Forgiveness in The Arab and Islamic Contexts

This essay explores the current and historical meaning of forgiveness in Arab and Islamic cultural and religious contexts. It also hopes to encourage further empirical research on this understudied topic in both religious and peacebuilding studies. In addition to the perceived meaning of forgiveness in an Arab Islamic context, this essay examines the links between forgiveness and reconciliation. Relying on religious sources including the Qur'an and Hadith, as well as certain events in Islamic history, the essay identifies various ways to conceptualize and explain the meaning of forgiveness. This theoretical and conceptual segment is followed by a section which explores current perceptions of forgiveness among Arab Muslim teachers in five different communities. The empirical data for this analysis is based on a larger comparative regional study that has been completed through surveys and structured interviews with educators from Lebanon, Jordan, Egypt, and Palestinians from the West Bank and Israel. Our study concluded that the teachers' perceptions of forgiveness were mainly derived from religious sources and identities and that Islamic religious discourse provided a solid foundation for framing the meaning of forgiveness.     

Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict,Job Satisfaction,and Turnover Intentions: A Comparison of Three Country Clusters

The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work‐to‐family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part‐time work negatively related with turnover intentions and strain‐based WFC. For Asians, flextime was unrelated to time‐based WFC, and telecommuting was positively associated with strain‐based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are discussed.     

“‘东南佛国·杭州’首届佛教文化节暨弘一大师诞辰130周年学术研讨会”举行

<正>2010年10月11日至14日,在美丽的西子湖畔、风景秀丽的灵隐景区、杭州佛学院新校区举行了"东南佛国.杭州"首届佛教文化节暨纪念弘一大师诞辰130周年学术研讨会。本次会议由杭州佛教协会、杭州市宗教研究会主办,     

Effects of Visual Representation on Social Influence in Computer‐Mediated Communication

Two experiments investigated if and how visual representation of interactants affects depersonalization and conformity to group norms in anonymous computer‐mediated communication (CMC). In Experiment 1, a 2 (intergroup versus interpersonal) × 2 (same character versus different character) between‐subjects design experiment (N= 60), each participant made a decision about social dilemmas after seeing two other (ostensible) participants’ unanimous opinions and then exchanged supporting arguments. Consistent with the Social Identity model of Deindividuation Effects (SIDE), when the group level of self‐identity was rendered salient in an intergroup encounter, uniform virtual appearance of CMC partners triggered depersonalization and subsequent conformity behavior. By contrast, when the personal dimension of the self was salient, standardized representation tended to reduce conformity. To elucidate the mediation process, Experiment 2 investigated the causal links between depersonalization, group identification, and conformity. The results show that depersonalization accentuated adherence to group norms, both directly and indirectly via group identification.     

Attributional Style and Engagement/Disengagement Responses in the Chinese Workforce

Internal attribution for bad events, along with stable and global attributions, has been regarded as a component of pessimism, a precursor of negative work outcomes. Most evidence in support of this conceptualisation has come from research conducted in individualist cultures. We questioned if internal attribution has the same pessimistic implication in a collectivist culture. Findings from two studies conducted on Chinese employees supported our expectations that the stability and globality dimensions (but not the internality dimension) would predict disengagement responses (such as quitting and being neglectful at work) and lack of engagement responses (such as voicing suggestions and being loyal to the organisation). A reconceptualisation of pessimism in the workplace is therefore necessary. A dimensional, rather than a composite, scoring method is proposed for maintaining the predictive and construct validities of attributional style as an indicator of pessimism.     

Moral Persuasion and the Diversity of Fictions

Narrative representations can change our moral actions and thoughts, for better or for worse. In this article, I develop a theory of fictions' capacity for moral education and moral corruption that is fully sensitive to the diversity of fictions. Specifically, I argue that the way a fiction influences our moral actions and thoughts importantly depends on its genre. This theory promises new insights into practical ethical debates over pornography and media violence.     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

Reducing STD/HIV Stigmatizing Attitudes Through Community Popular Opinion Leaders in Chinese Markets

Reducing STDs and HIV/AIDS incidence requires campaigns designed to change knowledge, attitudes, and practices of risky sexual behavior. In China, a significant obstacle to such changes is the stigma associated with these diseases. Thus 1 campaign intervention strategy is to train credible community leaders to discuss these issues in everyday social venues. This study tested the effectiveness of such an approach on reducing HIV/AIDS stigma, across 2 years, from a sample of over 4,500 market vendors, in 3 conditions. Results showed an increasing growth in market communication about intervention messages, and concomitant declines in stigmatizing attitudes, across time, with the greatest changes in community popular opinion leaders, significant changes in intervention nonopinion leaders, and little change in the control markets.     

An automated test development of parallel tests from a seed test

Binary programming models are presented to generate parallel tests from an itembank. The parallel tests are created to match item for item an existing seed test and match user supplied taxonomic specifications. The taxonomic specifications may be either obtained from the seed test or from some other user requirement. An algorithm is presented along with computational results to indicate the overall efficiency of the process. Empirical findings based on an itembank for the Arithmetic Reasoning section of the Armed Services Vocational Aptitude Battery are given.The Office of Naval Research, Program in Cognitive Science, N00014-87-C-0696 partially supported the work of Douglas H. Jones. The Rutgers Research Resource Committee of the Graduate School of Management partially supported the work of Douglas H. Jones and Ing-Long Wu. A Thomas and Betts research fellowship partially supported the work of Ing-Long Wu. The Human Resources Laboratory, United States Air Force, partially supported the work of Ronald Armstrong. The authors benefited from conversations with Dr. Wayne Shore, Operational Technologies, San Antonio, Texas. The order of authors' names is alphabetical and denotes equal authorship.     

广州大学生对衣服款式及颜色爱好特点的实验研究

本文采用心理物理学的等级排列法,用男女各16种服式及27种颜色布样做材料,随机抽取广州市五所大学一年级学生男女各30名为被试,对被试的服式爱好和颜色爱好特点进行实验研究,结果表明:(1)单纯对布样颜色爱好的顺序与对特定服式的颜色爱好顺序不一样、衣服款式不同,喜欢配搭的颜色的爱好等级顺序也不同。(2)当前男女大学生都喜欢活泼大方、文雅、有朝气的服装款式,而不喜欢过时的、古旧的服式。(3)从颜色明度来看,大学生喜欢明度大的(反射率Y大的)颜色,不喜欢明度小的(反射率Y小的)颜色。其颜色爱好变化趋势是从明度大的颜色向明度小的颜色方向变化。