Dyadic nominations of bullying: Comparing types of bullies and their victims

Previous studies indicate that when identifying individuals involved in bullying, the concordance between self- and peer- reports is low to moderate. There is support that self- and peer- identified victims constitute distinct types of victims and differ in adjustment. Likewise, differentiating between self- and peer- reports of bullying may also reveal distinct types of bullies. The goal of this study was to examine differences between types of bullies identified via dyadic nominations (self-identified, victim-identified, and self/victim identified). First, we examined the concordance between dyadic nominations of bullying and traditional measures of bullying (i.e., self- and peer-reports). Second, we compared the behavioral profiles of the bully types to nonbullies, with a focus on aggressive behaviors and social status. Third, we examined whether the types of bullies targeted victims with different levels of popularity, as well as the role of their own popularity and prioritizing of popularity. Participants were 1,008 Dutch adolescents (50.1% male, M_age = 14.14 years, standard deviation [SD] = 1.30) who completed a classroom assessment of dyadic nominations, peer nominations, and self-report items. Results indicated that victim identified and self/victim identified bullies were more aggressive, more popular, and less socially preferred than self-identified bullies and nonbullies. Self/victim identified bullies targeted victims with the highest social status. The association between bully type and victims' popularity was further qualified by bullies' own popularity and the degree to which they prioritized popularity. Implications for the implementation of dyadic nominations are discussed.     

Are the facial gender and facial age variants of the composite face illusion products of a common mechanism?

Psychonomic Bulletin & Review - When the upper half of one face (‘target region’) is spatially aligned with the lower half of another (‘distractor region’), the two...     

Family dynamics as predictors of infant disposition

In this longitudinal study of mothers, their families, and their infants, both discriminant and regression analyses showed that prenatal reports of family dynamics predicted infant disposition at 8 months with considerable accuracy. The most important predictive component was organization and consistency within the family unit as well as the dependability of other family members. Possible mechanisms by which family dynamics might affect the infant's developing disposition are discussed.     

Identifying components of type-A behaviour: “toxic” and “non-toxic” achieving

Measures of the Type-A behaviour pattern (TABP) have generally failed to distinguish between different components of the construct, some of which may not constitute risk factors at all. Based on the responses of a total of 632 subjects, the present paper reports on the development of student and working adult questionnaires which comprise discrete and unambiguous indices of “toxic” and “non-toxic” behaviour. Both components reflect high achievement motivation, but in the toxic scale this is compounded by hostile competitiveness and impatience. The scales were related in predictable ways to other relevant indices of personality, and while the toxic factor was significantly associated with deterioration in health status during adaptation, the non-toxic factor conferred a protective effect.     

Muslims in the West: A select bibliography

The presence of Muslims in the West has posed a challenge to the self-assured populations of Europe. This bibliography provides an overview of available scholarship in the English language on the situation of Muslims in Western Europe and in areas of traditional European settlement. It is demonstrable that the conditions they face vary according to established relationships between religion and state in each country, the laws that govern immigration, naturalization and citizenship, the heritage of tolerance, the acceptance of alternative social values and the willingness to allow Muslim participation in the democratic process.     

Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.     

Is no praise good praise? Effects of positive feedback on children's and university students’ responses to subsequent failures

Background. According to Dweck and colleagues, praise can be delivered using person (‘you are clever') or process terms (‘you worked hard'). Research suggests that giving people process praise after success can help them deal better with subsequent failures because it attributes outcomes to effort rather than fixed ability. However, research has thus far inadequately addressed how these types of praise compare to receiving no evaluative feedback. Aim. The aim of the present research was to examine the effects of person and process praise compared to a control group where only objective outcome feedback was given. Samples. In Study 1, 145 British school children aged 9–11 years took part. In Study 2, participants were 114 British university students. Method. In both studies, participants read three scenarios and were asked to imagine themselves as the main character. In each scenario, they succeeded in an educational task and received either person, process, or no praise. Participants then read two scenarios, where they failed at a task. Following each scenario participants evaluated their performance, affect, and persistence. Results. After one failure, participants who received person praise reacted most negatively on all dependent measures. However, those in the process condition did not differ significantly from those in the control group. Conclusions. These findings suggest that process feedback may not be inherently positive; instead person feedback seems particularly detrimental.     

Systems-centered® group psychotherapy: putting theory into practice

Systems-centered therapy (SCT) is derived from a theory of living human systems and practiced in individual and group therapy. Excerpts from an inpatient group illustrate how SCT norms, particularly functional subgrouping and the hierarchy of defense modification, are introduced within the first few minutes of an SCT group. The importance of modifying roles is also discussed, as is the significance of system hierarchy, isomorphy, and energy as applied in the practice of SCT.     

Impact of value congruence on work-family conflicts: the mediating role of work-related support

Based on past research regarding the relationship between person-environment fit and work-family conflict (WFC), we examined the mediating effects of perceived organization/supervisor support on the relationship between person-organization/supervisor value congruence and WFC. A structural equation model was used to test three hypotheses using data collected from 637 workers in Taiwan. Person-organization value congruence regarding role boundaries was found to be positively correlated with employee perception of organizational support, resulting in reduced WFC. Person-supervisor value congruence regarding role boundaries also increased employee perception of organizational support, mediated by perceived supervisor support. Research and managerial implications are discussed.