‘Ndrangheta in Lombardy: Culture and Organizational Structure

This work aims at thoroughly studying a phenomenon that today is still not really discussed (i.e., the criminal organization called ‘Ndrangheta). We will particularly deal with the culture and organizational structure of this Mafia phenomenon and analyze its new territories of infiltration and domination (the region of Lombardy, in Northern Italy) after its migration from its original territory (the region of Calabria in Southern Italy). From the review of the existing literature on ‘Ndrangheta, we can actually point out that the contributions on the theme deal with the Mafia phenomenon, circumscribing it in its original territory, therefore mostly adopting a sociological and historical viewpoint. Up to today, nobody addressed ‘Ndrangheta outside these territorial boundaries and adopting a psychological viewpoint, which is the one this contribution starts from. In more specific terms, a text is analyzed, which is composed by the reports of the pre-trial detention order called Crimine-Infinito [Endless Crime], promoted by investigators in 2010 and so far one of the most relevant actions to fight against ‘Ndrangheta.     

The effect of spatial organization of targets and distractors on the capacity to selectively memorize objects in visual short-term memory

We conducted a series of experiments to explore how the spatial configuration of objects influences the selection and the processing of these objects in a visual short-term memory task. We designed a new experiment in which participants had to memorize 4 targets presented among 4 distractors. Targets were cued during the presentation of distractor objects. Their locations varied according to 4 spatial configurations. From the first to the last configuration, the distance between targets’ locations was progressively increased. The results revealed a high capacity to select and memorize targets embedded among distractors even when targets were extremely distant from each other. This capacity is discussed in relation to the unitary conception of attention, models of split attention, and the competitive interaction model. Finally, we propose that the spatial dispersion of objects has different effects on attentional allocation and processing stages. Thus, when targets are extremely distant from each other, attentional allocation becomes more difficult while processing becomes easier. This finding implicates that these 2 aspects of attention need to be more clearly distinguished in future research.     

Work engagement during life-span: The role of interaction outside the organization and task significance

Growing proportion of older employees in the workforce has pushed scholars and managers to examine the changes of individual work-related attitudes and behavior during the life-span and accordingly reconsider work design to sustain the engagement of aging workforces. This study contributes to ambiguous previous findings by investigating age–work engagement linkage and moderating effects of such job characteristics as employees' perceived task significance and interaction outside organization. Survey of bank employees revealed an overall positive linear effect of age on work engagement; task significance was further positively related to work engagement. Although the direct impact of interaction outside the organization to work engagement was not found, the interaction outside the organization moderated the relationship between age and work engagement: older employees with more external interactions reported higher engagement levels than older employees with fewer interactions. Work engagement was highest for older employees who experienced more interaction outside the organization, or perceived their work as significant or both. There was no positive effect of age on work engagement for employees with both lower levels of interaction outside organization and lower task significance.     

Effect of Perceived Politics and Perceived Support on Bullying and Emotional Exhaustion: The Moderating Role of Type A Personality

Recognizing that bullying can occur in varying degrees of severity, the current study suggest the importance of individual traits in individual perceptions of being targets of bullying and ensuing emotional exhaustion. The present study extends the work environment hypothesis and trait activation theory by a joint investigation of the mediating role of (a) workplace bullying in linking perceived organization politics and perceived organization support with emotional exhaustion and (b) the moderating role of Type A behavioral pattern in influencing the mediation. Using a field sample of 262 employees working in different organizations of Pakistan, this study tested a moderated mediation model. Results were consistent with the hypothesized model, in that workplace bullying mediated the relationship of perceived organization politics and perceived organization support with emotional exhaustion. Type A behavior moderated the perceived politics—bullying, perceived support–bullying, and bullying—emotional exhaustion relationships. The mediation of bullying varied with levels of Type A behavior in these relationships.     

Spatial habit competes with effort to determine human spatial organization

Despite the important role that the physical environment plays in shaping human cognition, few studies have endeavoured to experimentally examine the principles underlying how individuals organize objects in their space. The current investigation examines the idea that humans organize objects in their space in order to minimize effort or maximize performance. We devised a novel spatial organization task whereby participants freely arranged objects in the context of a writing task. Critically, we manipulated the frequency with which each object was used and assessed participants’ spontaneous placements. In the first set of experiments, participants showed a counterintuitive tendency to match pen pairs with their initial placements rather than placing pens in the less effortful configuration. However, in Experiment 2, where the difference in physical effort between different locations was increased, participants were more likely to reorganize the pens into the less effortful configuration. We begin developing a theory of human spatial organization wherein the observed initial bias may represent a kind of spatial habit formation that competes with effort/performance considerations to shape future spatial organization.     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

Economic cooperation in western Asia

Any changing system both develops and evolves (individuates). The evolution of the biosphere must therefore be taken in context of the development of the earth, which appears to have followed typical developmental rules of dissipative structures. Two different perspectives are possible on dissipative structures—the classical externalist perspective, which views open systems as becoming progressively negentropic, and the newer, internalist perspective, which views them from within as becoming increasingly disorderly. A history of the universe can be traced, alternately stressing the one and the other perspective, which can form the basic structure of a modern, science‐based creation myth.     

Making the Invisible Victims of Violence Against Women Visible Through University/Community Partnerships

Summary

The absence of scientifically credible information about the nature and extent of children exposed to abuse of their mothers is an impediment to effective intervention and prevention efforts. This article proposes a research agenda based upon guiding principles of a public health surveillance model. Three major principles are presented and applied to this social problem. Additionally, a concrete example of the application of these principles is drawn from an ongoing university/community partnership in Philadelphia.     

Community-Based Interventions in New York City After 9/11

Abstract

The horrors of 9/11 have created tremendous psychosocial needs in the population of New York. For all major providers in this field, this has meant taking up the challenge of learning within the new situation, creating new frameworks for intervention, and implementing programs that previously had not been a part of the traditional social services environment. In this article, we will describe the process of transforming this challenge into an opportunity for organizational, professional and conceptual growth.     

Similarity grouping as feature-based selection

Our visual system groups objects with similar features, such as colour, orientation, or shape. We argue that similarity grouping is nothing more than global selection of a certain feature value, such as red, horizontal, or circular. This account makes the striking prediction that only one feature group can be created at a time. Here we provide the most direct evidence yet for this proposal, using a number estimation task that forces simultaneous processing of all objects. Multiple similarity cues failed to produce grouping in this task, in contrast to proximity, connectivity, and common region, which all showed strong grouping effects.