ANIMALS,ANIMISTS, AND ACADEMICS

Abstract. Animism is the label given to worldviews in which the world is understood to be a community of living persons, only some of whom are human. (An older use of the term to label a putative “belief in spirits” is less useful.) Animists inculcate locally meaningful means of communicating with other‐than‐human persons, especially in order to express respect. Ethnographic accounts of particular animist ways of engaging with animal persons are noted. I argue that ethologists interested in engaging respectfully with animals while researching cognition, behavior, and other critical issues may find their research methods and results enhanced by learning from animists about tested methods of communicating with animals. The mediation of animists in this communicative engagement between animals and those who research among them is proposed not as a romantic gloss on modernist culture but in full recognition that the challenge offered by dialogue with marginalized and excluded “others” may result in a reconfiguration of academic protocols. Nonetheless, this entry into full relationality is seriously posed as an improved means of achieving established goals of understanding animals, humans, and the world we coinhabit.     

An Intensive Outpatient Program for Veterans With Posttraumatic Stress Disorder and Traumatic Brain Injury

Post-9/11 service members may return from military service with a complicated set of symptoms and conditions, such as posttraumatic stress disorder (PTSD), depression, substance misuse, and traumatic brain injury (TBI), that interfere with reintegration and impair functioning. Although evidence-based treatments that facilitate recovery exist, their successful delivery at a sufficient dose is limited. Barriers to accessing treatment combined with challenges compiling a comprehensive treatment team further delay delivery of effective evidence-based care for PTSD, TBI, and co-occurring mental health conditions. This paper describes the development of a comprehensive, multidisciplinary, 2-week intensive day program for post-9/11 veterans with complex mental health concerns. The treatment program combines skill building groups, family education, and integrative health approaches with evidence-based individual PTSD or TBI care. Initial results from the first 132 participants were notable for a 97% completion rate, as well as statistically significant and clinically meaningful reductions in PTSD, neurobehavioral, and depression symptom severity for the 107 veterans who completed the PTSD track and the 21 who completed the TBI track. These data suggest the intensive program approach is an effective, well-tolerated model of treatment for post-9/11 veterans with PTSD and/or TBI. Future controlled studies should examine the effectiveness of this intensive model compared to standard evidence-based therapy delivery, as well as longitudinal outcomes.     

"Elicitation hooks": a discourse analysis of chaplain-patient interaction in pastoral and spiritual care

The article considers the communicative role of the hospital chaplain and maps some of the language strategies deployed to facilitate disclosure of the patients' concerns and achieve enhanced spiritual care. These include: i) involvement, ii) politeness and iii) encouraging disclosure or exploring emotion.     

Self-Evaluation Bias of Social Comparisons in Ethical Decision Making: The Impact of Accountability

The purpose of this paper is to examine how accountability and judgment biases that occur in social comparisons may be related to ethical decision making. Using Jones' (1991 ) model as the theoretical framework to investigate this phenomenon, we found that self-enhancing individuals (i.e., those who thought they were more ethical in comparison to their peers) demonstrated higher responsiveness to increases in accountability than did self-effacing individuals (i.e., those who thought they were less ethical in comparison to their peers). We discuss these findings and outline the implications for future ethics research. Further, we provide practical guidance to those who administer ethics compliance programs on effective ways of facilitating ethical behavior in organizations.     

Negative Perfectionism: Examining Negative Excessive Behavior in the Workplace

The present paper explores the concept of negative perfectionism in the workplace. Negative perfectionism is unremitting and compulsive behavior in the process of striving to meet one's goals. We proposed that 4 types of negative or excessive behavior result from negative perfectionism in organizational settings: compulsive behavior, neurotic behavior, imposter behavior, and narcissistic behavior. Self-concept-based motivation theory was used as a framework for understanding how inaccuracies or inconsistencies between the evaluation of one's behavior in the workplace (goal-setting behavior) and the type of feedback cues to which one decides to attend (feedback-seeking behavior) might lead to these types of negative or excessive behaviors. Personal and managerial implications of negative perfectionism in organizational settings are discussed.

. . . when personal characteristics grate harmfully on others or significantly derail the success of the persons themselves, psychologists regard them not just as personality traits, but as personality disorders.

—Miller (1998)     

Rationality and Judgment

Abstract: Philosophical/epistemic theories of rationality differ over the role of judgment in rational argumentation. According to the “classical model” of rationality, rational justification is a matter of conformity with explicit rules or principles. Critics of the classical model, such as Harold Brown and Trudy Govier, argue that the model is subject to insuperable difficulties. They propose, instead, that rationality be understood, ultimately, in terms of judgment rather than rules. In this article I respond to Brown's and Govier's criticisms of the classical model, and to the “judgment model” they propose in its place. I argue that that model is unable both to distinguish between rational and irrational judgment and to avoid recourse to rules, and is therefore inadequate as an account of rationality, critical thinking, or argument appraisal. More positively, I argue that an adequate account of rationality must include a place for both rules and judgment.     

Gender-Linked Differences in Everyday Memory Performance: Effort Makes the Difference

Previous research has found gender differences in everyday memory tasks such as remembering shopping lists or directions, and these findings can be attributed to increased motivation or memory skill resulting from the association of different tasks with masculine or feminine gender roles. To investigate the motivational explanation, the recall of an ambiguous shopping list, labeled as grocery or hardware, was examined under instructions that stated that either women or men are good at the task, or instructions that were neutral. The findings were not consistent with the skill explanation. There was a significant interaction between list label, participant gender, and instructions, which can be explained in terms of the increased or decreased motivation that might arise from particular combinations of label and instruction.     

Transforming Dissatisfaction With Services Into Self‐Determination: A Social Psychological Perspective on Community Program Effectiveness1

A field study of supported employment for adults with mental illness provided an experimental test of cognitive dissonance theory. We predicted that most work‐interested individuals randomly assigned to a non‐preferred program would reject services and lower their work aspirations. However, individuals who chose to pursue employment through a non‐preferred program were expected to resolve this dissonance through favorable service evaluations and strong efforts to succeed at work. Significant Work Interest × Service Preference interactions supported these predictions. Over 2 years, participants interested in employment who obtained work through a non‐preferred program stayed employed a median of 362 days vs. 108 days for those assigned to a preferred program; participants who obtained work through a non‐preferred program also had higher service satisfaction.