The Whole is Greater: Reflective Practice,Human Development and Fields of Consciousness and Collaborative Creativity

Because Western experiments assume creativity is an individual phenomenon and rarely investigate how trust and openness might build collective resonance, flow, and creativity, the creative whole typically amounts to less than the sum of the parts. The author argues, however, that group creativity increases as members develop, especially through Wilber's (in press) transpersonal stages. He illustrates how organizational leaders have facilitated creativity through reflective practice. Presenting evidence regarding the field effects of collective consciousness, he suggests that our minds and hearts interact in subtle yet powerful ways, which leaders can intuit, to support the emergence of collaborative creativity.     

Victim and Perpetrator Groups' Responses to the Canadian Government's Apology for the Head Tax on Chinese Immigrants and the Moderating Influence of Collective Guilt

European and Chinese Canadians' perceptions and expectations of the Canadian government's apology for the head tax placed on Chinese immigrants during the early twentieth century were examined, along with Chinese Canadians' willingness to forgive the transgression. Among both European and Chinese Canadians, beliefs about the importance attributed to the event and perception of the apology as deserved and sincere heightened expectations of improved intergroup relations. Collective guilt acceptance among European Canadians heightened the relation between perceived sincerity and positive expectations, whereas collective guilt assignment by Chinese Canadians heightened the relation between sincerity and forgiveness. A one‐year follow‐up of whether Chinese Canadians were equally satisfied with the apology indicated that their willingness to grant forgiveness had waned, and although on the whole expectations of improved relations were met, those who assigned more collective guilt were less convinced. Intergroup apologies and their effectiveness at facilitating intergroup relations are discussed.     

Collective contributions to career efficacy in adolescents: A cross-cultural study

This study extended the concept of collective efficacy to supplement the variable of career self-efficacy to predict vocational exploration and commitment among adolescents. We developed a Collective Contributions to Career Efficacy Scale (CCCE) to measure adolescents' perceived contributions from parents, teachers, and peers on their career-related matters. A total of 1175 high school students from Hong Kong, Shanghai and Michigan participated in the study by completing the CCCE, the Career Decision Self-Efficacy Scale (CDSE-SF), and the Vocational Exploration and Commitment Subscale (VEC). Using multi-sample Structural Equation Modeling, we found that the effect of CCCE on VEC was mediated by CDSE. Although we found cultural differences in the overall level of the vocational measures among the Hong Kong, Shanghai, and American students, the mediation model was confirmed in all three groups of students.     

全员参与学生发展性心理辅导研究

本研究借鉴美国、英国和我国香港地区的一些实践经验,力图发展和形成一种具有综合性的集体心理辅导模式,即学校教师全员参与学生的发展性心理辅导。研究提出了辅导模式的基本理念、操作步骤及主要内容,并采用教育实验的方法在金华南苑小学进行了实证研究,结果证明该模式有助于提高学生的心理健康水平,能促进学生更好地发展。     

The Role of UB Faculty Council During the Strike: Reflections of a Former Striker Crossing a Picket Line

This essay examines the role of the University of Bridgeport's Faculty Council in relation to the faculty union. The Faculty Council is a governing body composed of elected faculty representatives from different schools and departments within the university. Faculty Council leaders facilitated the certification of AAUP as the faculty's bargaining agent in 1973 and, under the author's leadership, the faculty petitioned the National Labor Relations Board to decertify the union in 1991. The author participated on the picket line during the 1975, 1978 and 1987 faculty strikes, but crossed the picket line during the 1990 strike.     

Brief Comments on Collective Bargaining at the University of Bridgeport: 1974–1987

When Leland Miles arrived as the University of Bridgeport's new president in 1974, the institution had substantial financial problems, declining enrollments, and a newly unionized faculty. This essay is a first-person account of his efforts to work with an immature union and his attempt to save the Liberal Arts at a time of growing student demand for professional degrees.     

Understanding defensive and secure in-group positivity: The role of collective narcissism

Integrating psychoanalytic ideas of group idealisation with social identity and categorisation theories, this article discusses the distinction between secure and defensive in-group positivity. Narcissistic in-group positivity captures a belief in in-group greatness that is contingent on external validation. It reflects defensive in-group positivity, insofar as it stems from the frustration of individual needs, and predicts increased sensitivity to threats as well as undesirable consequences for out-groups and the in-group. Secure in-group positivity—that is, in-group positivity without the narcissistic component—is a confidently held positive evaluation of one’s in-group that is independent of the recognition of the group in the eyes of others. It stems from the satisfaction of individual needs, is resilient to threats and has positive consequences for the in-group and out-groups. I review evidence for these two distinct ways people relate to their social groups and discuss theoretical and practical implications for understanding intra- and intergroup relations.     

真实创新预览、企业可雇佣性责任感与可雇佣型建言的关系

以59家科技型创业企业368名知识员工为被试,从新型员工—组织关系模式下个体认知的视角,探讨了企业真实创新预览与知识员工可雇佣型建言的关系,以及知识员工之企业可雇佣性责任感的中介作用。PLSSEM分析结果表明:(1)企业真实创新预览对知识员工的企业可雇佣性责任感各维度、可雇佣型建言具有显著正向影响;(2)知识员工的企业可雇佣性责任感各维度中,基于角色内胜任力提高、基于角色外能力提升2个维度对知识员工可雇佣型建言具有显著正向影响,并在企业真实创新预览与知识员工可雇佣型建言之间起部分中介作用;而基于个人生涯发展维度对知识员工可雇佣型建言的影响不显著,其在企业真实创新预览与知识员工可雇佣型建言之间也不起中介作用。     

Creative thinking and collective mobilisation in the Muslim world

ABSTRACT

To what extent does openness to new ideas and creativity (ONIC) help explain the elite-challenging collective mobilisation in the Muslim world? Are religious Muslims who are open to creative and innovative thinking more or less likely to engage in pro-democratic collective action? Analysing 16 Muslim-majority countries, this study advances the debate of Muslim contentious politics by systematically examining the extent to which ONIC explains the variation in high-risk, pro-democratic collective mobilisation. A quad-dimensional analysis of creativity indicates that ONIC is an empirically distinctive measure to capture openness and creative thinking. The evidence further suggests that, ceteris paribus, Islamic religiosity and ONIC are not mutually exclusive and that both are positively associated with collective protests. Notably, ONIC does appear to intervene to mediate the positive relationship between Islam and engagement in high-risk collective action, implying that the effects of religiosity may not be independent from how Muslims position themselves towards being open to novel ideas or creativity. The findings also demonstrate that an individual-level ONIC may be boosting the likelihood of protest engagement among more devout individuals in Islamic societies.