Minority representation,tokenism, and well-being in army units

Racial and ethnic diversity is increasing in the US Army and women are moving into more combat roles. This puts minority soldiers at risk for being underrepresented in their work units. Tokenism theory predicts that when a work group has less than 15% representation in a social group, the numerically underrepresented minority (i.e., token) members are subject to three disadvantages: higher visibility, informal isolation, and role encapsulation. In the Army, where many companies contain small numbers of women and racial minorities, some soldiers may face additional stressors and constraints. We explored psychosocial, organizational, and health outcomes of all identifiable token women (N = 4,425) and Black soldiers (N = 5,040). Tokens were remarkably similar to non-tokens and majority soldiers on outcomes such as coping skills, adaptability, organizational trust, sleep, substance use, and pain. The intersection of token status in terms of race and gender was not related to any appreciable differences. One potential explanation is the shared Army culture that emphasizes group unity and the importance of the mission above individual characteristics and goals. The Army depends on cohesion, organizational identification, and commitment to the group in order to reduce stress and anxiety, and to maximize combat performance. For soldiers who have internalized this culture, it could be easier to see past individual differences such as gender and race and identify others in the unit as fellow soldiers primarily.     

“In‐Group Love” and “Out‐Group Hate” in Repeated Interaction Between Groups

Costly individual participation in intergroup conflict can be motivated by “in‐group love”—a cooperative motivation to help the in‐group, by “out‐group hate”—an aggressive or competitive motivation to hurt the out‐group, or both. This study employed a recently developed game paradigm (Halevy, Bornstein, & Sagiv, 2008) designed specifically to distinguish between these two motives. The game was played repeatedly between two groups with three players in each group. In addition, we manipulated the payoff structure of the interaction that preceded the game such that half of the groups experienced peaceful coexistence and the other half experienced heightened conflict prior to the game. Enabling group members to express in‐group love independently of out‐group hate significantly reduced intergroup conflict. Group members strongly preferred to cooperate within their group, rather than to compete against the out‐group for relative standing, even in the condition in which the repeated game was preceded by conflict. Although both “in‐group love” and “out‐group hate” somewhat diminished as the game continued (as players became more selfish), choices indicative of the former motivation were significantly more frequent than choices indicative of the latter throughout the interaction. We discuss the implications of these findings for conflict resolution. Copyright © 2011 John Wiley & Sons, Ltd.     

Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance

Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects.     

Differences in Beliefs About Psychological Services in the Relationship Between Sociorace and One's Social Network

The roles of previous psychological service use and social network variables in beliefs about psychological services were examined with 184 college students. Having friends and family members who used psychological services, being female, and having used psychological services positively related with beliefs about psychological services. Socioracial differences in the effects of previous use of psychological services and social network variables on students’ beliefs about psychological services were found. Suggestions for ways counselors can provide support to students are discussed.     

论八卦是八个逻辑范式

基于太极代数,本文证明八卦是八个逻辑范式,八卦中包含四对矛盾关系,其中"六子"构成辩证逻辑组。八卦是生命生产和思想生产都必须共同遵循的变化法则。学界似有这样的倾向,以为《周易》中只有类推逻辑而没有演绎逻辑,本文证明这种观点是不能成立的。八卦本质上就是演绎逻辑的,卦象的本质是逻辑法则。因此,基于卦象的联想或推理不能脱离八卦的逻辑内涵;否则,想象的灵活性必将导致卦象上的混淆,甚至使八卦沦为象数游戏的工具。     

进化心理学对心理素质结构研究的整合与重构——以学生心理素质结构研究为例

传统的心理素质结构研究模式不经济,研究结果出现纵向断裂横向分裂的趋势.从进化心理学的视角来看,心理素质结构的最终功能均指向个体的适应性,其形成是与周围环境不断排斥和融合的过程.建构的心理素质结构融合模型能在一定程度上解决传统研究模式的弊端,并建议今后的研究应以分析人为主导转而分析人及其所处的文化环境并重,进而引导人的心理素质结构的不断发展.     

基于文化的心理复原力研究

随着对个体心理复原力研究不断深入,文化作为影响个体心理复原力的重要因素日益受到关注,研究者在厘清文化与复原力之间的关系后,尝试以积极心理学的视角,将中国传统文化中"天人合一"、"以人为本"、"自强不息"、"厚德载物"等文化精神引入到个体心理复原力发展的过程中,为个体心理复原力的研究贡献价值。     

L’évaluation de la formation à l’harmonisation travail-vie personnelle : bilan et perspectives de recherche

The present article offers a review of the literature evaluating work-life balance training (which includes work-family balance training). The research, spanning over 43 databases, allowed the identification of 17 pertinent peer-reviewed articles. The selected studies are analysed in light of their main characteristics (design, sample, intervention, outcomes, etc.). The analysis shows that the offering of work-life balance training benefits both employees and managers. The methodological presuppositions and limitations of the selected studies are then critically examined. Lastly, possible topics for further research, such as the importance of conducting comparative researches and of adopting quasi-experimental and experimental protocols, are suggested in manner of conclusion.     

Keeping the Peace—Police Behaviour at a Mass Event

This study examined the collective behaviour of the police during a football match at the 2006 Football World Cup. What peacekeeping and aggravating processes could be identified and what were their consequences? Data were collected using observation and field interviews. Some critical situations could have escalated into riots; however, the police showed trust in the majority of the supporters' intentions to be peaceful. Distrust was reserved for selected individuals who were under surveillance. This, together with tactics involving using different forces for different tasks and an overall organisational strategy focusing on the festivity of the event, was the main reason for the peaceful outcome. A friendly but firm approach was successful in keeping the peace. Copyright © 2012 John Wiley & Sons, Ltd.     

Religious Problem Solving and the Complexity of Religious Rationality Within an Iranian Muslim Ideological Surround

Comparative rationality analysis formally examines the incommensurable social rationalities that theoretically exist within religions and the social sciences according to the ideological surround model (ISM) of the psychology of religion. This study extended these procedures to a new cultural context: 220 Iranian university students responded to the Religious Problem‐Solving Scales developed by Pargament et al. (1988). As hypothesized, the Collaborative Problem‐Solving Style was consistent, and the Self‐Directing Style inconsistent, with Iranian Muslim religious and psychological adjustment. The Deferring Style had ambiguous implications. Comparative rationality analysis demonstrated that sample interpretations of these styles explained greater variance in adjustment than did the original scales. These procedures also yielded the unexpected discovery that the Deferring Style included a secular as well as a religious form of Iranian rationality. These data most importantly support the ISM claim that “future objectivity” requires empirical analyses of the incommensurable rationalities operating within the psychology of religion.