Institutional creativity and pathologies of potential space: The modern university

Abstract

This paper proposes the applicability of object relations psychoanalytic conceptions of dialogue (Ogden, 1986 Ogden, T. 1986. The matrix of the mind, London: Karnac.  [Google Scholar], 1993 Ogden, T. 1993. “On potential space”. In In one's bones: The clinical genius of Winnicot, Edited by: Goldman, D. Northvale, NJ: Jason Aaronson.  [Google Scholar]) to thinking about relationships and relational structures and their governance in universities. It proposes that:

• the qualities of dialogic relations in creative institutions are the proper index of creative productivity; that is of, as examples, ‘thinking’ (Evans, 2004 Evans, M. 2004. Killing thinking: The death of the universities, London: Continuum.  [Google Scholar]), ‘emotional learning’ (Salzberger-Wittenburg et al., 1983 Salzberger-Wittenburg, I., Henry, G. and Osborne, E. 1983. The emotional experience of learning and teaching, London: Routledge.  [Google Scholar]) or ‘criticality’ (Barnett, 1997 Barnett, R. 1997. Higher education: A critical business, Buckingham: Open University Press.  [Google Scholar]);

• contemporary institutions' explicit preoccupation in assuring, monitoring and managing creative ‘dialogue’ can, in practice, pervert creative processes and thoughtful symbolic productivity, thus inhibiting students' development and the quality of ‘thinking space’ for teaching and research.

In this context the paper examines uncanny and perverse connections between Paulo Freire's (1972 Freire, P. 1972. Pedagogy of the oppressed, London: Penguin.  [Google Scholar]) account of educational empowerment and dialogics (from his Pedagogy of the oppressed) to the consumerist (see, for example, Clarke & Vidler, 2005 Clarke, J. and Vidler, E. 2005. Creating citizen-consumers: New labour and the remaking of public services. Public Policy and Administration, 20: 19–37.  [Google Scholar]) rhetoric of student empowerment, as mediated by some strands of managerialism in contemporary higher education. The paper grounds its critique of current models of dialogue, feedback loops, audit and other mechanisms of accountability (Power, 1997 Power, M. 1997. The Audit Society: Ritual's of verification, Oxford: Oxford University Press.  [Google Scholar]; Strathern, 2000 Strathern M. Audit cultures: Anthropological studies in accountability, ethics and the academy London Routledge 2000 [Crossref] , [Google Scholar]), in a close analysis of how creative thinking emerges.

The paper discusses the failure to maintain a dialogic space in humanities and social science areas in particular, exploring psychoanalytic conceptions from Donald Winnicott (1971 Winnicott, D. W. 1971. Playing and Reality, London: Routledge.  [Google Scholar]), Milner (1979 Milner, M. 1979. On not being able to paint, New York: International Universities Press.  [Google Scholar]), Thomas Ogden (1986 Ogden, T. 1986. The matrix of the mind, London: Karnac.  [Google Scholar]) and Csikszentmihalyi (1997 Csikszentmihalyi, M. 1997. Creativity, New York: Harper Perennial.  [Google Scholar]). Coleridge's ideas about imagination as the movement of thought between subjective and objective modes are discussed in terms of both intra- and inter-subjective relational modes of ‘dialogue’, which are seen as subject to pathology in the pathologically structured psychosocial environment. Current patterns of institutional governance, by micromanaging dialogic spaces, curtail the ‘natural’ rhythms and temporalities of imagination by giving an over-emphasis to the moment of outcome, at the expense of holding the necessary vagaries of process in the institutional ‘mind’. On the contrary, as this paper argues, creative thinking lies in sporadic emergences at the conjunction of object/(ive) outcome and through (thought) processes.     

Frequent Versus Non-frequent Prompts and Task Performance in Persons with Severe Intellectual Disability

Abstract

This study extended the evaluation of frequent vs non-frequent prompts to support task performance with people with severe intellectual disability. Three participants were involved in the study. The data indicated that the frequent prompts strategy promoted higher levels of on-task behaviour and correct responding for 2 participants and on-task behaviour for 1 participant. The relation of these data with previous findings and their implications for daily occupation programmes for persons with severe developmental disabilities are discussed     

Introducing Assertiveness Training in Hungary

Abstract

The preliminary results of an evaluation of a systematic assertiveness training programme (based on a cognitive-behavioural approach) in psychiatric care in Hungary are presented. The method adopted was specific to the Hungarian/Middle-European circumstances since people had difficulty in exercising their personal rights in the past. In groups of “neurotic” patients and comparison subjects three questionnaires (the Rathus-scale (R), the Assertiveness Inventory (AI) and the Uncertainty Questionnaire (UQ)) were administered at the beginning and at the end of the treatment. The training programme consisted of eight sessions with an emphasis on education about assertiveness and on the practice of skills such as saying “no” or standing up for oneself. A statistical analysis indicated significant improvement in the social skills of the participants, while an item analysis showed high internal consistency in all three questionnaires, and a concurrent validity analysis revealed a strong correlation between the Rathus-scale and the Assertiveness Inventory. The results indicate that assertiveness training can be used effectively in mental health care in Hungary.     

Safety Behaviour Enhances the Acceptability of Exposure

Compulsive washing and contamination fears are among the most common symptoms of obsessive-compulsive disorder (OCD). Research suggests that exposure and response prevention (ERP) is effective for OCD. However, ERP is prone to dropouts and refusals, and a substantial proportion of clients therefore do not receive the care they need. A proposed solution involves the judicious use of safety behaviour to enhance the acceptability of exposure-based interventions. The current study aimed to test this proposed solution. Participants were 70 undergraduate students who completed two exposure exercises for contamination fear, one with safety behaviour and one without. Participants then rated the acceptability of the two exercises. Exposure with safety behaviour (ESB) was rated as significantly more acceptable than ERP. Furthermore, subjective fear ratings were lower and behavioural approach to a series of contaminants was greater in the ESB condition. Results demonstrated the acceptability-enhancing potential of safety behaviour in exposure, and are discussed in terms of both theoretical and practical aspects of safety behaviour, exposure, and evidence-based interventions for anxiety disorders.     

消费行为领域中的调节定向

调节定向理论(Higgins,1997)超越传统享乐主义动机,区分出“促进”和“预防”两种调节性动机系统,近年已成为消费行为领域的研究热点之一.调节定向影响着消费者购物决策整个过程,受被试因素(文化背景、自我建构)、刺激因素(信息框架、解释水平、非言语线索、商品属性)和情境因素(决策时间距离、任务操纵)的影响,通过直接作用、调节关联效应和调节匹配效应三种途径决定信息的说服效果,并且受到精细加工可能性的调节.管理者应特别注意具体营销情境中的调节定向,合理利用调节匹配效应.未来研究应关注调节投入理论、调节定向的前因变量以及同网络购物情境相结合,并探索如何削弱预防定向对营销的不利影响.     

Keep the fire burning: Reciprocal gains of basic need satisfaction,intrinsic motivation and innovative work behaviour

Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn affects basic need satisfaction as measured the next day (i.e., a reciprocal relationship). The current study used a longitudinal design comprising a 6-day period and relied on multi-source data from 76 students in industrial product design and electronic engineering who participated in an innovation boot camp. In general, results provided support for the mediating role of intrinsic motivation in the relationship between basic need satisfaction and IWB, as well as the reciprocal relationship between basic need satisfaction and IWB.     

Local/foreign status,cultural background,and organizational citizenship behaviour: A study among foreign and local workers in The Netherlands

A study in Singapore (Ang et al., 2003 Ang, S., van Dyne, L. and Begley, T. M. 2003. The employment relationship of foreign workers versus local employees: A field study of organizational justice, job satisfaction, performance, and OCB. Journal of Organizational Behavior, 24: 561–583. [Crossref], [Web of Science ®] , [Google Scholar]) found that foreign employees displayed a lower tendency to engage in Organizational Citizenship Behaviour (OCB) than their local counterparts. The explanation was that foreign employees often experience their employment relation as more disadvantageous. The present study attempted to investigate possible differences in OCB between foreign and local workers in The Netherlands. In addition, it aimed to ascertain what role the cultural dimension of “individualism–collectivism” plays in this connection. Contrasting the expectations, the foreign employees reported a higher propensity to pursue OCB than local workers. The difference in behaviour could not be explained by cultural differences. It was argued that economic and personal motives of foreign workers might have affected the self-reports of their organizational behaviour.     

Willingness to accept occupational change when offered incentives: Comparing full-time and part-time employees

The ability to deal with occupational change is becoming increasingly important. We hypothesized that individual differences determining preferences for specific types of mobility (i.e., global personality traits and uncertainty tolerance) and decisional factors theoretically derived from the theory of planned behaviour (e.g., desirability of change; subjective norms) would be associated with higher willingness to accept occupational change when incentives such as greater autonomy were offered. These hypotheses were tested in a questionnaire study with samples of full-time and part-time employees. We further expected employment situation to function as a moderator in this process. Overall, results of regression analyses confirmed the relevance of the core components of the theory of planned behaviour. In addition, we found decisional factors to be more closely linked to the outcomes of full-time employees than to those of part-time employees. We discuss the practical implications of our results in terms of how best to support employees in adapting to the increasing demands for occupational change.     

The relationship between productive and counterproductive work behaviour across four European countries

Research suggesting a similar but different relationship between Organizational Citizenship Behaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al., 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185), and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice, and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a nonbipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a nonbipolar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups.     

The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

Building on an interactionist approach, the present study investigated the moderating role of two task design characteristics, namely task autonomy and feedback from job, in the relationship between dispositional resistance to change and innovative work behaviour. Consistent with a trait activation perspective, it was specifically hypothesized that dispositional resistance to change would have a stronger, positive association with innovative performance when autonomy and feedback were high than when they were low. In a sample of 270 employees from the public sector, task autonomy was found to significantly interact with both composite resistance to change and with three of the four dimensions (routine seeking, short-term thinking, and emotional reaction). Simple slope analyses specifically revealed that individuals high in short-term thinking and emotional reaction exhibited positive relationships with innovative behaviour only in the case of high task autonomy, whereas in the case of low autonomy the relationship was nonsignificant. Furthermore, feedback from job was found to moderate the relationship between overarching dispositional resistance to change, short-term thinking, and emotional reaction, on one hand, and innovative performance, on the other, such that a positive and significant association emerged only in the case of high feedback.