(Re)producing Buddhist hegemony in Sri Lanka: advancing the discursive formations of self-Orientalism,religious (im)mobility and ‘unethical’ conversion

This paper explores how Buddhist groups in Sri Lanka attempt to suppress conversion to Christianity. Conversion to Christianity can dilute the power and legitimacy of Buddhist groups, which has caused them to promote a discourse of ‘unethical’ conversion. My argument is that such a discourse is self-Orientalising in nature, and is designed to enable the (re)production of Buddhist hegemony in Sri Lanka. By constructing Buddhists as vulnerable and in need of protection, the hegemonic actions of Buddhist groups are validated. These constructions serve to restrict the religious (and socio-cultural) mobility of Buddhists, and to legitimise the persecution of Christians through both legislative and violent means. Sensitivity to the effects of self-Orientalism reveals the need for more critical readings of the effects of religious protectionism on both the Christian other, and the national self as well.     

The counselling and psychotherapy profession in Canada: regulatory processes and current status

ABSTRACT

Like the Canadian landscape and culture, the status of professional regulation for counselling and psychotherapy is a mosaic reflecting the unique cultural, linguistic and contextual realities of Canada. Statutory regulation in Canada is constitutionally a provincial/territorial matter. In the past five years, a major movement towards professional regulation has emerged. The authors describe the variable status of regulation, focusing on three provinces: Quebec, Nova Scotia and Ontario. They explore the federal Agreement of Internal Trade, designed to facilitate inter-provincial/territorial mobility of regulated professionals. Finally, the authors summarise national research and development activities of the Canadian Counselling and Psychotherapy Association that enhance the pan-Canadian mobility of practitioners and support shared professional understandings. These activities range from bilingual, national validation of competencies, definitions, titles and scopes of practice to symposia and an entry-to-practice competency assessment.     

The Role for Occupational Therapists in Community Mobility Training for People With Autism Spectrum Disorders

Symptoms and behaviors of Autism Spectrum Disorders can challenge community mobility, thus hindering independence and participation in occupation. Community mobility, also called travel training, helps people make journeys safely using public transportation, enabling engagement in activities/services otherwise unavailable. Yet, few articles have been written about this topic for people with Autism Spectrum Disorders. The purpose of the authors in this article is to: (1) explain the need for travel training with people diagnosed with Autism Spectrum Disorders; (2) describe specific travel training assessments; (3) review literature on travel training programs; and (4) define a role for occupational therapy in travel training with individuals diagnosed with Autism Spectrum Disorders.     

Effects of scheduling perceptions on attitudes and mobility in different part-time employee types

Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the part-time typology and the classification of fixed versus flexible attachments from previous research, the current study examines differences in the relationships among scheduling perceptions, job attitudes, and employment mobility for part-timers. Consistent with Partial Inclusion Theory, we found that part-time workers classified as having more fixed outside role attachments have lower organizational commitment, job satisfaction, employment mobility, work status congruence, scheduling control, and scheduling satisfaction than those classified as having more flexible outside role attachments. Additionally, the flexibility of external role attachments moderates the relationship between scheduling variables and job attitudes and employment mobility. Implications for management and research are discussed.     

The effects of culture and friendship on rewarding honesty and punishing deception

The present research explores whether the type of relationship one holds with deceptive or honest actors influences cross-cultural differences in reward and punishment. Research suggests that Americans reward honest actors more than they punish deceptive perpetrators, whereas East Asians reward and punish equally (Wang & Leung, 2010). Our research suggests that the type of relationship with the actor matters for East Asians, but not for Americans. East Asians exhibit favoritism toward their friends by rewarding more than punishing them, but reward and punish equally when the actors are strangers (Experiment 1 and 2); Americans reward more than they punish regardless of the type of relationship (Experiment 2). Furthermore, the findings were replicated when the proposed mechanism – social mobility – was manipulated within the same culture (Experiment 3). We discuss the implications of these findings for understanding how friends versus strangers are rewarded and punished in an increasingly relationally complex world.     

Residential Mobility and Prosocial Development Within a Single City

Neighborhood social dynamics have been shown to impact behavioral development in residents, including levels of prosociality (i.e. positive social behavior). This study explores whether residential moves to neighborhoods with different social dynamics can influence further prosocial development. Prosociality, five domains of social support, and residential location were tracked between 2006 and 2009 in 397 adolescents across a small city in upstate New York. Analysis compared the role of the different forms of social support in prosocial development for movers versus non-movers. The effects of one's neighborhood of residence at Time 2 were also compared between movers and non-movers. Prosocial development in these two groups responded similarly to all forms of social support, including from neighbors. Movers experienced a greater increase in prosociality the more residentially stable the adolescent population of their new neighborhood of residence. Such neighborhood characteristics were not influential in the prosocial development of non-movers.     

Collective action and subordinate group identity in a simulated society game

Abstract: This research examined the effects of upward mobility and resource disparity on subordinates’ collective action and group identity in a context of intergroup negotiation by using a simulated society (SIMSOC) game. According to the social identity theory, it was hypothesized that when individual mobility opportunities for a subordinate group increase, the members of the subordinate group are less likely to participate in collective actions and to appreciate the merits of their own group identity. Four hundred and fifty‐four undergraduates participated in 12 separate SIMSOC games. For each game, approximately 40 undergraduates were divided into dominant and subordinate groups. Each of the four combinations of high/low levels of upward mobility and large/small resource disparity was played out three times. Subordinates in the low‐mobility condition acted collectively more frequently and evaluated their own group more positively than those in the high‐mobility condition. A signifificant positive correlation between the frequency of subordinates’ collective action and in‐group favoritism was found.     

Can career self-directedness be improved through counseling?

We examine the learnability, antecedents and outcomes of career self-directedness using a longitudinal dataset of Flemish career counseling clients. The results show that the career counseling clients improved their career self-directedness during the counseling and that this improvement lasted for at least 6 months. Furthermore, we found career self-directedness to be explained in a significant way by self-awareness and adaptability, two competences identified by Hall [Hall, D. T. (1996). Protean careers in the 21st century. Academy of Management Executive, 10(4), 8-16; Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1-13] as crucial for steering one’s career. Also, career self-directedness related positively to training participation, job mobility and career satisfaction. The main implications of our findings for the protean career and the career counseling literature are discussed.     

Neighborhood Effects Examined Through the Lens of Residential Mobility Programs

Although researchers have consistently found that neighborhoods matter, relatively little is known about the processes through which neighborhood-level characteristics influence individual outcomes, and whether interventions targeting improving neighborhood characteristics will be beneficial for children. I examine whether relocating from high- to low-poverty neighborhoods affected low-income Black children's exposure to promotive developmental experiences. Participating families voluntarily relocated from high-poverty, minority segregated, inner-city Chicago neighborhoods to mostly White, low-poverty, suburban and Chicago neighborhoods. Data come from retrospective qualitative interviews with 22 Gautreaux One families an average of 15 years after initial relocation, and from interviews with 43 Gautreaux Two families as they relocated into their new communities. I find that children primarily benefited from the institutional versus the social interaction resources in their new neighborhoods. Furthermore, suburban placement was key in facilitating children's access to higher quality resources.     

Career behavior in the knowledge economy: Experiences and perceptions of career mobility among management and IT consultants in the UK and the USA

The traditional lifelong organizational career model no longer remains relevant for many workers, particularly those active in the knowledge economy. Instead these workers are claimed to pursue boundaryless and protean careers. This paper explores management and IT consultants’ experiences and perceptions of career mobility in the UK and the USA. The findings from this multi-level study reveal that the permeation of organizational boundaries among these workers is characterized by a somewhat segmented spectrum of boundary-crossing behavior. The exploration of this form of career mobility demonstrates that inter-organizational mobility should not be dislocated from other types of career mobility when analyzing career behavior among these workers. In addition, the findings also highlight the role that inter-organizational relations and/or national institutional context play in shaping career patterns in these contemporary forms of work.