Taboo desires,creativity, and career choice

Two studies suggest that Protestants are more likely than Catholics or Jews to sublimate taboo desires into motives to pursue creative careers. The results are consistent with a synthesis of psychological and classic sociological theories. In Study 1, Protestants induced to have taboo sexual desires were likely to express a preference for creative careers (as opposed to prosocial ones). In Study 2, a national probability sample revealed that “conflicted” Protestants—who had taboo desires but tried to rule their sexual behavior according to their religious beliefs—worked in the most creative jobs. The effects in both studies did not hold for Catholics and Jews. Results suggest that intrapsychic conflict can partially motivate important real-world decisions, such as the choice to pursue a creative career.     

The Dimensionality of Visual Space

The empirical study of visual space (VS) has centered on determining its geometry, whether it is a perspective projection, flat or curved, Euclidean or non-Euclidean, whereas the topology of space consists of those properties that remain invariant under stretching but not tearing. For that reason distance is a property not preserved in topological space whereas the property of spatial order is preserved. Specifically the topological properties of dimensionality, orientability, continuity, and connectivity define “real” space as studied by physics and are the spatial properties that characterize the physical universe as being an integral whole. By contrast the geometrical analysis of VS has taken little cognizance of its topology. Instead such properties have been presupposed a priori rather than being established a posteriori by empirical means, perhaps because these properties are self-evident. Applying the method of coordinative definition expounded by Hans Reichenbach for determining geometrical and topological properties of physical space (PS), it can be shown that VS fulfills the topological criteria of being a “real” space sui generis. Though theorized to be produced by the brain, the topology of VS is not topologically equivalent (homeomorphic) with the structure and activity of the brain because, as will be shown, the topology of VS cannot be formed from the topology of the brain without tearing and/or cutting and pasting.     

Good Soldier or Good Actor? Supervisor Accuracy in Distinguishing Between Selfless and Self-Serving OCB Motives

Purpose

In line with findings that organizational citizenship behaviors (OCBs) may be driven by selfless and self-serving motives, we sought to determine supervisor effectiveness in distinguishing good soldiers from good actors.

Design/Methodology/Approach

Employing a sample of 197 supervisor-subordinate dyads, we collected self- and supervisor-reports of employees’ citizenship motives. Dominance analysis was used to determine supervisory accuracy in identifying and distinguishing among subordinates’ motives.

Findings

We found that the relationships between self- and supervisor-reports of corresponding motives were strongest, supporting our hypotheses that supervisors are able to accurately identify their subordinates’ OCB motives and that they are not fooled by good actors.

Implications

Our results address concerns raised in previous research that inaccuracy in supervisor attributions of motives might lead to unfair reward or punishment of their subordinates. In demonstrating their accuracy in identifying their subordinates’ motives, an important implication of our work is that supervisors’ preferences for selfless motives may relate to actual differences in their employees’ contribution to the organization.

Originality/Value

Our study contributes to existing research to more conclusively address the question of supervisors’ bias in their preference for selfless motives. Our results also underscore the importance of accounting for employee motives in research exploring the outcomes of OCBs.

     

Cross-Cultural Differences in the Attitude Toward Applicants’ Faking in Job Interviews

Purpose

This study questions whether applicants with different cultural backgrounds are equally prone to fake in job interviews, and thus systematically examines cross-cultural differences regarding the attitude toward applicants’ faking (an important antecedent of faking and a gateway for cultural influences) on a large scale.

Design/Methodology/Approach

Using an online survey, employees’ (N = 3252) attitudes toward faking were collected in 31 countries. Cultural data were obtained from the Global Leadership and Organizational Behavior Effectiveness project (GLOBE).

Findings

Attitude toward faking can be differentiated into two correlated forms (severe/mild faking). On the country level, attitudes toward faking correlate in the expected manner with four of GLOBE’s nine cultural dimensions: uncertainty avoidance, power distance, in-group collectivism, and gender egalitarianism. Furthermore, humane orientation correlates positively with attitude toward severe faking.

Implications

For international personnel selection research and practice, an awareness of whether and why there are cross-cultural differences in applicants’ faking behavior is of utmost importance. Our study urges practitioners to be conscious that applicants from different cultures may enter selection situations with different mindsets, and offers several practical implications for international personnel selection.

Originality/Value

Cross-cultural research has been expected to answer questions of whether applicants with different cultural backgrounds fake to the same extent during personnel selection. This study examines and explains cross-cultural differences in applicants’ faking in job interviews with a comprehensive sample and within a coherent theoretical framework.

     

Black Church Leaders’ Attitudes About Mental Health Services: Role of Racial Discrimination

Black church leaders are often first responders to mental health issues in the Black community, yet few researchers have examined their attitudes about seeking outside mental health services. In order to fill this gap, we surveyed 112 church leaders in a northeastern urban Baptist Black mega-church (22 associate pastors, 34 deacons, and 56 congregation care givers) using The National Survey of American Life. Findings suggest church leaders more often relied on the church community and alternative health services, leaders who attended church more often tended to report not receiving any outside mental health treatment, the closer church leaders felt to all Black people, the less satisfied they were with help received from formal mental health services, and leaders who experienced more racial discrimination tended to report worse overall mental and physical health. Clinical providers and Black churches should develop collaborative partnerships to better meet the needs of this community.     

A Family Affair: Examining the Impact of Parental Infidelity on Children Using a Structural Family Therapy Framework

Infidelity has a permeating impact on social systems, but no system is more impacted by infidelity than the nuclear family. This paper examines the impact of parental infidelity on the family using a structural family therapy (SFT) framework. Conceptualizing and treating infidelity from an SFT approach provides a systemic understanding of how interactions between the parental units about infidelity impact parent–child dynamics. Clinical recommendations are outlined for couple and family therapists to help families find healthy and adaptable ways to create and maintain structures that minimize the harmful impact of infidelity on the family system.     

Marriage and Family Therapy Students’ Views on Including Weight Bias Training into Their Clinical Programs

Discussions about diversity rarely focus on overweight, obesity, and bias about body size (i.e., weight bias). These discussions allow students to develop self-awareness about how their biases can affect their clinical work, as well as the challenges and subsequent bias clients may face in their everyday lives and from clinical providers. One consequence of the rising prevalence of overweight and obesity in the United States is the increase in the level of weight bias and discrimination towards individuals who are overweight, which has been documented among mental and healthcare professionals. Thus, it is imperative that training programs integrate weight bias as a part of diversity training. The authors will review weight bias in mental and healthcare professions, and describe several trainings focused on self-awareness about weight bias. The purpose of this study was to pilot and evaluate a training program for marriage and family therapy (MFT) students about developing self-awareness around weight bias and working with clients who are overweight. Following the program, focus groups were conducted to explore participants’ experiences, learning, and feedback on the content and delivery method. Focus Group methodology was used to guide the analysis process. Four themes emerged: training program feedback, challenges for the MFT field, self-of-therapist, and etiology of weight loss/gain. Implications for MFT training programs are discussed.     

Readiness for Change: Involving the Family with Adolescents in Residential Settings

Adolescence is a pivotal time in human development and can be a challenging time for individuals to learn to regulate emotions, while also balancing biopsychosocial changes. The family plays a key role in an adolescent’s development. Thus, it is imperative for families to remain involved when adolescents are in residential treatment for emotional or behavioral issues. In this paper, we explore the benefits of, and methods for, increasing the identified patient’s (i.e., the adolescent’s) and the family’s readiness for change. The process of increasing family engagement in residential treatment is considered through the lens of the Stages of Change model. Barriers practitioners may face with adolescents and their families are also addressed.