Shared Wisdom: Use of the Self in Pastoral Care and Counseling (Person, Culture, and Religion Group, American Academy of Religion, November 18, 2005)

This article summarizes the method of pastoral assessment and theological reflection detailed in Shared Wisdom, with particular attention to pastoral counselors’ countertransference or intersubjective “use of the self” as a tool for empathic understanding of clients. A model of multiplicity of mind, subjectivity, and God is advanced in contrast to more traditional views. The article concludes with an appeal for messiness, complexity, and kenosis in both psychology and theology.Pamela Cooper-White is Professor of Pastoral Theology at the Lutheran Theological Seminary at Philadelphia, and recipient of the American Association of Pastoral Counselors’ 2005 National “Distinguished Achievement in Research and Writing” Award. She is the author of four books: Many Voices: Pastoral Psychotherapy and Theology in Relational Perspective (forthcoming, Fortress, 2006), Shared Wisdom: Use of the Self in Pastoral Care and Counseling (Fortress, 2004), The Cry of Tamar: Violence Against Women and the Church's Response (Fortress, 1995) which won the 1995 Top Ten Books award from the Academy of Parish Clergy, and Schoenberg and the God Idea (UMI Research Press, 1985). An Episcopal priest and pastoral psychotherapist, Cooper-White is certified as a clinical Fellow in the American Association of Pastoral Counselors, and serves as Co-Chair of the Person, Culture, and Religion Group of the American Academy of Religion.     

Job apathy and work engagement: Moderating influence of perceived leader integrity and spiritual intelligence in a Nigerian mass transit company

This study explored the direct and interactive roles of job apathy, perceived leader integrity, and spiritual intelligence on work engagement among 206 Nigerian employees of a leading mass transit company (females = 33%; mean age = 35.81years, SD = 5.04; mean organisational tenure = 6.27 years, SD = 2.26). Results following moderated hierarchical multiple regression showed that work engagement was lower with job apathy and higher with perceived leader integrity and employee spiritual intelligence. Moreover, employees with a high perception of leader integrity reported being more work engaged, regardless of feeling apathetic about their job, compared to those with a low perception of leader integrity. Perceived leader integrity and spiritual intelligence are important for work engagement in Nigeria’s transportation sector setting.     

权力何以授予：目标理论视角下领导授权行为的形成机制

随着组织所处环境的深刻变化, 如何促进管理者更加积极地表现出授权行为, 成为领导实践和研究的重要议题。现有围绕领导授权行为形成的研究存在理论基础薄弱、“以领导者为中心”倾向突出等不足, 导致其未能很好地解答现实议题。因此, 以目标理论为视角, 并整合性地考察领导者和下属的作用, 以工作团队为研究情境, 对领导授权行为的形成机制进行深入探讨。首先, 通过多案例研究, 探索出促进领导授权行为形成的目标融合类型及其作用过程, 构建出领导授权行为形成机制的理论模型; 其次, 将收集纵向的团队主管下属对子数据, 明确这些目标融合关系对领导授权行为的影响效应; 最后, 将通过进一步数据收集, 对提出的领导授权行为形成机制模型进行整体验证。这将拓宽并加深对领导授权行为形成机制的认识, 从而更好地把握领导授权行为形成的规律, 并有助于企业更好地开展与此相关的管理实践。     

LMX in team-based contexts: TMX,authority differentiation,and skill differentiation as boundary conditions for leader reciprocation

The purpose of the current study is to develop an integrated theoretical model based upon social exchange theory focused on the simultaneous interplay of leader–member exchange (LMX) and team–member exchange (TMX) in team-based contexts. We propose a model that extends current theories related to social exchange by integrating currently independent propositions in the literatures on LMX and TMX, showing how these propositions are contingent on the nature of the team in which leaders and followers are embedded. In a sample of 439 employees on 61 teams, the results show that when it comes to predicting individual performance (a) high TMX quality eliminates the otherwise negative effects of low LMX quality, (b) low authority differentiation weakens the otherwise positive effects of LMX, and (c) high skill differentiation weakens the otherwise positive effects of high LMX quality on performance. We discuss how the role of LMX may be changing in contemporary team-based work contexts relative to what was true in the historical literature when the construct was originally developed.     

Pastoral Care of Political Discourse: Shepherding Communication

I argue that the tradition(s) of pastoral care contributes to our understanding of Christian discipleship vis-à-vis political discourse. In particular, I understand pastoral care, in part, as shepherding political discourse. To care for and about political discourse involves a radical openness to the Other, which is made possible by the virtues of hospitality, compassion, humility, and forgiveness. The primary pastoral aim in shepherding political discourse is not the realization of political power or the realization of Christian beliefs through rhetorical coercion, evangelical assimilation, or consensus. Positively, the aim of pastoral political discourse is to shepherd the communicative processes such that there is a possibility of real meetings.     

Failed Mirroring as a Cultural Phenomenon

Mirroring has failed when the reflection an individual receives is inaccurate or distorted. Though typically focused on parent–child interactions, mirroring and failed mirroring are also cultural phenomena. For women with dis/abilities, failed mirroring occurs when societal representations of dis/ability are reflected back rather than personal attributes. This essay suggests failed mirroring as a possible consequence of disabled women’s encounters with stares and analyzes one woman’s experience with a staring person that results in a temporary destabilization of self-knowledge and self-worth. Healthier relationships with others and the Divine have the potential of restoring or healing what has been lost or denied in such distortions.     

领导人员选拔考试方法研究

考试在我国新时期领导人员选拔中起着很重要的作用。本文从如何进一步加强考试方法的研究做了一些探讨,并提出提高领导人员选拔考试水平的方法,即丰富考试方法,提高考试方法的信度和效度,提高考试命题的质量,加强对考试成果的分析等。     

The Effects of Leader Support for Creativity and Leader Gender on Subordinate Creative Problem-Solving Performance

Ample correlational research shows that leader support for creativity is related to subordinate creativity, yet research examining the causality of this relationship experimentally is scant. Furthermore, most studies that demonstrate support for this relationship have used relatively subjective creativity measures that do not tap as effectively into the creative problem-solving process. Thus, we experimentally examined whether leader support for creativity affects subordinate creative problem-solving performance. We also examined whether this relationship depends on leader gender. We used experimental vignette methodology and a sample of 247 working adults to test these relationships. We found that high (vs. low) leader support for creativity resulted in a significantly higher number of ideas generated. Additionally, posthoc analyses showed that high (vs. low) leader support for creativity resulted in a significantly higher number of original ideas and higher number of quality ideas generated. We also found that when the leader was a woman (vs. man), average originality of ideas was significantly higher. We found no significant interactive effects of leader support for creativity and leader gender. We discuss how this study further elucidates our understanding of leader support for creativity, as well as avenues for future creativity research involving leader gender.     

组织内信任对任务绩效的影响效应

通过问卷调查,对组织内信任与工作绩效之间的关系进行了研究。研究采用结构方程建模方法,通过建构6个嵌套模型和2个非嵌套模型,将其与假设模型进行比较验证研究假设。结果表明,个体对于直接领导、同事和高层管理者的信任都会对个体的工作绩效产生影响,并且彼此间的效应相互独立,彼此互补。同时,研究也讨论了多种不同信任对个体工作行为产生影响的过程中,个体对不同对象知觉对其行为复杂影响,并发现对高层管理者信任对工作绩效的影响效应部分由对直接领导的信任中介