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.     

虚无主义、语言和创造性：尼采与德里达的界限

尼采和德里达对虚无主义危机做出了不同的回应.这是因为作为主体解读活动及其结果,虚无主义危机本身表现出两可性:一方面,形而上学的真理意志已经演变为一种桎梏,带来了虚无主义的"虚无化"或人类创造性和历史的终结;另一方面,危机也构成主体走出形而上学的条件.德里达更注重对前者进行否定性批判,揭开了形而上学追求超验真理所带的虚无性,或追问本源所掩盖的"本源"缺失.尼采开启了这种批判,不过他更渴望逆转这种潮流,进行更具建设性的重构,而不只是把主体抛在丧失了"意义"的空场上.其目的是脱离消极的虚无主义,复兴各种冲动在主体创造性中的作用.     

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.     

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.