Critical Notice

Book reviewed in this article:
Alister, Ian and Hauke, Christopher (eds.), Contemporary Jungian Analysis. Post-Jungian Perspectives from the Society of Analytical Psychology     

THE GOOD PRODUCTIVITY GAME: INCREASING WORK PERFORMANCE IN A REHABILITATION SETTING1

Simple reinforcement systems have been used to improve performance in a broad range of settings. For example, in classrooms, the “Good Behavior Game” has been shown to be very effective (Barrish, Saunders, and Wolf, Journal of Applied Behavior Analysis, 1969, 2 , 119–124). In industry, small bonuses were used to increase the punctuality of workers (Hermann, deMontes, Dominquez, Montes, and Hopkins, Journal of Applied Behavior Analysis, 1973, 6 , 503–572). In a sheltered workshop setting, Shroeder (Journal of Applied Behavior Analysis, 1972, 5 , 45–52) examined work rates under varying frequencies and amounts of reinforcement and response force. The present study involved the utilization of simple group contingencies to increase productivity in a rehabilitation industry. Four state hospital residents who were trainees at a rehabilitation industry participated in the study which examined the effects of feedback, and feedback plus the “Good Productivity Game” to improve work output. The task, for which the employees were paid a wage, involved sorting boards by size. When the employees were provided with feedback on the number of boards sorted during the observation period, productivity increased slightly over baseline. After a return to baseline, the “Good Productivity Game” was played. For performance, the game afforded the employees pseudo-competition (in that teams were paired against each other, but both teams always “won”) and simple rewards such as candy and early work termination. The game improved performance by 104% over the second baseline and by 64% over the third baseline. Data gathered on rates of on-task behavior by the employees correlate with the productivity rates. Data gathered on rates of staff attention paid to employees show little difference across conditions, thus corroborating the function of the “Good Productivity Game” in increasing work output. Although no formal data were collected, the staff continued to use the game with considerable success after the formal termination of the study. The “Good Productivity Game” appears useful in increasing work output in a rehabilitation setting. Further research should concentrate on the utility of the game throughout longer periods of the workday and over extended periods of time.     

The Icarus flight of speculation: Philosophers' vices as perceived by nineteenth-century historians and physicists

Why did nineteenth-century German historians and physicists habitually warn against vices that they believed philosophers in particular embodied: speculation, absence of common sense, and excessive systematizing? Drawing on a rich array of sources, this article interprets this vice-charging as a rhetorical practice aimed at delineating empirical research from Naturphilosophie and Geschichtsphilosophie as practiced in the heyday of German Idealism. The strawman of “the philosopher” as invoked by historians and physicists served as a negative model for strongly empiricist scholars committed to virtues like precision, thoroughness, and conscientiousness. In their historical narratives, historians and physicists consistently depicted philosophy either as a relic from the past or as a phase that they had virtuously left behind. This boundary work was central to the self-positioning of both history and physics, which makes clear that the persona of the philosopher mattered not only to philosophers but also to scholars in adjacent disciplines.     

Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers

The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect individuals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three-wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home-to-work transitions and work goal attainment and (2) negatively via home-to-work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home-to-work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home-to-work transitions which have a double-edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network.     

The identity impact of witnessing selective incivility: A study of minority ethnic professionals

We examine how minority ethnic employees account for witnessing selective incivility to ethnically similar others. Our study is based on qualitative interviews with British Asian employees – the majority who witnessed incivility directed towards migrant Asian employees working for the same company. Our findings indicate that, for those whose minority ethnic identity was of central importance, witnessing selective incivility towards others from a similar ethnic background can be perceived as an identity threat. We provide insights into three identity work strategies undertaken by witnesses of selective incivility, while illuminating how minority ethnic identity shapes the way witnesses' respond to selective incivility in the workplace.     

Beyond Emotional Intelligence at Work:: Adding Insight to Injury Through Group Psychotherapy

The author applies the popular concept of Emotional Intelligence (EQ) to the group treatment of work problems. Adding psychodynamic insight to the existing EQ dimension of understanding emotions and utilizing emotional awareness, helps patients improve their reactions to problematic situations and individuals. By focusing on discordant episodes that arise in group, the author employs a systematic approach to identifying unconscious contributors to diminished job performance. Methods for assessing deficits in EQ and for processing relevant group discords are described. Clinical illustrations are provided.     

Perceptions of South Florida Hispanic and Anglo Catholics: From Whom Would They Seek Help?

Hispanic and Anglo Catholics in South Florida who attended Sunday services (N = 473) were surveyed to determine their help-seeking preferences for moral concerns, mental disorders, and practical life/family problems. Respondents were asked to indicate whether they would seek help from a priest; a priest with a degree and license in one of the helping professions (clinical social work, psychology, psychiatry, or mental health counseling); a layperson with a degree and license in one of the helping professions (clinical social work, psychology, psychiatry, or mental health counseling); or if they believed they could deal with the situation without external assistance. The findings suggest that Anglo Catholics prefer assistance from a person who was credentialed in one of the helping professions, whereas Hispanic Catholics would seek help from a priest with or without a background in the helping professions.     

Sleepiness and days of recovery

In the literature recovery after work is taken for granted – one has 16 h off between work bouts and one has 36 h off each weekend. However, the situation for those working irregular work hours may be quite different because of night work, long shifts, or long sequences of working days. Strictly speaking we don't have any scientific support for theories on how recovery days should be patterned. This paper, therefore, brings together data from a series of our own studies that involve irregular work hours, with the specific purpose of looking at the recovery process. The results show that for the average normal office week worker two days of recovery are normally sufficient. For those who work long shifts in long sequences three days are needed for normalization, whereas 12 h shifts in 2–3 day sequences seem not to cause accumulated fatigue. Interestingly, fatigue/sleepiness is often at its peak during the first day of recovery – not the last day of the working week. Air crew and oil rig workers take a longer time to recover, probably because of too much adjustment of the biological clock. As a rule, long haul air crew is usually much more fatigued than short haul crew during their days off, despite the fact that long haul flying is voluntary and opted for by those who fly it. Also train drivers are affected during their days off by their irregular work hours – in particular backwards rotating schedules seem to cause accumulation of fatigue. The results suggest that one day of recovery never is sufficient, two days usually is, whereas 3–4 days are necessary after periods of severely disturbed circadian rhythmicity.     

Education for the Heart and Mind: Feminist Pedagogy and the Religion and Science Curriculum

Feminist educators and theorists are stretching the boundaries of what it means to do religion and science. They are also expanding the theoretical and practical frameworks through which we might present curricula in thosefields. In this paper, I reflect on the implications of feminist pedagogies for the interdisciplinary field of religion and science. I begin with a brief discussion of feminist approaches to education and the nature of the feminist classroom as a setting for action. Next, I present some theoretical and practical issues to consider when developing a feminist praxis and an antisexist curriculum. This leads into a discussion of the role of language and critical reflection in the religion and science classroom, the risks associated with reflective discourse, and considerations in the use of 'feminist' teaching tools such as small group work, journals, and portfolio assessment. Iconclude with a reflection on how feminist pedagogy promotes an epistemology that speaks to the hearts and minds of participants in the dialogue of religion and science.     

信任以稀为贵?下属感知被信任如何以及何时导致反生产行为

感知被信任是信任相关研究中的重要组成部分, 近年来逐渐受到研究者们的重视。以往研究大多认为, 下属感知被上司信任对下属自身以及组织整体都会产生积极影响, 却忽视了其潜在的负面影响。基于自我评价理论, 本文采用实验研究(研究1、2)与多时间点、多源的实地问卷调查(研究3), 探讨了下属感知被信任的潜在黑暗面。研究结果表明：下属感知被信任会引发下属心理权利感, 进而增加其反生产行为, 下属感知到信任的稀缺性在这一过程中起调节作用。具体来说, 当下属感知到信任的稀缺性较高时, 下属感知被信任通过心理权利感影响其反生产行为的正向中介效应显著; 而当下属感知到信任的稀缺性较低时, 上述中介效应不显著。本研究发现了感知被信任的潜在负面影响, 并明确了其对反生产行为的作用机制与边界条件, 为感知被信任相关研究提供了更加全面、辩证的研究视角, 同时也扩展了心理权利感和反生产行为的相关研究。