Introduction

Journal of International Migration and Integration -     

Cognitive-behavioral stress management intervention decreases the prevalence of depression and enhances benefit finding among women under treatment for early-stage breast cancer.

The authors tested effects of a 10-week group cognitive-behavioral stress management intervention among 100 women newly treated for Stage 0-II breast cancer. The intervention reduced prevalence of moderate depression (which remained relatively stable in the control condition) but did not affect other measures of emotional distress. The intervention also increased participants' reports that having breast cancer had made positive contributions to their lives, and it increased generalized optimism. Both remained significantly elevated at a 3-month follow-up of the intervention. Further analysis revealed that the intervention had its greatest impact on these 2 variables among women who were lowest in optimism at baseline. Discussion centers on the importance of examining positive responses to traumatic events--growth, appreciation of life, shift in priorities, and positive affect-as well as negative responses.     

Relationships between Personality and Organization Switching: Implications for utility estimates

This study examined individuals' tendencies to migrate from one organization to another (i.e., the propensity to switch employers). Previous researchers have suggested that switching organizations throughout the career span may be partially heritable and therefore related to individual differences in personality traits. If personality traits are indeed related to a tendency to turnover from organizations, this suggests that current procedures for calculating utility may be inaccurate. Using a database of 1081 individuals who have been in the workforce for several years, results indicated that personality traits measured by the Occupational Personality Questionnaire (non‐ipsative; OPQn) were modestly related to organization switching (i.e., repeated moves from organization to organization). We found that higher scores on extraversion, openness to experience, and conscientiousness‐related traits were modestly correlated with more frequent organization switching. However, we demonstrate that these modest relationships can produce large inaccuracies in utility estimates.     

Empathy, Ways of Knowing, and Interdependence as Mediators of Gender Differences in Attitudes Toward Hate Speech and Freedom of Speech

Women are more intolerant of hate speech than men. This study examined relationality measures as mediators of gender differences in the perception of the harm of hate speech and the importance of freedom of speech. Participants were 107 male and 123 female college students. Questionnaires assessed the perceived harm of hate speech, the importance of freedom of speech, empathy, relational and collective interdependence, and connected and separate ways of knowing. Gender differences were found for the harm of hate speech, freedom of speech, empathy, and separate learning as a way of knowing. Women were more negative regarding the harm of hate speech and regarded freedom of speech as less important than men. Additionally, the perceived harm of hate speech was positively associated with empathy, connected knowing, and interdependence, and freedom of speech was positively associated with separate learning and negatively with empathy. Empathy mediated gender differences in the perceived harm of hate speech, and separate learning mediated gender differences in the importance of freedom of speech.