Career Counselling: The Usefulness of the Career Interest Profile (CIP)

This study reports the findings from exploratory career counselling with Italian undergraduate university students using the Career Interest Profile (CIP). The participants (n = 178, females = 51.69%; mean age 22.28, SD = 1.59 years) received elective career counselling on campus. The students completed the CIP and the Self-Directed Search (SDS). Data were analyzed using both qualitative and quantitative approaches. The CIP yielded satisfactory results with regard to trustworthiness and intercorrelations with the SDS and provides career counsellors with a useful instrument for the identification of interest profiles of Italian undergraduate university students. Participants reported being enabled to explore prospective career interest areas using career-story narratives for constructing life trajectories and enhanced development of their career stories.     

Social comparison influences on disciplinary panels: a brief qualitative study in Kenyan secondary schools

This study investigated the influences of social comparisons on group polarization in decision making among members of selected Kenyan secondary school disciplinary panels. Ten participants from 10 selected secondary school disciplinary panels were involved. Semi-structured interviews were used to collect qualitative data on the experiences of the participants regarding the influences of social comparisons on their decision-making behaviours during participation in their schools’ disciplinary hearing meetings. The results revealed that in the dynamic interactions among disciplinary panel members during disciplinary hearing meetings, the panel members engaged in social comparisons among themselves, leading to their shifts in decision-making behaviours in favour of consensus in group decisions or group polarization in decision making.     

The im-possibility of secular critique: The future of religion's memory

The legacy of secular critique, with its Greek, Christian, Kantian, modernist traces, constitutes an aporetic law (or contradiction). That law is this: a critical legacy, if it is critical, can affirm and sustain itself only by trying to separate it from itself (from the very crisis that it is). The legacy or history of ‘religion’ is always a history of such critique. Such a legacy always anticipates critiquing itself, its memory (of whatever kind – racist, sexist, colonialist, nationalist). Such a legacy of critique is always a legacy of crisis. However, the crisis of such a legacy cannot be resolved, because critique, as kairos/krisis (critical/decisive moment), can admit of no resolution. Yet the (secular) history of religion, if it is ever historical, can only be a history of such aporetic critique. Such an aporetic critique will be the heritage of religion's im-possible ¹ ?1. I write the word impossible/impossibility with and without a hyphen. When I hyphenate im-possible, I do so to remain true to Derrida's use of it. The im-possible is irreducible to either possibility or impossibility. Sometimes Derrida also writes the word without hyphenating it, but he still implies such irreducibility. future. It is an im-possible future because it will always be a promise, a promise to separate it from itself, a promise that will remain always deferred, always to come. Today, the promise of this secular critique is (in) democracy with its sovereign ‘decisive’ politics. We can no longer simply critique the (future) legacy of religion, understood this way. To do so is to fulfil that legacy's own messianic wish. This is the aporetic limit of secular critique. To think at the limits of the legacy of the critique of religion is to think the very question of the (secular) history of ‘religion’ and its others, that is, ‘religions’.     

Chapter 8: “Always Green and Full of Sap”: Facilitating Wholeness in Aging

SUMMARY

Wholeness in aging is difficult to define, especially in the face of physical disability or catastrophic illness. How one meets the challenges of aging depends upon numerous physical, emotional, and spiritual factors. Rehabilitation may play an important role in restoring wholeness to those with physical disabilities. Likewise, a physical fitness program may lessen some of the effects of aging, helping the older person maintain a higher quality of life. The lived theologies of the older patients and their caregivers also interact, providing an important ground of connection in rediscovery of wholeness as well. Ultimately, our most important role as healthcare providers is to help our older patients regain and maintain this multidimensional wholeness even in times of physical challenge.     

消费行为领域中的调节定向

调节定向理论(Higgins,1997)超越传统享乐主义动机,区分出“促进”和“预防”两种调节性动机系统,近年已成为消费行为领域的研究热点之一.调节定向影响着消费者购物决策整个过程,受被试因素(文化背景、自我建构)、刺激因素(信息框架、解释水平、非言语线索、商品属性)和情境因素(决策时间距离、任务操纵)的影响,通过直接作用、调节关联效应和调节匹配效应三种途径决定信息的说服效果,并且受到精细加工可能性的调节.管理者应特别注意具体营销情境中的调节定向,合理利用调节匹配效应.未来研究应关注调节投入理论、调节定向的前因变量以及同网络购物情境相结合,并探索如何削弱预防定向对营销的不利影响.     

跨文化判断与决策(英文)

本文对判断和决策研究领域所发现的跨文化差异进行了回顾。鉴于大多数判断和决策的跨文化研究都集中于对亚洲和西方文化的比较,本文也主要关注这方面的研究发现。具体来说,本文回顾了在概率判断及信心、风险知觉、冒险行为、消费者行为以及经济判断和决策中所存在的跨文化差异。综述结果表明尽管亚洲人和西方人的判断和决策行为存在很大的跨文化差异,研究也发现了显著的文化内差异。目前关于判断和决策的跨文化差异的研究还相对匮乏,未来还需要更多的研究来进一步了解判断和决策行为的跨文化差别及机制。     

当局者迷,旁观者清?自我-他人决策的理性差异及其机制

生活充满抉择,由于知识经验的局限,人们常需寻求他人建议,抑或直接请他人代己决策.诸多研究探讨了自我决策、向他人建议,以及代他人决策之间的差异.探究这种差异的动因之一在于考察何种条件下的决策更优或更“理性”.以往研究表明,自我决策或他人决策(向他人建议或代他人决策)均有可能更易违背理性决策原则,隐含着他人决策优于自我决策的“当局者迷,旁观者清”这一传统智慧有一定的边界条件.研究者一般从认知(建构水平理论)、情绪(类型和卷入度),以及动机(调节聚焦理论)三种视角对自我-他人决策差异进行解释.本文作者提出基于理由的决策(reason-based account)假设来解释自我-他人决策在理性程度上的差异.未来研究可从决策过程及脑机制上深入考察自我-他人决策差异及其机制.     

Multicriteria Classification with Unknown Categories: A Clustering–Sorting Approach and an Application to Conflict Management

This work proposes an approach to cluster and sort a set of alternatives considering multi‐criteria categories with a partial order structure. It can be considered a heuristic approach because it does not attempt to derive an optimal partial order among all conceivable clusters of alternatives. Rather than this, it intends to be a simple approach that is transparent to the Decision Maker (DM) whose assistance is sought to help shaping the results. The approach proposed arises from the conjugation of traditional Clustering analysis and Multi‐criteria sorting tools. At the outset, the number of categories and their characteristics is unknown. First, we need to detect only the clusters themselves on the basis of a similarity measure independent of the preferences of the DM. Next, we detect potential partial order relations that might exist between them, according to the subjective preferences of the DM. Such preferences are elicited only after the DM has examined the clusters detected and deemed that these categories made sense. The new approach performs very well in a real‐world problem of management of intragroup conflicts and conflict handling strategies. Copyright © 2012 John Wiley & Sons, Ltd.     

Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

PresentationStatistics across European countries show that immigrants have a disproportionate lower employment probability than persons born in the host country (SOPEMI, 2010). Explanations to this phenomenon are complex.ObjectivesAn experiment was conducted to investigate the relationship between multicultural personality traits and managers’ selection preferences in the hiring of native vs. foreign-born job candidates. We proposed that this relationship was mediated by prejudice.MethodsNorwegian managers (n = 222) were presented with one Turkish immigrant job candidate and two Norwegian-born, less qualified job candidates. The managers completed the Multicultural Personality Questionnaire (MPQ) and the Blatant Prejudice Scale (SBPS).ResultsWe found that the threat and rejection blatant prejudice subscale and Emotional stability predicted the managers’ hiring preferences. Specifically, the higher threat and rejection subscale scores and the lower emotional stability scores, the more likely it is that the managers preferred to hire a native, less qualified candidate over the Turkish immigrant candidate. The effect of emotional stability on candidate preference was not mediated by prejudice.ConclusionsThe results suggest that managers’ feelings of threat due to foreign-born immigrants’ participation in the host society (political conservatism), and threat due to intercultural interactions, are significantly related to foreign-born immigrant job candidates’ chances of being hired.     

The time course of gaze bias in visual decision tasks

In three experiments, we used eyetracking to investigate the time course of biases in looking behaviour during visual decision making. Our study replicated and extended prior research by Shimojo, Simion, Shimojo, and Scheier (2003), and Simion and Shimojo (2006). Three groups of participants performed forced-choice decisions in a two-alternative free-viewing condition (Experiment 1a), a two-alternative gaze-contingent window condition (Experiment 1b), and an eight-alternative free-viewing condition (Experiment 1c). Participants viewed photographic art images and were instructed to select the one that they preferred (preference task), or the one that they judged to be photographed most recently (recency task). Across experiments and tasks, we demonstrated robust bias towards the chosen item in either gaze duration, gaze frequency or both. The present gaze bias effect was less task specific than those reported previously. Importantly, in the eight-alternative condition we demonstrated a very early gaze bias effect, which rules out a postdecision response-related explanation.