INTEGRATING INTERIORITY IN COMMUNITY DEVELOPMENT

This article explores Integral community development; an approach that integrates material needs (such as economic growth, resource management, and decision-making structures) and interior needs (such as cultural, spiritual, and psychological wellness). Including “interiority” in development is unique to conventional and alternative development practices, and analysis suggests it is necessary for sustainability. Integral community development works in three domains of action/application, dialogue/process, and self-growth/reflection, and recognizes the importance of changes in worldviews. Using this approach in a case study in El Salvador, research outcomes showed increased collaboration and self-reflection, where economic objectives merged with equality and environmental concerns.     

Is Established Knowledge About Cross-Cultural Differences in Individualism–Collectivism Not Applicable to the Military? A Multi-Method Study of Cross-Cultural Differences in Behavior

Preparing for international military collaboration includes raising knowledge about cultural differences. The differences in individualism–collectivism between countries are among the most central aspects likely to impact collaboration. However, are the differences in individualism–collectivism between countries as documented in a significant amount of civilian research (e.g., Hofstede, 2001a Hofstede, G. (2001a). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: Sage. [Google Scholar]) generalizable to a military context? Or are the differences not the same in a military context, as suggested by Soeters (1997) Soeters, J. L. (1997). Value orientations in military academies: A thirteen country study. Armed Forces and Society, 24, 7–32. 10.1177/0095327X9702400101[Crossref], [Web of Science ®] , [Google Scholar] on the bases of a values survey? Quasi-experiments were conducted in a distributed collaborative computer game environment. The study is multimethod, employing self-reporting, observer ratings and direct behavioral measures, and it is the first study of cross-cultural differences in individualism–collectivism in behavior in a military context. By studying differences in collectivist-type behaviors in a sample of military officers (N = 154) in 4 different countries (the United States, the Netherlands, Sweden, and Norway), this study seeks to determine whether the cross-cultural differences in values found by Soeters from a military context are reflected in behavior. The study also includes a values survey using Hofstede’s (2007) Hofstede, G. (2007). Values survey module 1994 (VSM-94). Retrieved from www.geerthofstede.com [Google Scholar] measurement tool, the Values Survey Module (VSM), consistent with Soeters’ study. The study is considered exploratory because of a somewhat limited sample. The results from the 6 different measures of collectivist behaviors provide no support for the suggestion that cross-cultural differences in individualism–collectivism are not the same in military organizations as in civilian organizations. Although not conclusive, the results raise doubt concerning the appropriateness of using the VSM in military samples. The implications are discussed.     

Using a Values‐Based Taxonomy in Counselor Education

Values such as respect for the client's privacy and respect for diversity are integral to training new counselors. This requires learning in the affective domain, defined as the internalization of values ( Krathwohl, Bloom, & Masia, 1964 ). The affective taxonomy of Krathwohl et al. (1964) is presented as a means of teaching values and measuring the internalization of values. An example from a multicultural counseling course is offered as a template for implications in counselor education.     

Voting and Values: Reciprocal Effects over Time

Two studies investigated reciprocal effects of values and voting. Study 1 measured adults' basic values and core political values both before (n = 1379) and following (n = 1030) the 2006 Italian national election. Both types of values predicted voting. Voting choice influenced subsequent core political values but not basic values. The political values of free enterprise, civil liberties, equality, law and order, military intervention, and accepting immigrants changed to become more compatible with the ideology of the chosen coalition. Study 2 measured core political values before (n = 697) and following (n = 506) the 2008 Italian national election. It largely replicated the reciprocal effects of voting and political values of Study 1. In addition, it demonstrated that left‐right ideology mediated the reciprocal effects of voting and political values. Moreover, voter certainty moderated these effects. Political values predicted vote choice more weakly among undecided than decided voters, but voting choice led to more value change among undecided voters.     

The role of career values for work engagement during the transition to working life

The present longitudinal study examined the role of career values for work engagement across the transition from university education to working life. Finnish young adults reported on their career values (intrinsic, rewards, and security values) at the age of 23; and the degree of person–organization fit (value congruence, and congruence between one's education and the job), subjective income and economic stress two years later at the age of 25. Work engagement was assessed at both measurement points. Structural equation modeling results showed, first, that intrinsic but not rewards or security career values were related to work engagement. Second, value congruence and having a job which was related to young adults' educational field were positively associated with work engagement. Our findings suggest that along with person–organization fit, intrinsic career values are a significant factor in shaping and facilitating successful transitions from education to work.     

Moderating role of affectivity in career resilience and career anchors

This study explored the moderating role of positive affect and negative affect in the link between employees’ career resilience and their career anchors . A convenience sample (N=143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%) . Correlational analysis showed significant associations between the variables . Hierarchical moderated regression analysis indicated low positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship . High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships . The findings add new insights that may be useful for career development support programmes in the contemporary workplace .     

The American Reincarnation of the Superfluous Experience

Abstract

The superfluous man became a prominent literary figure in Russia during the 19th century. This article makes a comparison of the superfluous experience to the “celebutante” phenomenon, as reflected in the media. It also includes a discussion on the impact that the celebutante influence may have on the dreams, values and meaning-making experience of members of Generation Y. A values clarification exercise is included.     

Gender Differences in the Association of Intimate Partner Violence and Relationship Values among College Students

Although research has indicated that cognitions and situational factors play a role in relationship satisfaction and aggression, few studies have investigated the association between intimate partner violence (IPV) and relationship values. We addressed this gap by measuring college students’ perpetration of and victimization by four types of IPV; namely, physical violence, sexual violence, threats, and psychological aggression over the past year. One-way ANOVAs and multiple regression analyses were used to measure the association between IPV and the endorsement of relationship values. The results suggest that past IPV perpetration and victimization correlated with the current endorsement of relationship values for males more than females. In general, male perpetrators rated relationship values such as security, investment, others’ approval, and daily conflict as less important than non-perpetrators. Although male victimization explained significant variance in security, investment, and others’ approval, the results were somewhat mixed as to whether victimization related to higher or lower ratings of relationship values, with the majority of the results suggesting an inverse correlation between relationship value endorsement and IPV experience. Future research can investigate mediating factors in the relationship between IPV and relationship value endorsement, as well as look at how IPV and relationship values influence decisions concerning relationship maintenance.     

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006 Carstensen, L. L. 2006. The influence of a sense of time on human development. Science, 312: 1913–1915. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.