Councils as Empowering Contexts: Mobilizing the Front Line to Foster Systems Change in the Response to Intimate Partner Violence

Collaborative approaches to change are common, and though evidence for their effectiveness is equivocal, there is growing support that councils facilitate desired changes in the systems response to intimate partner violence. Questions remain regarding the specific mechanisms by which this change is facilitated, and recent work has focused on examining the intermediate processes through which councils may produce more distal change. One such mechanism relates to the potential of councils to be empowering contexts for their membership, often comprised of front-line providers and responders. The present study examines what factors are positively related to perceived individual empowerment as an outcome for members, and importantly, considers not only perceived council context, but also the perceived organizational contexts in which each council member is employed. Study findings suggest that both contexts-council and organizational-are important when considering the degree to which members are empowered. Specifically, member participation, council leadership, and supportive council and organizational climates are significantly positively related to the degree to which councils function as empowering contexts. However, the effect of belonging to a council with a supportive climate, characterized in particular by shared power in decision-making, is stronger when members are from high organizational support settings versus low support settings.     

Food Systems Change and the Environment: Local and Global Connections

Making changes to the way food is produced, distributed, and processed is one strategy for addressing global climate change. In this case study, we examine the "forming" stage of an emergent and locally-based coalition that is both participatory and focused on promoting food security by creating food systems change. Social network analysis is used to compare network density, centrality, and centralization among coalition partners before the formation of the coalition and at its one-year anniversary. Findings reveal that the coalition facilitated information seeking, assistance seeking, and collaborative efforts related to food security among a group of organizational stakeholders that were relatively disconnected pre-coalition. Results also illuminate tensions related to increased centralization of the network, coalition efficiency, and the goals of democratic decision-making. This study highlights the utility of social network analysis as a tool for evaluating the aims and trajectory of locally-based coalitions focused on global concerns.     

Forced-choice and conventional personality assessment: Each may have unique value in pre-employment testing

Forced-choice (FC) personality scales are purported to predict criteria such as counterproductive work behavior (CWB) incrementally beyond conventional personality measures in pre-employment testing situations. Unfortunately, the research upon which FC tests’ claims of superiority are founded, relies upon undergraduate participants in highly artificial scenarios. Moreover, the possible predictive advantages of FC personality scales with regards to important contextual performance (CP; Borman & Motowidlo, 1993) criteria have not been investigated. We used a sample of call center employees to investigate the incremental validity of a FC personality scale over a conventional personality scale (and vice versa) with CP measures, and CWB, as criteria. Our FC and conventional personality measures were highly correlated, but each still offered unique predictive value with regards to CP or CWB. Thus, contrary to past research with student samples, in field settings FC personality scales may not be clearly superior to conventional personality scales. Moreover, contrary to widespread concern that FC measures’ predictiveness is attributable to their overlap with general mental ability, the unique predictive value of our FC measure remained even when variance due to general mental ability was statistically controlled.     

The effects of managerial regulatory fit priming on reactions to explanations

We investigated the interactive effects of regulatory focus priming and message framing on the perceived fairness of unfavorable events. We hypothesized that individuals’ perceptions of fairness are higher when they receive a regulatory focus prime (promotion versus prevention) that is congruent with the framing of an explanation (gain versus loss), as opposed to one that is incongruent. We also hypothesized that these effects are mediated by counterfactual thinking. Three studies revealed that primed regulatory fit (promotion/gain or prevention/loss) led to higher levels of justice perceptions than regulatory misfit (promotion/loss or prevention/gain). Additionally, “could” and “should” counterfactuals partially mediated the relationship between regulatory fit and interactional justice (Study 3).     

Processes in acceptance and commitment therapy and the rehabilitation of chronic fatigue

Acceptance and commitment therapy (ACT) has never been tested for patients with chronic fatigue. We aimed to test if a 3.5‐week ACT rehabilitation program for patients with chronic fatigue improved quality of life (QoL), fatigue, and psychological flexibility. Further, to test if improvements in QoL and fatigue were associated with improvement in psychological flexibility, and if psychological flexibility explained variance above and beyond maladaptive cognitions typically targeted in CBT for fatigue. Patients (n = 140) who had been on sick leave > 8 weeks due to chronic fatigue received a 3.5‐week non‐controlled inpatient rehabilitation program based on ACT. A physician and a psychologist examined the patients, assessing medication use and SCID‐I diagnoses. Patients completed questionnaires about somatic complaints, psychological complaints, and maladaptive cognitions before and after treatment. At post‐treatment, patients reported improved QoL (p < 0.001; g = 1.07) and less fatigue (p < 0.001; g = 1.08), but not increased psychological flexibility (p = 0.6). Changes in psychological flexibility was associated with improved QoL, but not fatigue, in hierarchical regression analyses. When adjusting for other cognitions, changes in fear‐avoidance cognitions and all‐or‐nothing thoughts, but not psychological flexibility, were associated with improved QoL and fatigue. The ACT‐based treatment improved QoL and reduced fatigue for patients with chronic fatigue with large effect sizes. Improvement was associated with a reduction in fear‐avoidance cognitions and all‐or‐nothing thoughts, but not psychological flexibility.     

Motivations for promotion and prevention and the role of trust and commitment in interpersonal forgiveness

Granting forgiveness demands self-regulation. Distinct modes of self-regulation might therefore produce distinct routes to forgiveness. Self-regulation focused on advancement (or promotion) could motivate forgiveness through the perceived benefits to be attained by repairing a relationship, i.e., one’s trust that a partner will provide such benefits rather than further betrayal. In contrast, self-regulation focused on security (or prevention) could motivate forgiveness through the perceived costs of further relationship deterioration, i.e., one’s commitment to maintain a relationship upon which one depends and protect against the loss of this relationship. These hypotheses were supported across two studies that: (a) measured and manipulated promotion-focused versus prevention-focused self-regulation, (b) included real and imagined offenses in casual and close relationships, and (c) assessed forgiveness immediately following an offense and after a two-week delay. Trust in a relationship partner more strongly predicted forgiveness among promotion-focused individuals, whereas commitment to this partner more strongly predicted forgiveness among prevention-focused individuals.     

Dual support in contract workers' triangular employment relationships

This study investigated the interplay between perceived investment in contract worker development by the client organization and contract workers' perceived organizational support from their temporary employment agency. A study among 2021 contract workers from three temporary employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers' perceived organizational support from the agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the client organization was accompanied by higher levels of perceived support from the temporary employment agency. These findings suggest that client organizations, which hire from temporary employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers' development.     

Commitment profiles: The configural effect of the forms and foci of commitment on work outcomes

This study is based upon the conceptual linking of the multidimensional and multi-focal nature of work-related commitment. The main aims of our study were to create, through K-means cluster analysis, commitment profiles based on the three components of organizational and occupational commitment, and to examine their joint effect on key work outcomes. One hundred and fifty seven working adults completed questionnaires measuring the three components of organizational and occupational commitment, and work outcomes. Our findings show (a) the incremental validity of occupational commitment in the prediction of work-related variables, (b) the compatibility of occupational and organizational commitment as reflected in the four form-oriented commitment profiles that emerged (highly committed, affective–normative dominant, continuance dominant, and non-committed), and (c) the positive effect of the highly committed profile (dually foci-committed employees with high AC, CC, and NC) on focal and discretionary behaviors. On a practical level, our results can foster the practice of management concerning control of withdrawal behaviors and development of desirable discretionary behaviors.     

When organizational justice and the self-concept meet: Consequences for the organization and its members

In two studies, we examined the joint effects of employed participants’ self-concept levels and perceptions of fairness on organizational attitudes and citizenship behavior intentions. We examined the effects of chronic self-concept activation in Study 1, whereas we primed the working self-concept in Study 2. Combining the results of both studies, we found support for our hypotheses that particular self-concept levels and organizational justice dimensions interact to predict various work-related outcomes. Specifically, we observed interactions between the relational self-concept and interactional justice, and between the collective self-concept and procedural justice, such that the justice–outcome relationships were stronger for those experiencing higher activation on the relevant self-concept level. Thus, as hypothesized, justice information is weighted differently depending on the particular level of self-concept that is active. In addition, interesting direct effects of employees’ self-concepts were also observed. We discuss the implications of these findings and the importance of considering the self-concept in conjunction with organizational justice.     

The relationship between acceptance,fatigue, and subjective cognitive impairment in hematologic cancer survivors

Background/Objective: Cancer and its treatment can have a detrimental impact on psychological well-being. Acceptance as the basis of acceptance and commitment therapy (ACT) has shown beneficial effects on depression and anxiety. However, its relationship to fatigue and cognitive impairment has not been investigated. A protective effect of acceptance may open up a new target for psychological intervention.Method: A cross-sectional postal survey was undertaken. 922 hematological cancer survivors (≥ 2.5 years post diagnosis) were recruited through two regional cancer registries in Germany. Acceptance (AAQ-II), fatigue (BFI) and subjective cognitive impairment (AFI) were assessed.Results: Higher levels of acceptance were negatively associated with fatigue and subjective cognitive impairment (R²= .34 and R²= .26, respectively). The relationship between fatigue and fatigue-related impairment of daily life was weaker for survivors with high acceptance.Conclusions: Acceptance is strongly associated with fatigue and subjective cognitive impairment. ACT may be useful to reduce symptoms of fatigue and subjective cognitive impairment in cancer survivors.