Applications of object relations theory and self-psychology in current group therapy

In an effort to explore how group therapists can apply psychoanalytic theory in the group modality to advantage, two major developments in analytic theory are examined. 1) Kernberg stresses the neutral interpretive stance and utilizes concepts of protective identification and splitting in dealing with borderline pathology. This paper illustrates concretely how such theory can be used by the group therapist to encourage working through in the group situation. 2) Kohut's work stresses the empathic, nurturant analytic stance and focuses upon idealization, the grandiose self and the self-object. An understanding of these concepts helps the group therapist avoid obstacles in the treatment of narcissistic patients and can enrich the therapeutic work. The paper concludes that treatment of the difficult patient may be enhanced by the group situation in combination with specific psychoanalytic concepts.     

Models for normal intuitionistic modal logics

Kripke-style models with two accessibility relations, one intuitionistic and the other modal, are given for analogues of the modal systemK based on Heyting's prepositional logic. It is shown that these two relations can combine with each other in various ways. Soundness and completeness are proved for systems with only the necessity operator, or only the possibility operator, or both. Embeddings in modal systems with several modal operators, based on classical propositional logic, are also considered. This paper lays the ground for an investigation of intuitionistic analogues of systems stronger thanK. A brief survey is given of the existing literature on intuitionistic modal logic.     

Parfit on Free Will,Desert, and the Fairness of Punishment

In his recent monumental book On What Matters, Derek Parfit argues for a hard determinist view that rejects free will-based moral responsibility and desert. This rejection of desert is necessary for his main aim in the book, the overall reconciliation of normative ethics. In Appendix E of his book, however, Parfit claims that it is possible to mete out fair punishment. Parfit’s position on punishment here seems to be inconsistent with his hard determinism. I argue that Parfit is mistaken here, in a way that leads him to unjustified optimism about the possibility of fair penalization. Insofar as we take the free will problem seriously, we cannot reconcile a belief in the absence of desert with a belief in the fairness of penalization.     

Embedding Academic Integrity in Public Universities

Particular concern about academic ethics in higher education and research institutions (HERIs) in Lithuania was addressed in 2009 by the national decision to establish an Office of Ombudsman for Academic Ethics and Procedures (Office). The decision was taken during the approval of the revised Law on Higher Education and Research by the Parliament of Lithuania. Following two failed attempts to appoint an ombudsman, the Office began to function in 2014. Since then, the ombudsman, alongside other state institutions, has been empowered to implement national higher education and research policy. At the outset of the Office activity it is important to consider how public HERIs institutionalise academic integrity, i.e. how they create an ethical environment within the academic community and what means are used to support it further. Collecting data from codes of ethics, regulations of academic integrity committees and interviews, data analysis shows that academic values manifest unevenly in teaching/learning and research. Most efforts concern the behaviour of students rather than the behaviour of academic staff (teachers and researchers). Moreover, ethics infrastructure gives a misleading image, as it lacks harmony and compatibility, despite the fact that there is a myriad of means to foster ethical behaviour. Universities should make greater effort to connect academic values with operations in teaching/learning and research.     

Beliefs in Equality for Women and Men as Related to Economic Factors in Central and Eastern Europe and the United States

Do economic indicators predict the general level of support for gender equality? This question was investigated in a sample of countries in Central and Eastern Europe, a region that has been undergoing rapid economic changes since the early 1990s. In this overall sample of male and female college students from ten countries, including the United States as a comparison, the predicted association between stronger beliefs in gender role egalitarianism and positive economic factors was generally supported. Also, consistent with other research, women were more in support of gender equality than men were. There was no support for a predicted trend in less support for gender equality over the time period of the present study.     

The Unintended Effect of Perceived Transformational Leadership Style on Workaholism: The Mediating Role of Work Motivation

Abstract

Given the apparent magnitude of the problems related to workaholism, the current research was designed to provide evidence about the impact of both personal and organizational variables on determining health-damaging work habits of the employees. This paper presents a study aimed at clarifying the mediating role that work motivation plays in the relationship between the perceived transformational leadership style and workaholism. Based on the Self-Determination Theory and the Job Demands–Resources model, we hypothesized that transformational leadership should be directly related to the lower levels of workaholism, whereas the indirect effect of transformational leadership was expected to increase the levels of workaholism through work motivation of the employees. Two hundred and fifty Lithuanian employees participated in the empirical study. The results confirmed the expected relationship between transformational leadership and workaholism via work motivation showing that the negative role of transformational leadership in workaholism is explained by its positive influence on intrinsic motivation, as well as introjected, integrated, identified regulations, which, in turn, enhance the employees’ workaholism.