A response to Nordstrom and pilgrim's critique of Alan watts’ mysticism

Abstract

Experiencing the sacred is a paradigmatic spiritual phenomenon, revered across diverse eras and cultures. This empirical research is a human scientific inquiry into the sacred in everyday life. In‐depth interviews are interpreted via a rigorous phenomenological method. A dialogue involving transpersonal psychology, existential phenomenology, psychoanalysis, and the world's spiritual traditions is presented, including an appreciation and critique of Freud's interpretation of religion. Revelation and awareness of an essential, interpermeating communion between self and world constitutes the core of experiencing the sacred. This involves a metamorphosis from an egoic to transpersonal self‐sense and way of being.     

Reactions to Recruitment Web Sites: Visual and Verbal Attention, Attraction, and Intentions to Pursue Employment

Purpose

We investigate job seeker visual and verbal attention, and perceptions regarding company web sites in the applicant generation phase of recruitment.

Design/Methodology/Approach

We report three studies using varied methodological approaches including eye-tracking, verbal protocol analysis (VPA), and survey data.

Findings

Eye-tracking results suggest Web-based job seekers focus visual attention on information containing hyperlinks and on text more than graphic images or navigation tools. VPA suggests Web-based job seekers focus verbal attention on content more than design, especially job opening information. Survey results suggest content, design, and communication features are all related to applicant attraction. Design explains the most incremental variance in web site evaluation, while perceptions of communication features explain the most incremental variance in attitude toward the organization and intentions to pursue employment.

Implications

We provide multi-method evidence concerning features that attract applicant visual and verbal attention, and influence attraction and intentions to pursue employment. The findings also provide practical implications for designing recruitment web sites.

Originality/Value

We report three methodologically distinct perspectives on an important and timely issue: Web-based recruitment. We are aware of no other psychomotor eye-tracking studies in the recruitment literature, and only one other VPA. Combining multiple methods in this way provides unique perspective.     

The Relationship Between Arousal and the Remembered Duration of Positive Events

The relation between affect and retrospective duration estimation has hardly been examined. In this paper, we contribute to filling this gap by studying the influence of arousal on the remembered duration of positive events. On the basis of the contextual change model, we expected that high‐arousal positive events would be remembered as longer compared with low‐arousal positive events. To test this hypothesis, we set up a naturalistic study in which participants were asked at the end of a pleasant amusement park ride at the local fair to rate how pleasant and aroused they felt during the ride as well as to estimate the ride's duration. Feeling more aroused during a ride was associated with longer estimates of the ride's duration. Results are discussed within the framework of retrospective time estimation models. Copyright © 2013 John Wiley & Sons, Ltd.     

Child Personality as Moderator of Outcome in a School‐based Intervention for Preventing Externalising Behaviour

Studying moderators of intervention effects is essential to elucidate what works for whom. The present study investigated whether child personality moderates short‐term and follow‐up effects of an individualised preventive school‐based intervention for children with externalising behaviour. The sample consisted of 48 schools, with 264 fourth‐grade children displaying externalising behaviour (M_age = 10.2 years), randomly assigned to the intervention (n = 191) or no intervention control (n = 73) condition. Teachers and children reported at pretest, posttest and follow‐up test about reactive and proactive aggression. Child personality was assessed by teachers at pretest. Child conscientiousness moderated short‐term intervention effects, indicating that more organised and planful children benefited more from the intervention. Child extraversion moderated both short‐term and follow‐up intervention effects, with low extraverted children showing larger effects. These results affirm the importance of including personality as moderator of intervention effects in future studies, as interventions adapted to specific child traits might yield larger effects. Copyright © 2012 John Wiley & Sons, Ltd.     

The Relation Between Appraised Mismatch and the Duration of Negative Emotions: Evidence for Universality

Emotions are processes that unfold over time. As a consequence, a better understanding of emotions can be reached only when their time‐related characteristics can be assessed and interpreted adequately. A central aspect in this regard is the duration of emotional experience. Previous studies have shown that an emotional experience can last anywhere from a couple of seconds up to several hours or longer. In this article, we examine to what extent specific appraisals of the eliciting event may account for variability in emotion duration and to what degree appraisal–duration relations are universal or culture specific. Participants in 37 countries were asked to recollect emotional episodes of fear, anger, sadness, disgust, shame and guilt. Subsequently, they were asked to report the duration of these episodes and to answer a number of questions regarding their appraisal of the emotion‐eliciting event. Multi‐level analyses revealed that negative emotions last especially long when the eliciting event and its consequences are perceived to be incongruent with the individual's goals, values and self‐ideal, creating a mismatch. These relations are largely universal, although evidence for some limited variability across countries is found as well. Copyright © 2013 European Association of Personality Psychology     

Are Actual and Perceived Intellectual Self‐enhancers Evaluated Differently by Social Perceivers?

Do actual and perceived self‐enhancement entail differing social impressions (i.e. interpersonal evaluations)? Actual self‐enhancement represents unduly positive self‐views, as gauged by an objective criterion (in this case, IQ scores), whereas perceived self‐enhancement involves the extent to which an individual is seen by informants (i.e. peers or observers) as self‐enhancing. In an online survey (N = 337), a laboratory experiment (N = 75), and a round‐robin study (N = 183), we tested the effects of actual and perceived intellectual self‐enhancement on (informant‐rated) emotional stability, social attractiveness, and social influence. Actual self‐enhancers were rated as emotionally stable, socially attractive, and socially influential. High perceived self‐enhancers were judged as socially influential, whereas low‐to‐moderate perceived self‐enhancers were deemed emotionally stable and socially attractive. Privately entertained, illusory positive (even extreme) self‐beliefs confer social benefits, whereas being perceived as self‐enhancing buys social influence at the cost of being despised. Copyright © 2013 European Association of Personality Psychology     

Recruiting Through Employee Referrals: An Examination of Employees’ Motives

As previous research focused on the outcomes of employee referrals, not much is known about its determinants. This study examined employees’ intrinsic, prosocial, and extrinsic motives for encouraging versus discouraging others to apply with their employer. In a sample of 232 employees from two organizations, job satisfaction, the desire to help job seekers find good fitting jobs, the desire to help the organization find good fitting employees, and rewards predicted positive referrals. Negative referrals were motivated by job dissatisfaction and the desire to help job seekers avoid bad fitting jobs. Moreover, in the organization rewarding employees for making referrals, more positive and less negative referrals were made than in the organization without referral program.     

A Meta-Analysis of the Impact of Situationally Induced Achievement Goals on Task Performance

The purpose of this research was to meta-analyze studies which experimentally induced an achievement goal state to examine its causal effect on the individual’s performance at the task at hand, and to investigate the moderator effects of feedback anticipation and time pressure. The data set comprised 19 papers, 79 individual effect sizes, and 3,482 participants. Performance measures represented task performance across a variety of tasks. The findings indicate that relative to avoidance goals (either performance-avoidance goals or mastery-avoidance goals), approach goals (either mastery-approach goals or performance-approach goals) enhance task performance. Furthermore, relative to performance-approach goals, mastery-approach goals lead to better performance, particularly when individuals do not anticipate feedback and when there is no time pressure. Implications and future directions for research are discussed.     

Factors influencing two types of congruence in multirater judgments

In two studies of 360° judgments, it was shown that congruence measured in terms of intercorrelations between ratings by different people (congruence‐r) and in terms of the discrepancy between those ratings (congruence‐d) were empirically independent of each other. Congruence‐r was greatest, and congruence‐d was smallest, between judgments made by a target person and his or her supervisor, rather than by subordinates or peers; the differential observability of rated behaviors predicted congruence‐r but not congruence‐d. Variations in both forms of congruence were found to arise from the source of a judgment, and from a target person's age, gender, cognitive ability, and certain personality attributes. Over‐ and under‐rating associated with a personality or another third factor was shown to derive from substantially different correlations between such a factor and the two separate judgments under consideration.     

Target Detection,Identification, and Marksmanship During Battlefield Noise in a Synthetic Environment

This study was conducted to determine the impact of noise on target detection, identification, and marksmanship (TDI&M) and to examine the effectiveness of a monetary reward to improve performance. Twenty active duty male soldiers participated in a non-reward and reward trial, each comprising three time blocks of two alternating 20-minute sessions, one with 87-dBA battlefield noise and the other relatively quiet. Each session involved 15 minutes of TDI&M testing followed by 5 minutes of rest. Neither noise, time on task, nor reward caused any noteworthy changes in TDI&M performance, except for foe target engagement time (ET). It appears that subjects purposely increased ET over the duration of the task to improve their hit accuracy but did not succeed in doing so. The monetary incentive to improve performance was also ineffective, because the subjects applied a similar “best” effort during the no-reward trial prior to this manipulation.