The relationship between employees’ experience of performance management and work engagement within a South African organisation

The study investigated the relationship between employees’ experience of performance management and work engagement. Participants were a convenience sample of employed adults (N=202; females=59%, middle management?=?48%, White?=?54%, tenure more than 9 years?=?48%) in an organisation in the vehicle and asset-based finance industry. They completed the Performance Management Questionnaire (PMQ) and Utrecht Work Engagement Scale (UWES). Multiple regression analysis was used to determine the proportion of variance of work engagement that is explained by employees’ experience of performance management. Results revealed that only empowerment significantly predicted work engagement. These findings suggest that when employees experience performance management as empowering, they are also likely to have higher levels of work engagement.     

Psychological Empowerment,Work Engagement and Turnover Intention: The Role of Leader Relations and Role Clarity in a Financial Institution

This study investigated the relationship between leader-member exchange, role clarity, psychological empowerment, engagement and turnover intention within a financial institution in South Africa. A cross-sectional survey design was used. A convenience sample (N = 278) was taken (males =31%, females =60%; 88% younger than 35 years; 57% with 2–5 years service) from the total population (N = 889). They completed the Leader-Member Exchange Questionnaire (Liden, Wayne, & Stilwell, 1993) Role Conflict and Ambiguity Questionnaire (Rizzo, House, & Lirtzman, 1970), Measuring Empowerment Questionnaire (Spreitzer, 1995), Engagement Questionnaire (May, Gilson, & Harter, 2004) and Intention-to-leave Scale (Sjöberg & Sverke, 2000). A path model was tested with SPSS to determine the relationships of the variables. Furthermore, a theoretical model was tested through the use of structural equation modelling (Arbuckle, 2008). The latent variables included LMX (consisting of two parcels), role clarity (consisting of two parcels), psychological empowerment (consisting of four variables, namely meaning, competence, impact, and self-determination), work engagement (consisting of two parcels), and turnover intention (a manifest variable). Role clarity mediated the relationship between leader-member exchange and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. Leader-member relations lead to better understanding of roles, while role clarity empowers and engages employees.     

The Acquisition and Function of Religious Beliefs: A Review and Synthesis of Proximate and Ultimate Perspectives

ABSTRACT

Two main scientific approaches have renewed in the last decade the scientific study of religion: the cognitive and the adaptationist. The former is focused on proximate causes, the latter is looking for ultimate causes of religious beliefs and behaviours. Both approaches are useful and promising. However, in both cases, various important aspects and contexts associated with the origin, acquisition, and transmission of religious beliefs have been neglected. The present paper offers an approach that conjoins both models after reviewing several critical issues, to highlight a distinction between cognitive conditions and structures, on one side; and developments or applications, on the other. As a result greater attention needs to be paid to religious functions and their cultural framework to better understand religion and to explain some current processes, like massive secularization in several areas.     

Cognitive Analytic Therapy: time and process

Cognitive Analytic Therapy (CAT) is an increasingly popular brief therapeutic approach for use with a variety of types of clinical problem. This paper outlines the key components of CAT and demonstrates its use by case examples. The history of CAT is traced, particularly the concept of Reciprocal Roles which was developed from Object Relations Theory. It is suggested that CAT has considerable potential as a collaborative, active therapy, with particular application to difficult patients such as those with borderline personality disorder. Some of the differences from other psychodynamic therapies are described, and an assessment of its future role is provided.     

Materials used to support cognitive behavioural therapy for depression: a survey of therapists’ clinical practice and views

ABSTRACT

Use of supporting materials in cognitive behavioural therapy (CBT) is widely advocated, and homework increases effectiveness. The study aimed to identify materials most frequently used by CBT therapists to support CBT for depression, and those perceived clinically most effective. Questionnaires were sent to 3665 accredited CBT therapists asking about their use of resources commonly described in CBT manuals, and their views on effectiveness. Of 3665 approached by post/email, 994 (27%) responded. Another 33 completed the questionnaire via the study website. 818/1027 (80%) of respondents were accredited practitioners who deliver one-to-one therapy. Symptom measures, lists of problems/goals, activity schedules, behavioural activation diaries/plans, and case formulation worksheets were used “frequently” or “very frequently” by over 85% of respondents. Sleep diaries and computerised CBT were used least. Most resources were used within and between sessions. Activity schedules, behavioural activation diaries/plans, case formulation worksheets, thought records, and resources to support the identification of conditional beliefs were regarded as most effective. Symptom measures, sleep diaries, and computerised/online materials were considered only moderately effective. Therapists use a wide range of materials to support individual CBT. For delivering CBT, technology-enabled approaches should incorporate a range of materials to enable therapists to tailor treatment effectively.     

Inconsistent child-rearing: A reply to rosenthal

Abstract

In a reply to our paper (Kohlmann, Schumacher, & Streit, 1988), Rosenthal (in a Letter to the Editors, this issue) primarily gives some comments on findings regarding the association of inconsistent child-rearing behavior and anxiety in the child. Results of our study were compared to results from a study by Rosenthal, Finkelstein, Ni, and Robertson (1959).     

The law of large numbers in children's diversity-based reasoning

Adults increase the certainty of their inductive inferences by observing more diverse instances. However, most young children fail to do so. The present study tested the hypothesis that children's sensitivity to instance diversity is determined by three variables: ability to discriminate among instances (Discrimination); an intuition that large numbers of instances increase the strength of conclusion (Monotonicity); ability to detect subcategories and evaluate numerical differences between the subcategories, or Extraction. A total of 219 Chinese children aged 6 to 11 were tested for sensitivity to diversity by means of Discrimination, Monotonicity, and Extraction. The results indicated that children at all ages were able to discriminate instances and attend to set size. However, only 9- and 11-year-olds demonstrated Extraction and sensitivity to diversity. Furthermore, among all children diversity scores increased linearly with the level of Extraction. These results suggest that the law of large numbers plays a role in children's diversity-based reasoning.     

On the failure of cognitive ability to predict myside and one-sided thinking biases

Two critical thinking skills—the tendency to avoid myside bias and to avoid one-sided thinking—were examined in three different experiments involving over 1200 participants and across two different paradigms. Robust indications of myside bias were observed in all three experiments. Participants gave higher evaluations to arguments that supported their opinions than those that refuted their prior positions. Likewise, substantial one-side bias was observed—participants were more likely to prefer a one-sided to a balanced argument. There was substantial variation in both types of bias, but we failed to find that participants of higher cognitive ability displayed less myside bias or less one-side bias. Although cognitive ability failed to associate with the magnitude of the myside bias, the strength and content of the prior opinion did predict the degree of myside bias shown. Our results indicate that cognitive ability—as defined by traditional psychometric indicators—turns out to be surprisingly independent of two of the most important critical thinking tendencies discussed in the literature.     

The grim reasoner: Analytical reasoning under mortality salience

The human species enjoys uniquely developed capacities for analytical reasoning and rational decision making, but these capacities come with a price: They make us aware of our inevitable physical death. Drawing on terror management theory and dual-process theories of cognition, we investigate the impact of mortality awareness on analytical reasoning. Two experiments show that experimentally induced thoughts of death impair analytical reasoning performance, just as cognitive load would. When made aware of their own mortality, reasoners allocate their executive resources to the suppression of this disturbing thought, therefore impairing their performance on syllogisms that require analytic thought. This finding has consequences for all aspects of rational thinking that draw on executive resources, and calls for an integrated approach to existential psychology and the psychology of rational thought.     

Cognitive styles and person–environment fit: Investigating the consequences of cognitive (mis)fit

There is currently considerable interest in the key elements of person–environment fit to understand vocational behaviour and to develop strategic human resource management practices. In the light of this interest, we wanted to investigate (1) whether people within similar functions have similar cognitive styles, and (2) what the consequences of cognitive (mis)fit are on three work attitudes, using two large-scale databases (N = 24,267 and N = 2,182). We identified a knowing-oriented cognitive climate in finance, information technology (IT), and research and development (R&D) functions; a planning-oriented cognitive climate in administrative and technical and production functions; and a creating-oriented cognitive climate in sales and marketing functions and general management. Furthermore, we found that the relationship between people's cognitive styles and work attitudes (i.e., job satisfaction, job search behaviour, and intention to leave) does not depend on the cognitive climate in which they work. However, we did find that people with a higher creating style on average score higher on intention to leave and job search behaviour in comparison with people who score lower on the creating style, irrespective of the cognitive climate they are working in. The cognitive climate also partially affects job satisfaction and intention to leave after controlling for cognitive styles. In summary, cognitive styles and cognitive climate seem to have separate influences on people's work attitudes. Our findings are relevant for selection and recruitment policies of organizations and in the context of training, job design, and workforce planning.