Getting stuck in depression: The roles of rumination and emotional inertia

Like many other mental disorders, depression is characterised by psychological inflexibility. Two instances of such inflexibility are rumination: repetitive cognitions focusing on the causes and consequences of depressive symptoms; and emotional inertia: the tendency for affective states to be resistant to change. In two studies, we tested the predictions that: (1) rumination and emotional inertia are related; and (2) both independently contribute to depressive symptoms. We examined emotional inertia of subjective affective experiences in daily life among a sample of non-clinical undergraduates (Study 1), and of affective behaviours during a family interaction task in a sample of clinically depressed and non-depressed adolescents (Study 2), and related it to self-reported rumination and depression severity. In both studies, rumination (particularly the brooding facet) and emotional inertia (particularly of sad/dysphoric affect) were positively associated, and both independently predicted depression severity. These findings demonstrate the importance of studying both cognitive and affective inflexibility in depression.     

Knowing when to seek anger: Psychological health and context-sensitive emotional preferences

According to hedonic approaches to psychological health, healthy individuals should pursue pleasant and avoid unpleasant emotions. According to instrumental approaches, however, healthy individuals should pursue useful and avoid harmful emotions, whether pleasant or unpleasant. We sought to reconcile these approaches by distinguishing between preferences for emotions that are aggregated across contexts and preferences for emotions within specific contexts. Across five days, we assessed daily confrontational and collaborative demands and daily preferences for anger and happiness. Somewhat consistent with hedonic approaches, when averaging across contexts, psychologically healthier individuals wanted to feel less anger, but not more happiness. Somewhat consistent with instrumental approaches, when examined within contexts, psychologically healthier individuals wanted to feel angrier in more confrontational contexts, and some wanted to feel happier in more collaborative contexts. Thus, although healthier individuals are motivated to avoid unpleasant emotions over time, they are more motivated to experience them when they are potentially useful.     

Essentialist Beliefs About Bodily Transplants in the United States and India

Psychological essentialism is the belief that some internal, unseen essence or force determines the common outward appearances and behaviors of category members. We investigated whether reasoning about transplants of bodily elements showed evidence of essentialist thinking. Both Americans and Indians endorsed the possibility of transplants conferring donors' personality, behavior, and luck on recipients, consistent with essentialism. Respondents also endorsed essentialist effects even when denying that transplants would change a recipient's category membership (e.g., predicting that a recipient of a pig's heart would act more pig‐like but denying that the recipient would become a pig). This finding runs counter to predictions from the strongest version of the “minimalist” position (Strevens,2000), an alternative to essentialism. Finally, studies asking about a broader range of donor‐to‐recipient transfers indicated that Indians essentialized more types of transfers than Americans, but neither sample essentialized monetary transfer. This suggests that results from bodily transplant conditions reflect genuine essentialism rather than broader magical thinking.     

What’s in a name? Psychology’s ever evasive construct

We explore in broad terms the uses of the construct concept in psychological and related scientific discourses. First, we provide a brief history of the origins and development of the concept ‘construct.’ We then describe past and current definitions and/or uses of ‘construct’ and attempt to draw out certain conceptual implications of these uses. Finally, we highlight and attempt to clarify several core conceptual confusions that surround the use of ‘construct’ in psychology.     

Downsizing in britain and its effects on survivors and their organizations

Abstract

In this paper, we examine the psychological effects of downsizing and redundancy on those remaining within organizations after large-scale redundancy programs. While there have been a number of studies of this type in the recent past, our task is to explore two separate studies which have investigated this phenomena. The first study explores the impact of redundancy in a recently privatized organization in the UK. This, we argue, is a particularly fertile area of study given the radical changes that have affected organizations in the UK that have been subjected to privatization. The results stem from an exploratory and qualitative case study which takes an individual perspective. The second study discussed in this paper explores the results of a survey conducted in the UK that examines the implications of change in both the public and private sector organizations. This survey takes a quantitative look at the implications of redundancy from an organizational perspective. By investigating these two studies, our research explores the impact of redundancy on two levels—the individual level and the organizational level. First, we examine the emotional, attitudinal and behavioral effects of redundancy on survivors and the resultant implications for management: in particular the changing role of line managers where delayering and redundancy has taken place. Second, we explore the impact of redundancy on the organization in terms of organizational morale, motivation, organizational loyalty and job security where redundancy has and has not been used as a method of downsizing.     

On integrity

This paper argues that, rather than statutory registration, it is the personal integrity of the individual practitioner that will best safeguard the interest of the client and ultimately the image and reputation of the counselling/psychotherapy profession within society. An attempt is made to define integrity as an absolute moral component of the personality and to consider its significance to the therapeutic relationship. Trust, too, is considered as a vital factor in this relationship. As well as the integrity of the individual practitioner, the integrity of the psychotherapy profession as a whole is considered with particular regard to its considerable reliance on the production of theory for its sense of self worth, as opposed to its efficacy as a therapeutic enterprise.     

Connecting the intrapersonal to the interpersonal: Autonomy,voice, parents,and romantic relationships in emerging adulthood

Multiple forms of adolescent autonomy (emotional autonomy, voice, and cognitive autonomy) were examined as correlates of parental and partner relationships. Measures included parental warmth and psychological control, and romantic support and negative interactions. Participants were 206 students (age 17 to 20, M _age = 18) who had romantic partners. Those who reported more emotional autonomy from parents (e.g., individuation and nondependence) reported less voice with parents and less cognitive autonomy. Adolescents reported less independence from their parents, more voice with parents and more confidence in their own choices when they reported more parental warmth. Adolescents reported less independence from their parents and less voice when their parents were more controlling. Participants reported more independence from parents and more voice when they reported more romantic partner support. The results show how necessary it is to consider multiple aspects of autonomy and relationships to understand how the intrapersonal and interpersonal are connected.     

Analyse de la détresse psychologique de leaders narcissiques organisationnels : une étude de cas comparative

The present article is a comparative case study that explores the manifestations of psychological distress of two types of narcissistic organizational leaders. More specifically, the aim of this case study is to check for possible differences between a grandiose narcissistic leader and a vulnerable narcissistic leader in relation to three main variables associated with the manifestation of psychological distress. These variables are: trigger factors, the modulation of negative emotional reactions, the presence of early maladaptive schemas and the use of dysfunctional coping strategies. The results obtained indicate that the manifestation of psychological distress by the grandiose narcissistic leader varies in certain respects from that of the vulnerable narcissistic leader. Indeed, the psychological distress manifested by the grandiose narcissistic leader is mainly characterized by anxiety and cognitive problems. Moreover, his psychological distress appears to be accompanied by a fear of public achievement failure and the partial use of two types of dysfunctional coping strategies – self-aggrandizement with reference to ostentation and self-softening underpinned by social withdrawal. With regard to the psychological distress of the vulnerable narcissistic leader, it is essentially characterized by a profound sense of depression and irritability. Moreover, it is associated with a fear of public interpersonal rejection; the internalization of negative emotions (feelings of guilt, self-criticism and feelings of worthlessness); and the partial use of two types of dysfunctional coping strategies – self-softening underpinned by social withdrawal and self-aggrandizement with reference to ostentation.     

Change management: Time for a change!

We discuss some core issues in the field of change management. We use these topics to identify some mindsets that dominate the practice of change management, and argue that these should be replaced by some alternatives. The alternatives are drawn largely from operations management and sociotechnical thinking. We characterize existing approaches as partial, and speculate that this may be one of the reasons why so many change initiatives are ineffective at meeting their goals. We identify some of the reasons why existing mindsets are sustained. We also point to some ways forward, focusing on changes in the mindsets and language we use. We speculate that these would improve the effectiveness of change initiatives.     

The moderating effect of power distance on employee responses to psychological contract breach

Understanding how employees’ cultural values are related to their responses to promises broken by their organizations (i.e., psychological contract breach) is important given today’s global workplace. Although past research has found that psychological contract breach is positively associated with employee exit, voice and neglect and negatively associated with loyalty, we know little about the role that cultural values play in this process. We explore the role that power distance orientation—an employee’s acceptance of power differentials in society—plays in employee responses to breach. We argue that employees with high power distance orientations will be more likely to respond passively to breach (loyalty and neglect), whereas employees with low power distance orientations will be more likely to exhibit active responses to psychological contract breach (exit and voice). We tested our notions using a sample of 265 employees from different cultures across two points in time. Employees with high power distance orientations were less likely to respond to psychological contract breach with exit and voice than employees with low power distance orientations. However, power distance orientation did not significantly moderate the relationships between psychological contract breach and neglect or loyalty, respectively. We discuss theoretical and practical implications of our findings.