Affective and normative commitment to organization, supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

La justice organisationnelle comme levier pour promouvoir la qualité de vie au travail

The goal of this study is to show the relevance of organizational justice principles in interventions to prevent psychosocial risks. Following an introduction identifying organizational justice as a predictor of health and quality of work life, we illustrate its application to a diagnosis and an intervention for hospital staff. The responses of 685 employees to a questionnaire identified a lack of support and justice by managers; thus, sensitivity to organizational justice was incorporated into a training program on management and psychosocial risks. A quasi-experiment in which hospital staff participated revealed a beneficial effect of the manager training on justice perceptions of the staff, confirming in part our hypotheses. The illustration in our study of the benefits of using justice principles in manager training offers new perspectives for promoting quality of life at work and reducing psychosocial risks.     

Effects of stimulus presentation order during auditory–visual conditional discrimination training for children with autism spectrum disorder

Children with autism spectrum disorder are typically taught conditional discriminations using a match‐to‐sample arrangement. Consideration should be given to the temporal order in which antecedent stimuli (the sample and comparison stimuli) are presented during match‐to‐sample trials, as various arrangements have been used in the extant literature. The purpose of the current study was to compare the effects of four stimulus presentation orders on the acquisition of auditory–visual conditional discriminations. The study included participants from a clinically relevant population (three children with autism spectrum disorder), employed clinically relevant teaching procedures, and included two presentation formats not included in previous comparison evaluations (simultaneous and sample‐first with re‐presentation conditions). Results were found to be learner‐specific; that is, a different stimulus presentation format was most efficient for each participant. We provide suggestions to evaluate stimulus control topographies and enhance experimental control in match‐to‐sample arrangements.     

When time is money: The effect of hourly payment on the evaluation of time

Empirical research shows decisions about time are often made differently than decisions about money, belying the oft-quoted maxim that “time is money”. However, there are organizational practices such as payment on the basis of time that can make the equivalence of time and money salient and are associated with an economic evaluation of time. Study 1 showed that people paid by the hour applied mental accounting rules to time that are typically only applied to money. Using data from a nationally representative survey, Study 2 documented that people paid by the hour weighed economic returns more strongly in making tradeoffs between time and money. Study 3 showed that participants’ prior exposure to hourly payment was associated with a greater willingness to trade more time for money and that participants randomly assigned to calculate their hourly wage rate expressed greater willingness to trade more time for money. The interaction of prior experience with whether or not participants calculated an hourly wage in predicting participants’ willingness to trade more time for money was fully mediated by the salience of economic criteria in participants’ decision-making.     

智商常态人群的智力个体差异研究述评

智力功能个体差异星正态分布有不同观点：g因素决定特殊能力分化程度差异论、因素搭配差异论;单一认知机能、认知机能系统中的一个或者几个认知机能缺陷影响智力功能差异论;认知发展理论的要素功能大小和要素关联关系强弱、结构差异论;文化活动结构差异和遗传进化的神经效率差异论;神经活动特性水平和神经活动区域效率差异、人格中介情景任务和人     

Further Validation of a Need-based Quality-of-work-life (QWL) Measure: Evidence from Marketing Practitioners

This study further validates a need-based measure of quality of work life (QWL) developed by Sirgy et al. (Soc Indic Res 55:46–56, 2001). We conceptualized the QWL construct in terms of employee satisfaction with two sets of major needs: lower- and higher-order needs. Lower-order needs comprise health/safety needs and economic/family needs. Higher-order needs involve social needs, esteem needs, self-actualization needs, knowledge needs, and aesthetic needs. The results from a survey of marketing professionals largely supported the construct validity and predictive validity of the QWL measure. As expected, QWL has a positive influence on esprit de corps, job satisfaction, and organizational commitment among marketing managers. Managerial implications and directions for future research are also discussed.     

Reliability, diagnostic efficiency, and validity of the Millon adolescent clinical inventory: examination of selected scales in psychiatrically hospitalized adolescents

This study examined the internal consistency, diagnostic efficiency, and validity of selected scales of the Millon adolescent clinical inventory (MACI; Millon et al., Manual for the Millon Adolescent Clinical Inventory, National Computer Systems, Minneapolis, MN, 1993). 241 psychiatrically hospitalized adolescents were administered the MACI and a battery of established self-report measures and a multidisciplinary team independently assigned DSM-IV psychiatric diagnoses at the time of discharge. The internal consistency of MACI scales ranged from 0.71 to 0.93. Conditional probabilities (sensitivity, specificity, positive predictive power, and negative predictive power) were calculated for selected disorders using independently generated clinical diagnoses as the standard. The diagnostic efficiencies for the selected scales were variable, with adequate performance for predicting classes of diagnoses but not for specific diagnoses. The MACI showed good criterion validity for most disorders, with participants with a clinical diagnosis having a significantly higher corresponding MACI scale score than participants not assigned that diagnosis. Concurrent validity, tested by correlating MACI scale scores with those of relevant, validated measures, was generally good. The MACI appears to be a psychometrically sound self-report instrument and appears valuable as a screening instrument for many problems found in adolescent psychiatric inpatients.     

Factorial structure and diagnostic efficiency of DSM-IV criteria for avoidant personality disorder in patients with binge eating disorder

This study examined the factorial structure and diagnostic efficiency of the DSM-IV criteria for avoidant personality disorder (AVPD). Two hundred and twenty-eight consecutive outpatients (181 females and 47 males) with a primary diagnosis of binge eating disorder were reliably assessed with diagnostic interviews. Internal consistency of AVPD criteria was good, as suggested by coefficient alpha of 0.87, the pattern of inter-item correlations (range 0.41 to 0.64), and the lack of changes in alpha if any criteria are deleted. Exploratory factor analysis revealed a one-factor solution (56% of variance) supporting the unidimensionality of the AVPD criteria. Diagnostic efficiency indices (conditional probabilities, total predictive power, and kappa coefficients) were calculated for each AVPD criterion, for the entire study group and separately by gender. Overall, the best inclusion criterion was 'fears being ridiculed,' which was also the best predictor overall. These psychometric findings did not differ by gender. The findings support certain important aspects of the AVPD diagnosis.     

Investigation concerning the possibility of rational ethics

Ethical behavior such as self‐sacrifice and striving for juistice—the natural striving for a general prosperity for humans—is not mainly learned but is carried by a natural altruism from one generation to the next. It is based on group (rather than individual) altruism which has concentrated on protection of the aged (as preservers of knowledge) and the young (as preservers of future generations).

It is proposed that the strongest possible nature form of community is the “amorisation community"—in effect, one in which love produces more love. A case is presented for the creation of a world scientific and cultural transformation based on the ethics of the “amorisation community.”     

Critical incident debriefing in groups: a group analytic perspective

This paper looks at providing critical incident debriefing in groups. It outlines key group analytic concepts that are relevant to debriefing, including mirroring, group dynamics and supervision. It details how these concepts, along with the facilitator's and supervisor's free-floating attention, can help in thinking about the group and the organizational impact on the individual and the group. Using examples of debriefing, suggestions are made about how to use these concepts within the debriefing session and the impact of the dynamics of the organization on the debriefing.

The paper emphasizes the importance of supervision for debriefers and how the dynamics of the debriefing and the organizational context can be mirrored in the supervision. It illustrates the interplay between the individual, the group and the organization through commentary on vignettes, which include a debriefing session and the subsequent supervision session for debriefers.