, whereas 68.4% were stable non‐Type D and 25.6% changed between personality classifications. The DS14 had stable structural validity, but low temporal stability over time, especially from hospitalization to the 1‐month and 12‐month follow‐ups (κ = 0.365 and 0.397, respectively).     

Religious Affiliation and Attitudes Towards Gay Men: On the Mediating Role of Masculinity Threat

Previous research suggests that people from some religious backgrounds hold more negative attitudes towards gay men than others do. The current research focuses on psychological variables as an alternative explanation to religious affiliation, testing whether masculinity beliefs regarding gay men and their perceived threat to one's masculinity can explain such between‐group differences in negative attitudes. With a sample of 155 male heterosexual university students (Muslims and Christians in Germany), we found that Muslims held more negative attitudes towards gay men than Christians did. Yet, this relation was partially mediated by beliefs about the masculinity of gay men and the experience of masculinity threat imposed by gay men, substantially reducing the effect of religious affiliation on antigay attitudes. In sum, similar psychological processes explained antigay attitudes of both Muslims and Christians. Copyright © 2013 John Wiley & Sons, Ltd.     

Affirmative Action Policies in Academic Job Advertisements: Do They Facilitate or Hinder Gender Discrimination in Hiring Processes for Professorships?

Evidence of female-favoring hiring preferences for assistant professorships suggests that universities can implement affirmative action programs successfully. However, research on the role of applicant gender and the actual use of affirmative action policies in hiring processes for high-level professorships remain scarce. A web-based experiment with 481 economic university members assessed whether evaluators perceived a female applicant as less qualified than a male applicant for an associate professorship position when the job advertisement highlighted the university’s commitment to affirmative action (gender-based preferential selection) but not when it solely highlighted its commitment to excellence (non-gender-based selection). Contrary to previous experimental findings that affirmative action would adversely affect female applicants, evaluators perceived the female applicant as more hirable and ranked her first for the job significantly more often than the male candidate. Furthermore, male evaluators had a stronger preference for the female candidate in the gender-based condition than in the non-gender-based condition and a stronger preference for the male candidate in the non-gender-based condition than in the gender-based condition. Overall, the results provide evidence that gender-based preferential selection policies can evoke their intended effect to bring highly qualified women to high-level professorships, especially when being evaluated by non-beneficiaries of these policies, such as men.

     

Infelicitous Cancellation: The Explicit Cancellability Test for Conversational Implicature Revisited

This paper questions the adequacy of the explicit cancellability test for conversational implicature as it is commonly understood. The standard way of understanding this test relies on two assumptions: first, that that one can test whether a certain content is (merely) conversationally implicated, by checking whether that content is cancellable, and second, that a cancellation is successful only if it results in a felicitous utterance. While I accept the first of these assumptions, I reject the second one. I argue that a cancellation can succeed even if it results in an infelicitous utterance, and that unless we take this possibility into account we run the risk of misdiagnosing philosophically significant cases.     

The combined influence of hardiness and cohesion on mental health in a military peacekeeping mission: A prospective study

A large number of studies have shown that hardiness and cohesion are associated with mental health in a military context. However, most of them are presented without controlling for baseline mental health symptoms, which is their most significant source of error. The present study investigates the combined effect of hardiness and cohesion in a prospective design, controlling for baseline levels of symptoms among Norwegian personnel serving in a peacekeeping operation in Kosovo. Multivariate regression analyses were performed in which self‐reported mental health complaints were regressed on our explanatory variables. Our findings suggest that both cohesion and hardiness contributed to increased stress resiliency, as measured by a lower level of reported mental health complaints. Our baseline measure of mental health accounted for a larger proportion of the variance than our other predictors. A significant interaction between cohesion and hardiness suggested a combined effect, over and above the individual contributions of the predictors. For individuals who scored high on hardiness, cohesion levels did not influence levels of mental health complaints. Individuals who scored low on hardiness, on the other hand, reported lower levels of mental health complaints when cohesion levels were high.     

When Suspicious Minds Go Political: Distrusting and Justifying the System at the Same Time

Drawing on the sensitivity to mean intentions model, we hypothesized that sensitivity to injustice from a victim's perspective (victim sensitivity) is negatively related to the acceptance of political reforms due to an inclination to attribute ulterior motives to policy makers. In Study 1 with a Canadian sample, initial evidence for this mediational model was obtained, as victim sensitivity uniquely predicted distrust of policy makers through general trait suspiciousness. In Study 2, victim‐sensitive Austrians and Germans ascribed sinister motives to initiators of an economic reform when contextual cues of initiators' untrustworthiness were given. This situational suspiciousness led them to subsequently oppose this particular reform, and it even generalized to the whole economic system by reducing economic‐system justification. However, in both studies, mutually suppressive tendencies toward both opposing and justifying the system occurred. This suggests that victim‐sensitive individuals may be torn between distrusting and endorsing the system because it can not only victimize but also promote a sense of security from victimization by conferring order.     

Language‐Games and Relativism: On Cora Diamond's Reading of Peter Winch

We will look critically at three essays by Cora Diamond concerning Peter Winch's views on the possibility of communication and criticism between language‐games. We briefly present our understanding of Winch's approach to philosophy. Then, we argue that Diamond misidentifies Winch's views, taking them to imply language‐game relativism or linguistic idealism. When she does raise valid criticisms against language‐game relativism, her critical points mainly coincide with things that Winch has already stressed in his own work. That leaves us with the question what their real disagreement amounts to. Finally, we suggest that at the bottom of Diamond's objections lies her failure to appreciate Winch's insights about the place of logic in human intercourse.     

Person-supervisor fit,needs-supplies fit,and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

Team-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.