Spelling HUMBLE with U and ME: The role of perceived humility in intimate partner relationships

Humility predicts relationship satisfaction, partially mediated by commitment, in college students. The present study tested this mediation in a non-college sample of participants who have been in exclusive relationships for at least three months (N = 349). We supported a partial mediation model in predicting relationship satisfaction (Hypothesis 1). After controlling for commitment, accurate view of self was the most important factor in predicting relational satisfaction (Hypothesis 2). A simultaneous meditational analysis revealed that perceived humility predicted relationship satisfaction, mediated by gratitude in relationships (Hypothesis 3). A multiple regression analysis revealed that after controlling for personal virtues, perceiving humility in one’s partner predicted additional variance in relational satisfaction (Hypothesis 4). Our study provided support for a mediational model, but do not allow causal inferences because of cross-sectional design. Thus, we recommend that future studies include longitudinal studies to investigate the meditational models we observed.     

Paraphrase and the Symmetry Objection

There is a puzzle about the use of paraphrase in philosophy, presented most famously in Alston's [1958] ‘Ontological Commitments’, but found throughout the literature. The puzzle arises from the fact that a symmetry required for a paraphrase to be successful seems to necessitate a symmetry sufficient for a paraphrase to fail, since any two expressions that stand in the means the same as relation must also stand in the has the same (unwanted) commitments as relation. I show that, while this problem does undermine some conceptions of paraphrase, on a proper understanding of paraphrase the puzzle gets no purchase. Since paraphrase is an important component of Quinean approaches to meta-ontology, this paper constitutes a partial defence of Quinean meta-ontology. Since paraphrase is an important component of traditional methods of philosophical inquiry, this paper constitutes a partial defence of traditional modes of philosophizing as well.     

The Importance of Cognitive Dissonance in Understanding and Treating Victims of Intimate Partner Violence

External mechanisms and batterer behaviors have commonly been cited as to why women remain in intimate partner violence relationships. However, past research has generally minimized the focus on individual psychological elements of victims that perpetuate their commitments to abusers. The current review proposes the potential for cognitive dissonance resolution as an underlying mechanism to affect female victims’ stay/leave decisions while in domestically violent relationships. High and low levels of self-esteem differentially affect the resolution of cognitive dissonance as explained by self-consistency and self-affirmation theories. Theories of commitment including the foot-in-the-door principle, justification of effort, and the investment model are applied specifically to the arousal of dissonance in victims. The importance of taking into account the mechanisms of dissonance arousal and subsequent reduction techniques are proposed for treating this population and preventing similar relationships in the future.     

最后通牒游戏中接收者拒绝行为的情绪义务模型

公平偏好使人们在面对不公平的分配时通常会有所表示,在最后通牒游戏中具体表现为对不公平报价的拒绝,有很多研究把拒绝的原因归结为不公平厌恶和互惠主义等社会偏好,但这并不能解释一些最后通牒变体游戏中的拒绝行为。但这恰恰支持了情绪义务模型。     

员工工作倦怠对其个人主动性行为的影响过程研究

采用工作倦怠量表、组织承诺量表、主动性氛围量表和个人主动性问卷调查了34家企业的231名员工和34名主管,使用多层线性建模进行数据分析,结果发现：工作倦怠和组织承诺、个人主动性负相关;组织承诺在工作倦怠和个人主动性之间的关系中起到部分中介作用;主动性氛围和个人主动性正相关并在组织承诺和个人主动性的关系中起到缓冲作用。研究提出了工作倦怠对个人主动性影响的一种过程模式,并对其理论和实践含义进行了讨论。     

Quality of working life and commitment amongst employees in public organisations in Ghana: does job involvement matter?

This study tested a mediation model of job involvement to predict organisational commitment from quality of work life. A total of 137 workers employed in two public organisations participated in the study (males?=?52.6%, females?=?47.4%, junior staff?=?67.9%, senior staff?=?32.1%, age range 24 to 53 years). Hierarchical multiple regression analysis was computed on the data to model the effects of job involvement on organisational commitment taking into account quality of work life. The results indicated job involvement partially mediated the relationship between quality of worklife and organisational commitment (β?=?0.242, t(134)?=?4.475, p?=?0.05). Thus job involvement is important to employee commitment and should be targeted for intervention support in work organisations.     

Turning Fantasies About Positive and Negative Futures into Self-Improvement Goals

Contrasting fantasies about the future with reflections on reality that impedes fantasy realization creates a tight link between expectations of success and forming commitments to self-improvement goals. This effect applies to both fantasies about a positive future contrasted with impeding negative reality as well as fantasies about a negative future contrasted with impeding positive reality. In Study 1, with 63 student participants, contrasting positive fantasies about benefiting from a vocational training with negative reflections on reality impeding such benefits led to expectancy-dependent willingness to invest in the training, more so than indulging in the positive future and than dwelling on the negative reality. In Study 2, with 158 high school students from former East Berlin, contrasting negative, xenophobic fantasies about suffering from the influx of immigrants with positive reflections on reality impeding such suffering led to expectancy-dependent tolerance and willingness to integrate the immigrants. Findings are discussed in terms of how mental contrasting facilitates self-improvement and personal development by making people form expectancy-dependent goal commitments to approach positively-perceived as well as negatively-perceived futures.     

A study of antecedents of organizational commitment

Various theories of organizational behaviors suggest that there should be significant relationships between the work-related variables and commitment to an organization. This study shows that, for a sample of 203 Japanese industrial workers, four components (attachment, internalization, normative, and continuance) of organizational commitment are predicted by organizational climate, supervisory behavior, organizational tenure, and role clarity. Implications for future research are discussed.     

家庭支持型主管行为对员工的影响与作用机制：基于元分析的证据

为厘清家庭支持型主管行为对员工的独特影响,并比较不同的作用机制,本研究对包含204个独立样本、340个效应值及91145名员工的164篇文献进行了元分析,结果发现：(1)与一般主管支持行为相比,家庭支持型主管行为对员工的任务绩效、创新行为和生活满意度有更强的积极影响。(2)工作对家庭冲突(资源视角)、领导-成员交换(交换视角)和情感承诺(情感视角)均能解释家庭支持型主管行为对员工的作用机制,并互为补充。具体而言,三者均能中介家庭支持型主管行为对任务绩效的影响;领导-成员交换和情感承诺在家庭支持型主管行为与创新行为间起中介作用;工作对家庭冲突和领导-成员交换则在家庭支持型主管行为影响生活满意度中发挥中介效应。研究结果为家庭支持型主管行为的影响效果提供了可靠结论,也有助于深入理解其作用机制。     

Leisure in romantic relationships: An avenue for differentiation of self

Bowen Family Systems Theory predicts that the ability to balance emotional intimacy with one’s partner with one's own sense of autonomy, called differentiation of self, results in stronger relationships. We tested whether this balance manifests in how individuals manage their time spent with and without their partner. Analyses utilized differentiation of self, leisure time balance with and without one's partner, and couple leisure satisfaction to predict dyadic adjustment. Although leisure time balance did not mediate the relationship between differentiation of self and relationship functioning, couple leisure satisfaction was found to partially mediate this relationship. The moderating effect of differentiation was also examined, which demonstrated that differentiation of self buffered the relationship between low couple leisure time satisfaction and relationship adjustment.