How to handle anxiety: The effects of reappraisal, acceptance, and suppression strategies on anxious arousal

It has been suggested that reappraisal strategies are more effective than suppression strategies for regulating emotions. Recently, proponents of the acceptance-based behavior therapy movement have further emphasized the importance of acceptance-based emotion regulation techniques. In order to directly compare these different emotion regulation strategies, 202 volunteers were asked to give an impromptu speech in front of a video camera. Participants were randomly assigned to one of three groups. The Reappraisal group was instructed to regulate their anxious arousal by reappraising the situation; the Suppression group was asked to suppress their anxious behaviors; and the Acceptance group was instructed to accept their anxiety. As expected, the Suppression group showed a greater increase in heart rate from baseline than the Reappraisal and Acceptance groups. Moreover, the Suppression group reported more anxiety than the Reappraisal group. However, the Acceptance and Suppression groups did not differ in their subjective anxiety response. These results suggest that both reappraising and accepting anxiety is more effective for moderating the physiological arousal than suppressing anxiety. However, reappraising is more effective for moderating the subjective feeling of anxiety than attempts to suppress or accept it.     

Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

Nonstandard career paths and profiles of commitment to life roles: A complex relation

The career paths (ascending, interesting, uninteresting, descending) of 124 White Canadian francophones (62 men, 62 women) who had experienced nonstandard and precarious work for the last three years were examined in relation to the participants’ profiles of commitment to three life roles (work, family, and duality, that is, investment in both career and family). The paths were derived from the content analysis of the data collected through semi-structured individual interviews. Quantitative tools were used to assess the importance of life roles and to compare the career paths as well as the commitment profiles with respect to specific and general anxiety. Among other results, a significant relationship was found between unsatisfying career paths and the duality profile, on the one hand, and higher levels of specific and general anxiety, on the other. The results are discussed with respect to the scientific literature. Implications for career counseling are suggested.     

Shared intention and personal intentions

This article explores the question: what is it for two or more people to intend to do something in the future? In a technical phrase, what is it for people to share an intention? Extending and refining earlier work of the author’s, it argues for three criteria of adequacy for an account of shared intention (the disjunction, concurrence, and obligation criteria) and offers an account that satisfies them. According to this account, in technical terms explained in the paper, people share an intention when and only when they are jointly committed to intend as a body to do such-and-such in the future. This account is compared and contrasted with the common approach that treats shared intention as a matter of personal intentions, with particular reference to the work of Michael Bratman.     

Science,spirituality and truth: acknowledging difference for spiritual dialogue and human well‐being

This article seeks to explain why spiritual education must be clear about the nature of spiritual knowledge and truth and how it differs from the knowledge and truth generated by science. The author argues this is important in order that spirituality and science are equally valued, and in order that spiritual pedagogy appropriately reflects the nature of spiritual truth in the context of spiritual diversity and commitment. Based on these arguments, and inspired both by the ideas of inter‐faith dialogue and the philosophy of Michael Bakhtin, the author then suggests a dialogical approach to spiritual pedagogy for spiritual development and wellbeing. The article suggests education will best enhance human wellbeing if it is positive about the contributions of both science and spirituality, and if it promotes understanding of spiritual difference and commitment.     

Maintaining an open mind to closed individuals: The effect of resource availability and leadership style on the association between openness to experience and organizational commitment

This paper examines whether workplace characteristics, particularly resource availability and transformational leadership, moderate the association between openness to experience and organizational commitment. In Study 1, 205 employees completed a questionnaire that assessed their openness, organizational commitment, and perceived availability of resources at their organization. Openness reduced the extent to which individuals felt obliged to remain loyal to the organization, although this association diminished as resources became more accessible. In Study 2, 312 employees completed a similar questionnaire that also gauged the perceived leadership style of their supervisors. Transformational leadership amplified the positive relationship between openness and organizational commitment. These findings align with the proposition that individuals are more committed in work environments that facilitate the expression of their traits.     

主管承诺理论研究述评

主管承诺（supervisory commitment or commitment to supervisor）是20世纪80年代以来在组织承诺（organizational commitment or commitment to organization）基础上发展起来的员工承诺理论的一个分支。对它的测量,学者们主要是借鉴Allen和Meyer与O’Reilly和Chatman对组织承诺的测量方法,目前属香港学者陈振雄的测量最为细致和全面。对影响主管承诺的前因,学者们目前探索到文化、感受主管支持（PSS）和领导—成员交换（LMX）三个因素。对主管承诺的结果,学者们普遍认为,主管承诺比组织承诺更能影响员工的工作绩效和组织公民行为（OCB）,但在对工作满意感和跳槽意图的影响上还存在不同的意见。另外,在目前大多数学者的研究中,主管承诺与组织承诺是并列关系,但Hunt和Morgan更主张二者是因果关系,而且是主管承诺带来组织承诺。在全面述评的基础上,作者对未来的研究提出了四点展望。     

The Normative Structure of Adjudicative Dialogue

Resolution-oriented dialogue has a normative structure that is largely subject to theoretical explication. This paper develops a simple model that sheds light on how moves in a reason-giving game alter the distribution of discursive commitments and entitlements. By clarifying the practice of deontic scorekeeping, we can enhance our collective capacity to resolve conflicts dialogically.     

Pathways between attachment and marital satisfaction: The mediating roles of rumination,empathy, and forgiveness

This study explored a path to marital satisfaction based on attachment theory. For this purpose, a sample of 208 Korean married teachers completed a survey on adult attachment, rumination, empathy, forgiveness, and marital satisfaction. Through structural equation modeling (SEM), a path in which adult attachment leads to marital satisfaction, mediated by dispositional forgiveness, was found. I also found a distinctive path by which anxious and avoidant attachment negatively affect forgiveness and marital satisfaction through excessive rumination and lack of empathy. These results suggest that the most accurate model of the relation between attachment, rumination, empathy, forgiveness, and marital satisfaction involves analyzing direct, indirect, and gender effects. Marriage counselors and therapists can use these results to gain a deeper understanding of the underpinnings of marital life and, ultimately, help reduce the very high divorce rate in Korea.