A process of mourning in the life and in the analysis of an adolescent

Abstract

This paper concerns the subject of “loss”, and the way “loss” is dealt with. A loss occurs which may be related to a real object - such as the death of a loved one - or to anything else which may represent a lost object, such as a stage or a function lost in life. Thus in adolescence, one has to face the loss of an infantile state.

Being alive, growing up, developing oneself presupposes losses and gains. One loses something in order to gain something else. This paper attempts to examine the subject, both in its theoretical and clinical aspects. In its theoretical aspect, I bring forward the points of view of Sigmund Freud, Melanie Klein and Wilfred Bion, concerning loss and how one deals with it.

In its clinical aspect, I present the case of an adolescent who, already in the process of having to face up to the loss of an infantile state - as happens to every adolescent - is obliged also to face the death of a loved one. Besides, the process of analysis itself presupposes that a person, in order to develop psychologically, has to face other losses, such as that of one's omnipotence, that of one's idealised objects, etc. Therefore, I am presenting for examination a situation in which a particular person deals with his losses in the light of the analytical transference.     

Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

This study used a cross-lagged panel design to examine the temporal relationship between management communication and perceived organizational support (POS), and its consequences for performance. We assessed management communication and POS 2 times, separated by a 3-year interval, in a social services organization (N?=?236). Our findings suggest that management communication was positively associated with a temporal change in POS. In addition, we found that POS fully mediates the relationship between management communication and both in-role and extra-role performance. The present study advances our theoretical knowledge concerning how management communication affects performance, with implications for practice. Specifically, it reveals that management communication affects performance mainly because it signals that the organization cares about the well-being and values the contributions of its employees.     

Zika virus and pregnant women: A psychological approach

Zika virus presents risk of physical harm to pregnant women, but the fear of infection is also affecting women around the world. There is a gap in the research on Zika virus in the areas involving the impact on the psychosocial well-being of pregnant women. Therefore, this study is aimed at the investigation of the psychosocial adjustment of pregnant women to the risks of Zika virus infection during pregnancy. We investigated 14 pregnant women who were classified in three different groups: six in the first trimester, five in the second trimester and three in the third trimester, aged from 28 to 40 years (33.43 ± 3.76 years). Content analysis was used to interpret data. Our results show that the psychosocial adjustment of participants was significantly negative and included five aspects: (1) negative feelings, (2) changes in family planning, (3) adopting new customs (avoiding places of risk, use of specific clothes and use of repellent), (4) changed attitudes regarding body image and (5) feeling of external demand regarding prevention. The fear of Zika virus infection and all its associated risks have a negative biopsychosocial impact on the pregnant women in this study.     

A Multi-Level Approach to Direct and Indirect Relationships between Organizational Voice Climate,Team Manager Openness,Implicit Voice Theories,and Silence

Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our research aims at complementing these approaches. Applying an information processing approach to culture and using implicit voice theories (IVTs; i.e., taken-for-granted beliefs about when and why speaking up at work is risky or inappropriate) as an example, we introduce a model proposing ways through which shared implicit knowledge structures emerge in teams and organizations, and how they affect motives to remain silent. We examine parts of the model with a sample of 696 employees nested in 129 teams and 67 organizations. Our findings show that IVTs can be shared at the team and organizational level, that shared IVTs explain variance in silence motives above and beyond perceptions of organizational climate and manager openness at the team and organization level, and that IVTs function as a mediator between team manager openness and silence motives. In sum, our findings point at shared IVTs as a way to conceptualize underlying basic assumptions of cultures of silence.     

Two Tales of Rumination and Burnout: Examining the Effects of Boredom and Overload

Although boredom poses serious consequences for employees and organizations, research has paid little attention to this phenomenon, especially when compared to other job experiences such as overload. Building upon the Effort-Recovery Model, our study examines the impact of these two sub-optimal experiences, characterized by under- and over-stimulation, on burnout via three facets of rumination. Using a time lagged design with three measurement moments and a sample of 152 participants, we found partial support for our hypotheses. Boredom and overload led to emotional exhaustion and disengagement 2 weeks later, via an increase in affective rumination. Overload also increased emotional exhaustion via reduced detachment, yet boredom reduced emotional exhaustion by facilitating detachment. These findings stress the importance of addressing boredom as a pervasive, although often silent, workplace phenomenon.