The perception of false self scale for adolescents: Reliability,validity, and longitudinal relationships with depressive and anxious symptoms

A scale assessing generalized false self‐perceptions (Perceptions of False Self, POFS) was developed and tested across three studies involving a total of 331 adolescents (11–16 years). In Study 1, interviews were conducted to develop items for the scale. In Study 2, psychometric techniques were used to derive a scale composed of 16 items. Study 2 also assessed the validity of the scale: depressive symptoms were found to increase POFS across 10 weeks, whereas false self‐perceptions had a reciprocal effect on anxiety. In Study 3, the convergent validity of the POFS scale was established. Overall, the evidence suggests that the POFS scale is a reliable and valid measure of generalized false self‐perceptions.     

Understanding cross-cultural sales manager–salesperson relationships in the Asia-Pacific Rim region: a grounded theory approach

Abstract

As more organizations implement multinational strategies, sales managers leading sales forces encounter complex cultural challenges that affect relationships, processes, and outcomes. We undertake a qualitative study with the objective of understanding the sales manager–salesperson relationship when the sales manager is leading sales representatives located in other cultures. Because of the significant size and growth of Asian countries, we focus our study on the Asia-Pacific Rim region. In-depth interviews conducted with 21 sales managers working for a large multinational technology firm in our focal region provide the data for our analysis. Using a grounded theory approach, we identify five key themes: building and sustaining cross-cultural relationships, cross-cultural communication effectiveness, acquisition and maintenance of trust across cultures, language, and decision-making. From our findings, research propositions are offered and implications for researchers and practitioners are discussed.     

The effect of head turn on auditory asymmetry

In two experiments, right-handed men and women were tested for ear differences in report of dichotically presented digits, with their heads straight ahead, turned 90 degrees to the left, and turned 90 degrees to the right. In Experiment 1, head turn was controlled simply by asking the subjects to fixate an appropriately located point; a right-ear advantage occurred under all conditions of head turn among the men, but only in the head-straight condition among the women. In Experiment 2, head turn was controlled by having the subjects direct a flashlight attached to their heads toward the fixation point. This eliminated the right-ear advantage under all head conditions for the men, but for the women the right-ear advantage was, if anything, more pronounced when their heads were turned than when straight. These results suggest that auditory asymmetry depends in part on whether space is perceived as divided into left and right sides, and in part of the balance between spatial and verbal requirements. Both factors, and the asymmetry itself, may interact with sex.     

A Taxonomy of Part-Whole Relations

A taxonomy of part-whole or meronymic relations is developed to explain the ordinary English-speaker's use of the term “part of” and its cognates. The resulting classification yields six types of meronymic relations: 1. component-integral object (pedal-bike), 2. member-collection (ship-fleet), 3. portion-mass (slice-pie), 4. stuff-object (steel-car), 5. feature-activity (paying-shopping), and 6. place-area (Everglades-Florida). Meronymic relations ore further distinguished from other inclusion relations, such as spatial inclusion, and class inclusion, and from several other semantic relations: attribution, attachment, and ownership. This taxonomy is then used to explain cases of apparent intransitivity in merological syllogisms, and standard form syllogisms whose premises express different inclusion relations. The data suggest that intransitivities arise due to equivocations between different types of semantic relations. These results are then explained by means of the relation element theory which accounts for the character and behavior of semantic relations in terms of more primitive relational elements. The inferential phenomena observed are then explained by means of a single principle of element matching.     

Intensive follow-up does not decrease the risk of repeat suicide attempts.

We carried out a randomized controlled trial to determine whether an intensive intervention after a suicide attempt could decrease by half the risk of a repeat attempt in the following two years. After initial assessment and randomization, experimental subjects attended 18 therapy appointments over one year, including one home visit, and measures to improve attendance. Control subjects received the usual care. Of 63 experimental subjects, 35% made a repeat attempt, and so did 30% of 63 control subjects. The study had a 99% power to detect the desired decrease of risk (30% to 15%). Clearly, the intervention did not achieve its objective.     

A qualitative study of leader behaviors perceived to enable salesperson performance

Abstract

This study builds on and extends previous sales leadership research by exploring sales professionals’ perceptions of effective leadership behaviors. Semistructured interviews with both sales leaders and salespeople working in a global enterprise software company were examined through a qualitative analysis. Results indicated that participants believed sales leadership played an important role in influencing sales performance. When asked to describe specific sales leader behaviors that best enable salesperson performance, sales professionals – both sales leaders and salespeople – overwhelmingly referenced coaching, followed by collaborating, championing, and customer engaging. We define and describe these four key sales leader behaviors and identify four potential mediating variables (trust, confidence, optimism, and resilience), from which emerges a conceptual framework of sales leader behaviors perceived to enable salesperson performance. We examine these four key sales leader behaviors and mediators in the broader context of leadership theory, particularly transformational, servant, authentic, and adaptive leadership theories. The key contribution of this study is the identification of a set of leader behaviors that are likely to be especially effective in modern sales organizations given that they originated from the perceptions of sales professionals themselves.