Defining racism safely: The role of self-image maintenance on white Americans’ conceptions of racism

We suggest that the need to maintain a positive self-image motivates White Americans to conceive of racism as a phenomenon rooted in individuals instead of institutions. They do so because an institutional conception of racism, more so than an individual conception of racism, raises their awareness of White privilege, a concept threatening to Whites’ self-image. In support of this idea, Experiment 1 found that a self-affirmation manipulation increased Whites’ willingness to conceive racism in institutional terms. Experiment 2 found that a self-image threat lowered Whites’ willingness to conceive racism in institutional terms. In neither experiment did the self-image maintenance manipulation affect Whites’ conceptions of individual racism, suggesting that the individual conception of racism may be a less ego-threatening way for Whites to conceive of racism.     

Ethics Consultation and Autonomy

Services of ethics consultants are nowadays commonly used in such various spheres of life as engineering, public administration, business, law, health care, journalism, and scientific research. It has however been maintained that use of ethics consultants is incompatible with personal autonomy; in moral matters individuals should be allowed to make their own decisions. The problem this criticism refers to can be conceived of as a conflict between the professional autonomy of ethics experts and the autonomy of the persons they serve. This paper addresses this conflict and maintains that when the nature of both ethics consultation and individual autonomy is properly understood, the professional autonomy of ethics experts is compatible with the autonomy of the persons they assist.     

论医院管理的人文特征

医院是人类最需人文关怀的场所。医院管理的内在本质特征在于其人文性——以人为本,即对内管理以员工为本,以尊重医院员工为根本,以关爱医院员工为重心,对外服务以患者为本,医院管理以患者为中心,医者行医以患者为中心。理清和认识医院管理的人文内涵与特征,是医院建设的重要认识任务和基础使命。     

Conscious and Preconscious Uses of Memory in Patients with Depressive and Somatoform Disorders

This study investigated whether conscious and preconscious memory features contribute to discrimination between depressive and somatoform disorders. Thirty-one participants fulfilling the diagnostic criteria for a somatoform disorder and 28 participants fulfilling the criteria for depression were examined within the framework of the process–dissociation paradigm using neutral, health-threatening, and general threatening words in a lexical decision task. Parameters of conscious memory, preconscious memory, and chance were used to compare memory features of both the groups. There was an inverse relationship between conscious and preconscious memory effects for health-threatening stimuli in the group of patients with somatoform disorders but not in the group of depressive patients. Patients with somatoform disorders showed a significantly lower level of conscious memory for health-threatening stimuli than depressive participants. Compared to depressive patients, a more dynamic relationship between decreased conscious and increased preconscious memory for health-related stimuli seems to be characteristic for patients with somatoform disorders.     

工作应激与个体归因特点关系的研究

工作应激一直是组织行为中的热点问题,但综观前人研究,很少有研究者从归因的视角揭示其产生过程。本研究从个体的应激源感受性出发,探讨了个体归因特点与其工作应激的关系,建构了相应的模型,并结合压力管理问题,对研究进行了有益展望。     

我国大学生在关爱价值观者特征上的公众观

在开放式预调查基础上,对452名大学各专业学生进行调查研究。结果表明:我国大学生认为善良、真诚、有爱心、不歧视残障者、宽容、设身处地、尊重7项是关爱价值观者最应该具有的特征;个人修养、利他助人、处事交往、外表印象、内在气质、尊重宽容、奉献与责任是关爱价值观者的7个品质因素,其中个人修养的品质因素最为突出;对这些品质因素,男女大学生看法没有明显差异,对某些品质因素城乡大学生、不同专业大学生有明显不同的看法。     

Antecedents of mentoring support: a meta-analysis of individual,relational, and structural or organizational factors

The value of mentoring is growing substantially as organizations take a renewed interest in employee development to better survive in the dynamic and competitive market today. In the wake of this renewed interest, this meta-analysis was conducted to quantitatively review the multi-level antecedents (e.g., individual, relational, and structural/organizational) of different kinds of mentoring support (e.g., career, psychosocial, role modeling) in organizational settings and to revisit the theoretical underpinnings of each antecedent. Results indicated some key antecedents of mentoring support at individual (e.g., protégé's proactivity, protégé's learning goal orientation, mentor's transformational leadership), relational (e.g., affect based trust, perceived similarity), and structural/organizational levels (e.g., organizational support for mentoring, supervisory mentoring). Recommendations for future research and organizational practice of mentoring are presented.     

Reciprocal relations among job demands, job control, and social support are moderated by neuroticism: A cross-lagged analysis

This study investigated whether neuroticism moderates the relations among social support (from coworkers and supervisors) and work strain characteristics (i.e. job demands and job control). A full cross-lagged panel analysis was used to test whether social support predicts job demands and control or whether job demands and job control predict support among individuals with high and low neuroticism. Workers (N =  247; 42.1% men) of five occupations filled out questionnaires twice, with a time gap of 1 month. Work characteristics (job demands, job control, and social support) together with age and gender were included in a two-group path model with neuroticism as a moderator. Neuroticism moderated relations between social support and work strain characteristics: among individuals with high neuroticism, high job demands predicted low support from supervisors and low job control predicted low support from supervisors. Among individuals with low neuroticism, high support from supervisors predicted high job control.     

Unraveling the relationship between organizational career management and the need for external career counseling

This article unravels the relationship between organizational career management and the need for external career counseling. We conducted a path analysis using data of 803 Flemish employees. The results indicate a three-way relationship between organizational career management and external career counseling. First, experiencing organizational career management reduces the need for external career counseling by enhancing career satisfaction. Second, it also reinforces the need for career counseling by encouraging employees to invest in their external employability. Finally, organizational career management and external career counseling are complementary as well. The implications of the results and the directions to be taken in future research are discussed.     

Dysfunctional implications of narrow window theory: variability in the intuitive assessment of correlation

Narrow Window theory, suggested by Y. Kareev ten years ago, has so far focused on one central implication of the limited capacity of working memory on intuitive correlation estimation, namely, overestimation of the distal population correlation. This paper points to additional and perhaps more dramatic implications due to the large dispersion of intuitive estimates: (a) large estimation errors, possibly causing overestimation of negligible rhos, misses of strong rhos, and distorted hierarchies of the rhos between different pairs of variables; and (b) large interpersonal differences in the estimation of any given rho and highly incongruent hierarchies of estimated correlations between different pairs of variables. These implications impede both individuals' adaptation to the empirical world and communication among themselves.