Lay perspectives on the costs and risks of forgiving

In this study, we directly investigated, for the first time, lay perspectives on the costs and risks of forgiveness (N = 130). Participants described previously experienced situations where forgiveness was costly, from the perspective of a grantor, a recipient, and as a third‐party observer. They also identified occasions when they thought it would be risky to forgive. We employed complementary quantitative and thematic analysis strategies to examine prevailing themes. The vast majority of participants believed forgiveness was risky, with approximately two thirds reporting both actual and vicarious experiences of costly forgiveness. An overarching theme was that power relations are particularly relevant to laypeople when they consider the costs and risks of forgiving.     

Incorporating geographic distance into mate preference research: Necessities and luxuries, 2.0

This study (N = 370) examined mate preferences in men and women using the budget allocation paradigm across traits typically studied and the value placed on geographic proximity or propinquity. Importantly, traditionally studied preferences (i.e., physical attractiveness and social status) were seen as priorities, whereas the novel trait of distance was a luxury, suggesting that people were willing to travel to find a partner who satisfies their more important mate preferences. Men valued a short‐term mate who was close to them more than women did. Prior work on mate preferences was replicated in their context‐specific nature as per evolutionary models of mate choice.     

Predicting adaptation to parenthood: The role of responsiveness,gratitude, and trust

The influence of positive relationship processes, specifically perceived responsiveness, felt gratitude, and felt trust, on perceived adaptation to parenthood was investigated. It was hypothesized that both higher initial levels prior to pregnancy as well as increases over time in perceived responsiveness, felt gratitude, and felt trust predicted better adaptation to parenthood. Data from a five‐wave longitudinal study of 109 newlyweds who became parents during the course of the study were used. Results showed that baseline positive relationship processes before pregnancy positively predicted adaptation to parenthood up to 4 years later. Changes over time were even stronger predictors of adaptation. Positive relationship processes may buffer against stressors during challenging life transitions, improving one's own adaptation as well the adaptation of one's partner.     

Infantile Sexuality, Primary Object-Love and the Anthropological Signifi Cance of the Oedipus Complex: Re-Reading Freud's 'Female Sexuality'

The author attempts to show why and in what respect Freud's famous article 'Female sexuality' can still be a source of inspiration for a contemporary metapsychology. In this text, Freud acknowledges the importance of the child's tie to its mother for the fi rst time. Both Balint and Bowlby consider this text to be a distant forerunner of their own theories on primary object-love and attachment respectively. At the same time, Freud's text contains some elements of a 'theory of generalized seduction' as it was developed in the last decades by Jean Laplanche. 'Female sexuality' therefore presents itself as the perfect point of departure for a discussion of the relation between primary object-love (and attachment) and sexuality. Based on his reading of Freud's text, the author argues that human subjectivity is characterized by the lack of attunement between the world of the adult and the world of the child. This insight allows for a reformulation of the anthropological signifi cance of the Oedipus and castration complexes. They are no longer interpreted as universal problems that every child has to face, but as historical and contingent solutions to the lack of attunement between the child and the adult that is essential to human subjectivity.     

PREDICTORS OF JOB SEARCH BEHAVIOR AMONG EMPLOYED AND UNEMPLOYED PEOPLE

This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen's (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a 2-wave longitudinal design, using a sample of employed individuals ( N = 989) and a sample of unemployed individuals ( N = 317). Results supported the applicability of the TPB in the 2 groups. The attitude-intention-behavior relationship was stronger in the unemployed group than in the employed group. The TPB variables partially mediated the effects of the additional variables studied.     

What IS Wrong with Foundationalism is that it Cannot Solve the Epistemic Regress Problem*

There are many things that could be wrong with foundationalism. For example, some have claimed that a so‐called basic belief cannot be both 1) a reason for non‐basic beliefs and 2) such that it cannot be provided with at least prima facie justification.1 If something is a reason, they say, then that something has to be a proposition (or sufficiently proposition‐like) and if it is a proposition (or sufficiently proposition‐like), then it is the kind of thing that requires a reason in order to be even prima facie justified.2 Another reason that some give for rejecting normative foundationalism is that it leads directly to skepticism.3 There is no way, they claim, to move from so‐called basic propositions (typically given as first person introspective reports) to “external world” propositions by employing normatively acceptable principles of reasoning.4 Still others have thought that the invention of a nonrea‐soned reason was as ad hoc as the invention of an unmoved mover.5     

Have Your Cake and Eat It Too: The Old Principal Principle Reconciled with the New*

David Lewis (1980) proposed the Principal Principle (PP) and a “reformulation” which later on he called ‘OP’(Old Principle). Reacting to his belief that these principles run into trouble, Lewis (1994) concluded that they should be replaced with the New Principle (NP). This conclusion left Lewis uneasy, because he thought that an inverse form of NP is “quite messy”, whereas an inverse form of OP, namely the simple and intuitive PP, is “the key to our concept of chance”. I argue that, even if OP should be discarded, PP need not be. Moreover, far from being messy, an inverse form of NP is a simple and intuitive Conditional Principle (CP). Finally, both PP and CP are special cases of a General Principle (GP); it follows that so are PP and NP, which are thus compatible rather than competing.     

Scripture as the Voice of God: The Continuing Importance of Autopistia

This article argues that the concept of autopistia offers a helpful perspective for theological reflection on the authority of Scripture in the present context. It explains the concept by eliminating some misunderstandings and offering a definition of the autopistia of Scripture from its theological sources. It faces the objections that the idea is inutile because it is too specifically Protestant and outdated because it rests on pre‐modern presuppositions. Finally it draws some implications of this perspective for the role of the church, for the communication of the authority of Scripture in the postmodern context, and for the proper place of the doctrine of Scripture in systematic theology.     

DEVELOPMENTS IN THE CRITERION‐RELATED VALIDATION OF SELECTION PROCEDURES: A CRITICAL REVIEW AND RECOMMENDATIONS FOR PRACTICE

The use of validated employee selection and promotion procedures is critical to workforce productivity and to the legal defensibility of the personnel decisions made on the basis of those procedures. Consequently, there have been numerous scholarly developments that have considerable implications for the appropriate conduct of criterion‐related validity studies. However, there is no single resource researchers can consult to understand how these developments impact practice. The purpose of this article is to summarize and critically review studies published primarily within the past 10 years that address issues pertinent to criterion‐related validation. Key topics include (a) validity coefficient correction procedures, (b) the evaluation of multiple predictors, (c) differential prediction analyses, (d) validation sample characteristics, and (e) criterion issues. In each section, we discuss key findings, critique and note limitations of the extant research, and offer conclusions and recommendations for the planning and conduct of criterion‐related studies. We conclude by discussing some important but neglected validation issues for which more research is needed.     

KEEN TO HELP? MANAGERS' IMPLICIT PERSON THEORIES AND THEIR SUBSEQUENT EMPLOYEE COACHING

Although coaching can facilitate employee development and performance, the stark reality is that managers often differ substantially in their inclination to coach their subordinates. To address this issue, we draw from and build upon a body of social psychology research that finds that implicit person theories (IPTs) about the malleability of personal attributes (e.g., personality and ability) affect one's willingness to help others. Specifically, individuals holding an "entity theory" that human attributes are innate and unalterable are disinclined to invest in helping others to develop and improve, relative to individuals who hold the "incremental theory" that personal attributes can be developed. Three studies examined how managers' IPTs influence the extent of their employee coaching. First, a longitudinal field study found that managers' IPTs predicted employee evaluations of their subsequent employee coaching. This finding was replicated in a second field study. Third, an experimental study found that using self-persuasion principles to induce incremental IPTs increased entity theorist managers' willingness to coach a poor performing employee, as well as the quantity and quality of their performance improvement suggestions.