Personality self-concept affects processing of trait adjectives in the self-reference memory paradigm

We combined personality, social cognitive, and cognitive paradigms for researching the self. Specifically, we examined whether personality trait assessments are associated with variation in the cognitive processes that produce the self-reference effect in memory. We found that self-reported, but not indirectly assessed, trait orderliness (Study 1; N = 98) and openness (Study 2; N = 92) were associated with slower free recall when corresponding trait adjectives were self-referenced, but not when adjectives were encoded in control tasks. The slower recall showed mixed predictive validity. Results suggest that personality congruent adjectives elicit more elaborative processing in the form of propositions that arise during self-reference, which counter-intuitively slows recall in a manner consistent with random search memory models and cue overload theory.     

The Religious and Political Origins of Evangelical Protestants’ Opposition to Environmental Spending

Evangelical Protestants are less likely than most other Americans to support environmental policies and spending to protect the natural environment. We use almost three decades of repeated cross‐sectional data to examine the factors that promote evangelicals’ opposition to environmental spending. Mediation models with bootstrapped standard errors show that affiliation with the Republican Party, biblical literalism, and religious service attendance mediate differences in support for environmental spending between evangelical Protestants and other Americans. The importance of these mediating variables, however, varies over time and by the group evangelicals are being compared to. Differences in support for environmental spending between evangelical and mainline Protestants, for example, are primarily due to views of the Bible, but not at all to Republican identification. The results shed light on the causal effects of religion on views of the environment, temporal changes in the social and political implications of religiosity, the persistence of divisive issues that support the continued existence of culture wars, and the future of government spending on environmental problems in a social context where scientific evidence is filtered through political and religious ideology.     

Jihad Revisited

This article offers an overview of the various formulations of jihad during the first six Islamic centuries (7th–13th CE), showing them to be embedded in particular socio‐historical contexts. If the essential significance of jihad as righteous cause (i.e., action for the sake of a moral order) is shown to have been variously altered according to the needs and conditions of the Muslim community, significant possibilities arise for a contemporary understanding of jihad that is relevant to the needs and circumstances of the Muslim community today. Some features of the jihad tradition, although specific to a particular period and with little relevance today, continue to inform the current discussion on jihad. Discussion of the jihad tradition, then, should take care to distinguish the historically incidental features of the tradition from those with an enduring relevancy. By doing so, the jihad tradition will be able to contribute to discussions on the relation of religion to the public order and political organization, even those not limited to Islam.     

Assessment of job stress factors in a context of organizational change

IntroductionResearch consistently showed that stress and organizational change are closely related.ObjectiveThis study was conducted to identify the psychosocial job characteristics that are responsible for psychological stress in a context of organizational change.MethodAn expanded 30-item version of the Job Content Questionnaire was used to measure psychological demands, decision latitude, supervisor support, coworker support, and organizational difficulties. Online survey responses from 973 employees from the university of Strasbourg were analyzed.ResultsConfirmatory Factor Analyses indicated a poor fit of the five-factor model based on 30 items but an acceptable to good fit of a reduced five-factor model based on 26 items. Results from a stepwise regression showed that the organizational difficulties dimension was the second most important predictor of psychological stress.ConclusionThe implications of these findings for further work on health outcomes of organizational changes closed this study.     

Everything you always wanted to know about therapy (but were afraid to ask): Social,political, economic and clinical fragments of a critical psychotherapy

Three seemingly consensual propositions concerning psychotherapy and counselling are examined critically. All turn out to be unreliable, tendentious and even damaging: (i) Psychotherapy and counselling can be free and independent professions provided therapists, acting together, fight for them to be that way. (ii) Psychotherapy and counselling are private and personal activities, operating in the realms of feelings and emotions – the psyche, the unconscious, affects rooted in the body. Above all other factors, the single most important thing is the therapy relationship between two people. (iii) Psychotherapy and counselling, and psychotherapy are vocations, not jobs. Therapists are not only motivated by money. In developing his critiques of these propositions, the author utilizes social, political and economic perspectives. The author reviews new clinical thinking on the active role of the client in therapeutic process and suggests that a turn to the legendary figure of the Trickster might be of benefit to the field. The author locates his arguments in his experience of the politics and practices of psychotherapy and counselling, and engages in self-criticism.     

Core work evaluation: The viability of a higher-order work attitude construct

A great deal of research examining work attitudes has shown that they are related to important employee behaviors. Most of this research has parsed attitudes into ever more refined assessments of specific features of the work environment. Although this research has yielded valuable insights, for practical, theoretical, and empirical reasons we argue that an examination of a more global evaluative summary of the work environment is needed. In the present study we develop, conceptualize, and provide empirical evidence for a global work attitude construct called Core Work Evaluation (CWE). The conceptual foundation for CWE is drawn from classic and modern theory on attitudes and attitude formation. To test our theoretical assertions we follow recent recommendations for the development of higher order constructs in a series of three empirical studies. The results found that CWE: (1) explains meaningful shared variance across the more specific indicators (job satisfaction, organizational commitment, and work engagement) that is not merely the result of common method variance, (2) is distinguishable from nonevaluative features of the work environment and stable individual differences, and (3) predicts important work-related outcomes above and beyond its constituent indicators. Overall the results provided evidence of the viability of the CWE construct.     

Religion and Political Decision Making

Influential political theorists suggest that religious differences in political life may be overcome through shared commitment to political processes. In this article, I subject the underlying assumptions of this proposition to empirical inquiry. When faced with substantive conflict over policy outcomes, do religious persons defer to a political process for resolution? And if so, to which political process do they defer? Through a novel interview exercise with 61 respondents from a variety of religious backgrounds, I find a general willingness to defer to a legitimate political process, even if it results in an undesirable outcome that violates religious (or other) political preferences. However, I also find that a political process need not be democratic to be seen as legitimate, and that process preferences do not map onto religious differences.     

Understanding organizational resilience in elite sport: An exploration of psychosocial processes

ObjectivesAlthough organizational resilience research has identified the characteristics of elite sport organizations that successfully deal with significant change, further research is needed to understand how they function. The objective of this study was to explore the psychosocial processes underpinning organizational resilience in elite sport.Design and methodUsing interviews supplemented by timelines compiled from documentary analysis of public online sources, data was gathered during 43 interviews with 22 participants from 10 elite sport organizations across an 8-month period. Participant roles included chief executive officers (n = 5), directors (n = 7), board members (n = 2), middle managers (n = 4), support staff (n = 2), head coach (n = 1), and senior athlete (n = 1). Reflexive thematic analysis of the data was conducted from a critical realist standpoint.ResultsThe data analysis yielded two core processes of sensing (internal and external mechanisms, diversity of perspectives, evaluating and monitoring) and adapting (mirroring current resource availability, open and frequent communication, acute versus chronic change), and two supporting processes of strengthening resources (quality and quantity of human and financial resources, relationships as source of additional resources) and shielding from risk (internal risk mitigation, external influencing). These data were interpreted to indicate that these processes are not sequential, or temporally distinct, but instead cumulatively contribute towards an organization’s resilience capability.ConclusionsAs the first empirical investigation exploring the psychosocial processes underpinning organizational resilience in elite sport, the results provide a unique framework and practical implications to help those working in and with elite sport organizations successfully navigate uncertainty and change.     

Perception de justice organisationnelle et comportements de citoyenneté organisationnelle chez les salariés du secteur public gabonais

Numerous studies carried out in northern countries have shown a positive link between organizational justice and organizational citizenship behaviours. There are no data from the countries of the South. The purpose of this article is to remedy this. Our hypothesis is that employees’ citizenship behaviours depend on how they perceive organizational justice. 160 men and women, executives and subordinates in a Gabonese public company, answered a questionnaire of 39 items: items of the organizational justice scale of Colquitt (2001) and items of the organizational citizenship scale of Charbonnier, Silva, and Roussel (2007). It is observed that different forms of justice influence organizational citizenship behaviours.