The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample

Workplace bullying is a serious hazard in every day working life that needs to be assessed carefully. In order to achieve such a goal, both victims of severe bullying as well as targets of less intensive bullying need to be identified, the latter in order to prevent further escalation into severe bullying. Previous research has mainly offered simple and crude measures of who is and who is not a victim of bullying. In this article we show how cutoff scores for the scale Negative Acts Questionnaire–Revised (NAQ-R) can be calculated. Based on a representative sample of the Norwegian workforce, we formulated 2 cutoff points or thresholds for the NAQ-R with a Receiver Operation Characteristic curve. Employees with a score lower than 33 are not bullied, employees with a score between 33 and 45 may be considered as being bullied occasionally, and employees who score above 45 can be considered to be victims of workplace bullying. As the NAQ-R is used in more than 300 research projects worldwide, we hope to inspire other scholars to define similar cutoff points. In addition, we hope that clear cutoff scores may be of assistance to practitioners for designing interventions regarding workplace bullying in line with the identified problems.     

Appraisal of applicants for ministry careers

A proposed evaluation protocol addresses the need for standards of practice in assessing candidates for ministry careers. The protocol is tailored to parish clergy psychological risk and resiliency factors articulated by personnel officers and identified in scholarly literature. It employs readily available psychological tests with demonstrated psychometric qualities. It utilises interview questions to confirm or disconfirm test-generated hypotheses and to probe for evidence of coping with challenging circumstances. The protocol generates data for appraising risk and promoting long-term resilience. Application of the protocol to 120 applicants for clergy careers in the Episcopal Diocese of the Southwest (EDSW) demonstrates that applicants respond to psychological tests in a manner different from general job applicants. Data analysis generates norms for indentifying unusual applicants who may be at risk for troubled careers. Discussion centres on identifying early markers of risk and resiliency in ministry careers.     

Group norms,intra-group position and children's aggressive intentions

This study aimed to explore the peer group's role in childhood aggression. Participants (N = 356), aged 8.92 to 13.67 years (M = 11.22, SD = .96), were asked to pretend that they had been placed in a team and were then provided with information regarding their team's norms (aggression vs. helping) and their position within the team (prototypical vs. peripheral). Subsequently, participants were asked to rate the likelihood that they would directly or indirectly aggress towards another team. When compared to children in the helping norm condition, those in the aggression norm condition reported a significantly higher likelihood of engaging in direct and indirect aggression. For indirect aggression, prototypical members of aggressive groups also reported being more likely to engage in such behaviour than peripheral members of these groups did. Further, peripheral members of aggressive groups reported a greater likelihood of engaging in indirect aggression than either peripheral or prototypical members of helping groups. The contribution of these results to our understanding of the group mechanisms underlying childhood aggression is discussed.     

Do social norms,false belief understanding,and metacognitive vocabulary influence irony comprehension? A study of five- and seven-year-old children

This study explores the effects of violating socially shared versus situationally defined norms on the understanding of ironic statements in 70 Italian-speaking five- and seven-year-old children. We also considered the possible relationships between irony understanding, receptive and metacognitive vocabulary, and false belief understanding. The results showed that violating socially shared norms does not benefit younger children's understanding of irony, although it does help older children's understanding. Ironic utterances that violate situationally defined norms were understood similarly across the two age groups. First- and second-order false belief understanding did not predict children's ability to interpret irony, although metacognitive vocabulary did predict interpretation for the seven-year-old group in instances of violating a situationally defined norm.     

Adult Israeli Community Norms for the Brief Symptom Inventory (BSI)

The study aim is to establish Israeli norms for the Brief Symptom Inventory (BSI). A nationwide representative sample of 510 community respondents (age range 35–65, 51.4% women) completed the Hebrew version of the BSI. The data showed high internal reliabilities for the 9 BSI scales, as well as for their total score, indicated by the General Severity Index (GSI). Higher levels of GSI were found for widowed, divorced, and single respondents than for married respondents. Higher GSI was also found for unemployed and retired men than the self-employed and employees, validating the GSI as a measure of distress. Most importantly, the scores of the Israeli GSI, as well as each of the 9 scales, were higher than those reported in either the U.S. or the British norms. These findings may indicate that Israeli society is experiencing relatively high distress, highlighting the need for establishing BSI norms for each culture.     

科技伦理:在真与善之间

科技与伦理在实践中的内在关联,使科技伦理问题成为现代科技实践的重要方面。其中,科学活动的违规和失范现象,科技运行中的公正与效率问题,科技时代的生命安顿与伦理精神的创新,是当前在真与善之间特别为人们关注的问题。     

Free belief

The main goal of this paper is to show that Pettit and Smith's (1996) argument concerning the nature of free belief is importantly incomplete. I accept Pettit and Smith's emphasis upon normative constraints governing responsible believing and desiring, and their claim that the responsibly believing agent needs to possess an ability to believe (or desire) otherwise when believing (desiring) wrongly. But I argue that their characterization of these constraints does not do justice to one crucial factor, namely, the presence of an unreflective, sub-personally constituted, ability to spot the kind of situations in which the reflective critical abilities constitutive of responsible believing (and desiring) should be deployed.     

儒家伦理思想与当代中国道德体系建设

儒家伦理思想作为中华民族道德传统的主干,一直深深地、普遍地影响着人们的思想观念和行为选择,对中华民族的道德追求、行为方式和人格塑造都产生了重大影响。儒家“仁爱”的道德原则及其道德规范体系,以及关于职业道德、家庭道德和社会公德的思想和要求,都是社会主义道德建设的宝贵资源。我们应当坚持批判继承其原则和方法,摒弃其消极因素,吸取、弘扬其积极因素,这对于当今中国道德体系的建设是十分重要的。     

La relation entre la culture organisationnelle et les agressions au travail

This study aimed to determine how perceptions of group, developmental, hierarchical and rational organizational culture contribute to workplace aggressions. Aggressions included low intensity incivilities to violent physical acts. Data came from the SALVEO surveys containing a sample of 1942 workers employed in 63 workplaces. Multilevel analyses revealed that the perception of the group culture is associated with lower levels of incivilities while the developmental culture is associated with higher levels of incivilities.