Generalization of self-instruction: The effect of strategy adaptation training as a function of cognitive level

In an examination of the factors involved in the generalization of self-instruction training, 48 preoperational and concrete operational first- and second-grade children received either self-instruction training or no training on the Matching Familiar Figures Test. In subsequent training using a perceptual perspective-taking task, half of the children in the self-instruction group received training in the specific adaptation of the previously learned strategy, the remainder received training in the general adaptation of the strategy. All groups were posttested on these two tasks and a generalization task (Tower of Hanoi). Preoperational and concrete operational children in both adaptation groups improved significantly at posttest on both training tasks. On the generalization task, only concrete operational children in the specific adaptation group showed significant improvement. These findings support the view that the format of instructions interacts with the child's cognitive capacities. The need is emphasized for a more individualized intervention context which considers the developmental status of child.     

An Infertility Primer for Family Therapists: II. Working with Couples Who Struggle with Infertility

The distress of infertility and its medical treatments are profound, and the effects reverberate in each partner, the couple dyad, and the couple's relationships with family, friends, and medical systems. Yet family therapists, like others in our society, are often uninformed or misinformed about the experience of infertility. While the legacies of infertility may be painful and enduring, they often remain unspoken, and hence may be overlooked in standard interviews. This article describes the experiences of couples struggling with infertility, most of whom have sought medical intervention, and it provides treatment interventions for guiding couples through this difficult and often uncharted terrain. Case vignettes derived from 2 years of this clinical research study are included.     

Reflections on Non-Imperialist,Feminist Values

This paper clarifies and reflects on the four values that Serene Khader argues feminism can do without in Decolonizing Universalism: independence individualism, personhood individualism, Enlightenment freedom, and gender-role eliminativism. Persuaded by her condemnation of the view Khader calls “headship complementarianism” and her defense of a different form of gender complementarianism, the paper leaves the question of gender role eliminativism aside. It starts by presenting some concerns about her treatment of Enlightenment freedom, independence individualism, and personhood individualism. It agrees that Enlightenment freedom and independence individualism have no place in feminism. Contrary to Khader, however, it maintains that personhood individualism is necessarily a feminist value. It then shows why the value of women’s autonomy is more central to non-imperialist feminism than Khader acknowledges. Ultimately, it agrees with Khader that feminism can be both universalist and non-imperialist provided that these qualifications are adopted.     

Victims' Stories of Human Rights Abuse: The Ethics of Ownership,Dissemination, and Reception

This paper addresses three commentaries on Victims' Stories and the Advancement of Human Rights. In response to Vittorio Bufacchi, it argues that asking victims to tell their stories needn't be coercive or unjust and that victims are entitled to decide whether and under what conditions to tell their stories. In response to Serene Khader, it argues that empathy with victims' stories can contribute to building a culture of human rights provided that measures are taken to overcome the implicit biases and colonialist interpellations she identifies. In response to Andrea Westlund, it proposes a taxonomy of types of narrative closure and offers some arguments to strengthen her view that empathy with victims' stories endows audience members with a new reason and new motivation to support human rights.     

The virtue of cold-heartedness

I defend a strong version of the Kantian claim that actions done solely from duty have moral worth by (1) considering pure cases of acting from duty, (2) showing that love and sympathy, unlike a sense of duty, can often lead us to do the wrong thing, (3) carefully distinguishing moral from non-moral virtues, and (4) by distinguishing pathological sympathy from practical sympathy. Not only is acting purely from a sense of duty superior to acting from love and sympathetic feelings, but the cold-heartedness found in Kant’s examples should be thought of as a virtue rather than a vice.     

Organizational Support for Strengths Use,Work Engagement,and Contextual Performance: The Moderating Role of Age

Applied Research in Quality of Life - Personal strengths are those characteristics that allow us to be at our best, that is, to deliver high performance while feeling happy and energized. Research...     

Positive Leadership: Relationships with Employee Inclusion,Discrimination, and Well-Being

The diverse nature of 21st-century organizations has compelled leaders to minimize discrimination and bring about inclusion amongst their employees. One of the ways this can be achieved is through authentic, respectful, and inclusive leadership. The aim of the present paper was to (1) explore whether the three leadership styles can promote inclusion and curtail discrimination in the South African context and (2) ascertain whether this relationship has any bearing on well-being across Dutch, German, Icelandic, Indonesian, and South African contexts. To reach these aims, two cross-sectional studies have been conducted. In Study 1, 569 employees were surveyed, and results indicated that all three leadership styles loaded on a common latent factor (positive leadership) that was positively associated with both inclusion and discrimination. In Study 2, 1,926 employees were surveyed across the five countries. Results indicated that once again, the latent, positive leadership factor was positively associated with both inclusion and discrimination. Furthermore, inclusion, when compared to discrimination seemed to be a stronger mediator in the relationship between positive leadership and well-being. We propose leadership development that will cultivate positive leadership behaviors for the benefit of employee well-being and collaboration in increasingly diverse teams.