The relationship of self-talk frequency to communication apprehension and public speaking anxiety

This research examines how self-talk is related to the nature and prevalence of communication apprehension and public speaking anxiety. In Study 1, we examined the relationship between general communication apprehension (CA) and the frequency and nature of general self-talk. Results showed that higher CA scores were associated with more frequent self-critical self-talk than lower CA scores. In Study 2, we examined how self-talk pertaining to the preparation for an upcoming speech related to public speaking anxiety. Results showed that self-critical and social-assessing self-talk were positively related to people’s anxiety scores, whereas self-reinforcing self-talk was negatively associated with their anxiety. Implications of these results for the management of public speaking anxiety are discussed.     

Three faces of context and their implications for career: A study of public sector careers cut short

This paper examines the impact of context on careers. It is based on a study of senior managers in an English local authority. It offers two important contributions: first, an empirical contribution examining how context matters to individuals in their career-making in the setting of the UK public sector. Our findings point to three aspects or faces of context: proximal events, ideology and enduring structural features. The first, context as ideology, attends to meaning-making that is collective in nature, and that incorporates concepts of power, domination, subordination and resistance. Our second refers to the enduring structural features. These are on-going trends and developments, predictable and traceable over the medium to long-term which offer rules and resources, thus structuring opportunity and constraint. Finally, the third face, context as proximal events, refers to (often unexpected) contingencies that arise at particular moments. Although bounded both spatially and temporally, they can significantly impact on career decision making. The second contribution of the paper builds upon this empirical base to develop theoretical and conceptual understanding of the link between career and context, illustrating the interconnectedness of the various faces of context and the dynamic ways in which these influence career-making over time.     

The social nature of benevolent sexism and the antisocial nature of hostile sexism: Is benevolent sexism more likely to manifest in public contexts and hostile sexism in private contexts?

Previous research converges on demonstrating that benevolent sexism (BS) is socially approved, whereas hostile sexism (HS) is socially disapproved. We postulated that a sample of married women would be likely to report that their husbands express hostile sexist attitudes and engage in related actions towards them more in private than public contexts, where they lie concealed from public censure. By contrast, the women would report that their husbands would be likely to express benevolent sexist attitudes and engage in related actions more in public than private contexts, where they are reinforced not only by their target (i.e. wife), but also by significant others and the society at large. We tested these hypotheses with a sample of Black, heterosexually married Zimbabwean women (n = 109, mean age = 31.83). Results supported our hypotheses: the women reported hostile sexist attitudes and actions to be more likely to occur in private than public contexts; on the other hand, they reported benevolent sexist attitudes and actions to be more likely in public than private contexts. We conclude that differences in social approval of BS and HS account for these results.     

Professionalizing the Practice of Public Policy in the Prevention of Violence

The State of the Science Conference Statement on “Preventing Violence and Related Health-Risking Social Behaviors in Adolescents” accurately summarizes the state of knowledge regarding risk factors for violence and intervention efficacy. The Statement missed an opportunity, however, to move the field of prevention practice and policy forward by advocating for more systematic, central review of preventive interventions through a new federal regulatory body, such as an “FDA for Preventive Interventions.” This body would provide review of evidence-based programs and aid decision-making in funding. As a complement to this body, decision-makers also need guidelines in evidence-based practice in ambiguous circumstances, which characterize much of the reality of public policy. Therefore, this new regulatory body should be accompanied by guidelines for evidence-based practice in intervention and policy. Finally, in order to move forward both of these concepts, a National Academy of Sciences Panel should convene to deliberate how these concepts can be implemented.     

论孙中山民主主义的服务道德

孙中山在其三民主义的政治基础上,形成了他的民主主义的伦理思想,突出特色是他所倡导的“服务道德”。其要点是,以民主平等取代等级特权制度,这是服务道德的政治前提;实行人道主义、维护人的尊严,这是服务道德的基本要求;铲除皇帝思想、树立公仆观念,这是实践服务道德的基本途径。孙中山的伦理思想有明显的历史局限性,但是,他的“服务道德”思想仍然是值得借鉴的。     

The UK Hybrid Embryo Controversy: Delegitimising Counterpublics

The UK Human Fertilisation and Embryology Act of 1990 was revised in 2008 in response to legal challenges, societal changes and clinical advances since 1990. A provision permitting the creation of animal–human hybrid embryos was the subject of an extremely effective public relations (PR) campaign by embryo scientists and other supporters of such experimentation. In response, science correspondents of the ‘serious’ or ‘quality’ press commented favourably on these PR activities; this validation supplemented key messages in their press releases. The approval conferred on attempts to shape public opinion was explicitly contrasted with the public consultation exercise conducted by the UK Department of Health in 2005. Press coverage of the campaign demonstrated asymmetrical framings of the representativeness of public opinion and scientists' accounts of their proposed research. Scientists' views were represented as objective and therefore a legitimate basis for policymaking, in contrast with subjective views of putatively uninformed or opposed publics. Such opponents were cast as a counterpublic. The public interest was limited to evaluating the science on its own terms, thus pre-empting consideration of the possibility that public interests and scientists' interests may not coincide.     

Analytic philosophy, 1925–69: emergence,management and nature

ABSTRACT

This paper shows that during the first half of the 1960s The Journal of Philosophy quickly moved from publishing work in diverse philosophical traditions to, essentially, only publishing analytic philosophy. Further, the changes at the journal are shown, with the help of previous work on the journals Mind and The Philosophical Review, to be part of a pattern involving generalist philosophy journals in Britain and America during the period 1925–69. The pattern is one in which journals controlled by analytic philosophers systematically promote a form of critical philosophy and marginalize rival approaches to philosophy. This pattern, it is argued, helps to explain the growing dominance of analytic philosophy during the twentieth century and allows characterizing this form of philosophy as, at least during 1925–69, a sectarian form of critical philosophy.     

Factors of Empowerment for Women in Recovery from Substance Use

Empowerment is an interdisciplinary construct heavily grounded in the theories of community psychology. Although empowerment has a strong theoretical foundation, few context-specific quantitative measures have been designed to evaluate empowerment for specific populations. The present study explored the factor structure of a modified empowerment scale with a cross-sectional sample of 296 women in recovery from substance use who lived in recovery homes located throughout the United States. Results from an exploratory factor analysis identified three factors of psychological empowerment which were closely related to previous conceptualizations of psychological empowerment: self-perception, resource knowledge and participation. Further analyses demonstrated a hierarchical relationship among the three factors, with resource knowledge predicting participation when controlling for self-perception. Finally, a correlational analysis demonstrated the initial construct validity of each factor, as each factor of empowerment was significantly and positively related to self-esteem. Implications for the application of psychological empowerment theory and research are discussed.     

Debating the Theological Implications of New Technologies

In a recent report on focus group discussions of GMOs in Britain, Celia Deane Drummond et al. observed that public anxieties about emerging biotechnologies often reflect concerns that are ultimately theological in nature. Such concerns (whether in relation to biotechnology or other areas of technological development) may be easily dismissed as peripheral or irrelevant to the core secular issues of health, safety, environmental impacts, the politics of commercialization and research integrity. However, I shall argue that theological questions are actually integral to the ongoing development of technology and that there is a need for a public discourse that enables such questions to be articulated and debated.     

Building commitment to change: The role of perceived supervisor support and competence

Commitment to change is considered the glue that binds people and change goals. Still, few studies have explored how employees develop their commitment to organizational change. The present study examined the relationship between supervisor competence and support, and employee's commitment to change. Participants were 210 full-time employees from two public organizations that had recently faced major change interventions resulting from governmental directives. As predicted, perceived supervisor support fully mediated the positive relationship between competence and affective and normative commitment to change. On the other hand, supervisor competence was negatively related to continuance commitment to change. These findings illustrate how supervisors can shape employees' reactions to change.