Multicriteria Classification with Unknown Categories: A Clustering–Sorting Approach and an Application to Conflict Management

This work proposes an approach to cluster and sort a set of alternatives considering multi‐criteria categories with a partial order structure. It can be considered a heuristic approach because it does not attempt to derive an optimal partial order among all conceivable clusters of alternatives. Rather than this, it intends to be a simple approach that is transparent to the Decision Maker (DM) whose assistance is sought to help shaping the results. The approach proposed arises from the conjugation of traditional Clustering analysis and Multi‐criteria sorting tools. At the outset, the number of categories and their characteristics is unknown. First, we need to detect only the clusters themselves on the basis of a similarity measure independent of the preferences of the DM. Next, we detect potential partial order relations that might exist between them, according to the subjective preferences of the DM. Such preferences are elicited only after the DM has examined the clusters detected and deemed that these categories made sense. The new approach performs very well in a real‐world problem of management of intragroup conflicts and conflict handling strategies. Copyright © 2012 John Wiley & Sons, Ltd.     

From goal motivation to goal progress: the mediating role of coping in the Self-Concordance Model

Abstract

The present studies examined the mediating role of self-regulatory mechanisms in the relationship between goal motivation and goal progress in the Self-Concordance Model. First, a systematic review, using meta-analytical path analysis, supported the mediating role of effort and action planning in the positive association between autonomous goal motivation and goal progress. Second, results from two additional empirical studies, using structural equation modeling, lent credence to the mediating role of coping in the relationship between goal motivation and goal progress of university students. Autonomous goal motivation was positively associated with task-oriented coping, which predicted greater goal progress during midterm exams (Study 1, N=702) and at the end of the semester in a different sample (Study 2, N=167). Controlled goal motivation was associated with greater disengagement-oriented coping (Study 1 and Study 2) and lesser use of task-oriented coping (Study 2), which reduced goal progress. These results held up after controlling for perceived stress (Study 2). Our findings highlight the importance of coping in the “inception-to-attainment” goal process because autonomous goal motivation indirectly rather than directly predicts goal progress of university students through their usage of task-oriented coping.     

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.     

The roles of leader emotion management and team conflict for team members' personal initiative: A multilevel perspective

Employees' personal initiative (i.e., their active and future-oriented engagement at work) is of high relevance to organizations that strive for innovation and competitiveness. To better understand its drivers and diminishers, the present study refers to Affective Events Theory and examines the impact of leader emotion management, team conflict, and affective well-being on personal initiative. Data from 300 members of 59 work teams in Germany were gathered from multiple sources at three points in time over the course of 2 weeks. Multilevel analyses indicated that leader emotion management positively affected team members' personal initiative and that this effect was mediated by team members' affective well-being. Data also revealed a contrasting negative indirect effect of task conflict within the team on team members' personal initiative via team members' affective well-being. The study's results suggest that the improvement of leaders' emotion management as well as the establishment of work conditions and experiences that foster affective well-being should be seriously considered by organizations wishing to facilitate personal initiative in team settings.     

The terror management function of Orthodox Jewish religiosity: a religious culture approach

Terror management theory proposes that humans, able to envision their inevitable death, develop worldviews opposing this debilitating fear. One TMT implication of considerable interest is its connection with the formation of religious belief. Taking a religious culture approach, this study measured the effect of death reminders on self-reported religiosity among 131 Orthodox Jews, and examined if Baal Teshuva—“returnees” differed from individuals born into Orthodox Judaism. Results showed that death reminders had a varied effect—both Baal Teshuva and those with intra-Orthodox religious change reported higher levels of intrinsic religiosity, while those without change reported lower. Explanations for these intra-faith differences relate to attachment theory and possible “Compensation” among those with religious change.     

The role of religion in moderating the impact of life events on material life goals: some evidence in support of terror management theory

How would religion and a life event carrying an existential threat (LEET) jointly impact a person's life goals of becoming wealthy and successful in one's career? Goal reprioritisation, socioemotional selectivity, and gerotranscendence theories predict a shift away from material goals following a LEET, independent of the effect of religion. However, terror management theory (TMT) predicts that the effect of death thoughts depends on one's prevailing cultural values. As religion can be regarded as a culture, it is possible that Christians' and non-believers' material life goals would be differentially altered by LEET. Data from 1259 young Chinese adults reveal no main effect of LEET, but a strong effect of religion. Moreover, there was an interaction effect between LEET and religion on material life goals: LEET weakened material goals for Christians but not for non-believers. These findings suggest that TMT is more suitable than the other theories for predicting life goal changes.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

Review of The Supervisor's Guidebook: Evidence-Based Strategies for Promoting Work Quality and Enjoyment Among Human Service Staff (2nd edition) by Dennis Reid,Marsha Parsons,and Carolyn Green

This article summarizes a review of the book The Supervisor's Guidebook: Evidence-Based Strategies for Promoting Work Quality and Enjoyment Among Human Service Staff (2nd edition) by Reid, Parsons, and Green. We describe the book's organization and content. In addition, strengths and areas for improvement are noted. The book provides rich, relevant content to guide supervisory practices within a participative, evidence-based approach that could be applied in various human service settings.     

Predicting Resource Utilization by Children with Serious Emotional Disturbance and Their Families

Our study represents a rural case management agency's use of its data to aid in its transition from being funded by federal grant funds to self-sustainment. We wanted to learn if some characteristics of those children served could predict the resources needed to serve them. We analyzed data on 90 children and adolescents living in a rural community. Using multiple regression analysis we found that CAFAS total and CBCL total problem scores predicted Medicaid reimbursements but not flexible funds spending or case management hours. History of psychiatric hospitalization, however, predicted flexible funds spending and case management hours. Using one-way ANOVA and post hoc analysis we found that the staff members' assessments of each child and family's level of service needs were reflected in differences in mean CAFAS total scores, Medicaid reimbursements and case management hours, but not CBCL total problem scores or flexible funds spending.     

Double bind: An essay on counselling training

Gerard Egan's problem management and opportunity development model is currently in use training prospective counsellors, social workers, nurses, managers, etc. the skills of helping. This essay attempts, experimentally, to depict in three different ways Egan's work and its relationship to operations of power: (1) from a relatively uncritical stance, (2) from a personal experience stance, and (3) from a social constructionist perspective. The whole piece, taken together, attempts to tackle the issue of theory as practice — to ground/unmask/make present the ways in which we are socialised into a profession and the problems inherent in that process. Two themes run through the work: the double bind created for a student on a counselling course which makes some claim to train around Rogers' core conditions, and which is also assessed/accredited; the connections between theory, training and practices.