Forgiveness as singularity: The “Allah” controversy in Malaysia and the church's public discourse of cheek‐turning

This paper adopts a Lacanian motif to present the world as being psycho‐theologically characterized by sacrifice and loss, with its subjects (including, more often than not, Christians) remaining in bondage to a vicious cycle of tit‐for‐tat violence and retribution. The chief solution to this situation is for the church to mimic the mercy, forgiveness, and cheek‐turning displayed by Jesus. Through via unconditional forgiveness in the face of injustice and oppression, the community defined by the enemy‐loving work of Christ can exemplify an unravelling of the present diabolical world system. In Lacanian terms, the church is responsible to initiate an ongoing assault of the Real (of peace‐making and forgiveness) upon the Symbolic Order (of rights‐seeking and oppression). This article argues that turning the cheek is no mere political tactic, but is indeed the church's singularity, that is, that aspect of a subject whose jouissance (or enjoyment) refuses the validation of the Other. It concludes by highlighting two episodes from the “Allah” controversy in Malaysia where Christian leaders prioritized forgiveness and reconciliation over legal reprisal.     

The Effect of Cognitive Complexity and Nature of the Outcome on Causal Attribution

Because even subtle forms of racial discrimination can damage well-being, identifying individual differences that shape this stress process is important. Dispositional forgiveness has been shown to influence how people perceive and react to interpersonal transgressions, yet its role in the context of racial discrimination has not received much research attention. In the current study, participants completed an initial measure of dispositional forgiveness and then considered a scenario that could be deemed racially discriminatory. Next, participants' perceptions of the scenario, negative affect, and cognitive performance were assessed. Dispositional forgiveness predicted all three outcomes such that more forgiving individuals were less likely to view the event as racially discriminatory and showed lower negative affect and greater cognitive performance after reading the scenario. Moreover, race moderated these relationships such that forgiveness played a more beneficial role for ethnic minorities than for whites.     

Forgiveness and Interpersonal Relationships: A Nepalese Investigation

ABSTRACT

The present study examined the practice of forgiveness in Nepal. A model relating collectivism and forgiveness was examined. Participants (N = 221) completed measures of collectivism, individualism, forgiveness, conciliatory behavior, and motivations for avoidance and revenge toward the offender. Collectivism was positively related to forgiveness. Forgiveness was strongly related to conciliatory behavior and motivations for avoidance and revenge toward the offender. Decisional forgiveness was a stronger predictor of motivations for revenge than was emotional forgiveness.     

Forgive and Forget? Forgiveness,Personality, and Wellness Among Counselors‐in‐Training

Forgiveness as a method of addressing “wounds” has been linked to enduring aspects of personality and improved physical and mental health outcomes. The aim of this study was to understand the effects of forgiveness on counseling students’ overall wellness. Counseling students (N= 115) from 5 universities completed self‐report measures of forgiveness, wellness, and personality. Results indicate that, when personality factors are controlled, forgiveness contributes a significant proportion (10%) of the variance in wellness for counseling students. Implications for counselor training and counseling are discussed.     

Behavioral Health Adjustment in Reserve Component Soldiers During a Noncombat Deployment to Africa

This study benchmarked rates of mental health problems, adjustment difficulties, and perceptions of unit climate among 505 U.S. soldiers (primarily National Guard) deployed to the Horn of Africa in 2012. In addition, the study examined whether differences across these outcomes exist between combat veterans (n = 239) and noncombat veterans (n = 242). Rates of mental health problems among soldiers on this noncombat deployment were lower than rates typically found among soldiers on combat deployments. Furthermore, soldiers without previous combat experience had lower rates of mental health problems and aggression than combat veterans. Similar differences were evident when adjustment difficulties and unit climate variables were compared. Although combat veterans could be valuable in training new soldiers, the results of this study indicate that combat veterans may need more targeted resources to facilitate their adjustment if they are to be optimally utilized.     

Dimensions of Operational Stress and Forms of Unacceptable Risk-Taking With Small Arms

This research studied the association between dimensions of operational stress, forms of risk-taking with small arms, and possible mediators. Operational threat and negative affect were predictors, unauthorized preparedness and risky games were dependent variables, and safety climate and personality profile from the Eysenck Personality Questionnaire—Revised Short Form were mediators. The participants were 461 compulsory service soldiers in 31 companies. The results revealed that operational threat is related to unauthorized preparedness, and positive–negative affect is related to risky games. Safety climate mediated risky games only. Unauthorized preparedness and risky games were influenced by the interaction of Psychoticism and the Lie scale from the Eysenck Personality Questionnaire—Revised Short Form.     

Mobbing–prevention and management in organizations

Abstract

So far, only a few companies have dealt with the issue of “mobbing”. This article describes some of the variables required for a successful implementation of an anti-mobbing programme, as well as measures of prevention and intervention. A successful anti-mobbing programme depends on the pressure the problem exerts on the company, the competition with other company programmes, the negative image of mobbing, and the slow diffusion of social issues in companies. Various prevention measures are outlined and suggested in connection with the causes of mobbing: changes in work design, changes in leadership behaviour, the protection of the individual social position, and the moral standard of employees. Depending on the stage of conflict escalation, different intervention measures apply. The concepts of appointing contact people for mobbing victims and the setting up of neutral clearing posts are discussed.     

The mediating role of work climate perceptions in the relationship between personality and performance

Although past research has demonstrated a link between personality and job performance, potential enabling factors of this relationship have yet to be explored comprehensively. We hypothesized that perceptions of work climate, specifically relationship dimensions—cohesion, supervisor support, and job involvement—might be the mechanism through which the relationship between personality and job performance can be explained. Two hundred and thirty Australian employees completed an online survey measuring personality, relationship dimensions of work climate (job involvement, coworker cohesion, and supervisor support) and job performance. Results revealed that the relationship dimensions of work climate fully mediated the relationship between agreeableness and job performance, and extraversion and job performance, while the relationship between neuroticism and job performance was partially mediated by relationship dimensions of work climate. Supervisor support primarily accounted for this mediated effect for the neuroticism–job performance relationship, whereas for extraversion only job involvement explained significant unique variance. Our findings suggest that the relationship of agreeableness, extraversion, and neuroticism with job performance is indirect, and perceptions of the work environment itself play a role in this relationship. This implies that organizations should consider the work environment, in addition to personality during selection procedures. Future research should examine whether different levels of work environment dimensions, foster greater job performance in employees.     

Forgiveness as a moderator of the association between anger expression and suicidal behaviour

Anger is often associated with poor physical and mental health, including suicidal behaviour. Anger expression is typically conceptualised as inward or outward-directed, with each mode of expression having potentially different aetiologies and health manifestations. Individual characteristics such as religion or spirituality may buffer against the effects of anger. One such characteristic, forgiveness, is the voluntary process of changing ones’ beliefs, behaviours, and emotions towards a transgressor from negative to positive. We examined forgiveness of self, forgiveness of others and feeling forgiven by God as moderators of the relationship between anger expression and suicidal behaviours in a sample of 372 ethnically diverse college students. In independent and full models, we found that forgiveness of self was a significant moderator of the association between inward and outward anger and suicidal behaviour. Interventions targeting anger via the promotion of forgiveness may be useful in the prevention of suicide ideation and attempts.