Nostalgia for America's past can buffer collective guilt

This research examined when, and for whom, American collective nostalgia can relieve feelings of collective guilt. In the Pilot Study, path analyses revealed that national glorification is associated with collective nostalgia, and collective nostalgia is associated with lower collective guilt. Our experimental studies test the role of these variables in determining responses to the elevated salience of past ingroup harm doing. Collective nostalgia was associated with lower collective guilt especially after reminders of America's harm doing in Study 1 . In Study 2 we predicted and showed that reminders of American harm doing would evoke spontaneous collective nostalgia for participants high in national glorification. The remaining studies tested the hypothesis that collective nostalgia serves to buffer collective guilt. Collective guilt was lower after reminders of past harm doing for participants who engaged in collective nostalgia ( Study 3 ), and this was especially pronounced for participants high in national glorification ( Study 4 ).     

IN THE BEGINNING: THE ROLE OF MYTH IN RELATING RELIGION,BRAIN SCIENCE,AND MENTAL WELL‐BEING

Building upon the insights of scholars attuned to story, narrative, and myth, this article explores the relationship between myth, science, and religion. After clarifying the interplay of the three terms—story, narrative, and myth—and the preference for the term myth, this article will argue that myth can serve as a medium through which religion, neuroscience, and mental well‐being interact. Such an exploration will cover the role of myths in religion, the neurological basis of myth, and the practices of narrative psychology and bibliotherapy. The article will conclude with suggestions for understanding and utilizing the relationship between myth and the scholarly study of the relationship between science and religion. This article ultimately suggests that myth can operate as a methodological aid to the science‐and‐religion field.     

The buffering role of in‐group identification and intergroup contact on the association between perceived discrimination and mental health

Previous research has shown that disadvantaged group members cope with the negative effects of perceived discrimination (PD) on mental health using various mechanisms. We examined the potential protective role of two processes—in‐group identification and intergroup contact—on the association between PD and mental health (anxiety and depression) among physically disabled adults (N = 269, M_age = 39.13, SD = 13.80). Intergroup contact, but not in‐group identification, had a buffering role on the association between PD and both depression and anxiety. However, this effect was further moderated by in‐group identification such that high levels of intergroup contact had a protective role against PD, only when in‐group identification was low. Findings highlight the importance of evaluating various social–psychological processes interactively in creating a resilient outlook among disadvantaged groups.     

The Politics of Ethics in Human Services: Dueling Discourses

How ethics in human services is a political activity, shaping social relationships, is explored through the examination of two opposing discourses, a principle-based and a situated/relational narrative. Factors such as neo-liberalism, managerialism, and the risk-aversive society give a context for the reasons that the principle-based discourse has been the predominant influence, and what interests are served by this trope taking center stage. A delineation and critique of both perspectives are provided, including an explanation of the epistemological underpinnings of these discourses. The piece ends with what needs to be done to strengthen ethics.     

Ethical leadership and organizational citizenship behaviours: the moderating role of organizational identification

This study examines whether the relationship between ethical leadership and organizational citizenship behaviours (OCBs) is contingent on organizational identification. Drawing on substitutes for leadership theory, the study proposes that the relationship between ethical leadership and OCBs will be attenuated when employees strongly identify with their organization. Using a sample of Egyptian banking sector employees, this proposition was tested with hierarchal linear modelling (HLM). The results revealed that the positive relationship between ethical leadership and OCBs was stronger for those lower in organizational identification than for those higher in identification. Overall, the findings of the study shed new light on the conditions through which ethical leadership enhances OCBs.     

Negative emotional appraisal selectively disrupts retrieval of expected outcome values required for goal-directed instrumental choice*

Stress induction reduces people's ability to modify their instrumental choices following changes in the value of outcomes, but the mechanisms underpinning this effect have not been specified because previous studies have lacked crucial control conditions. To address this, the current study had participants learn two instrumental responses for food and water, respectively, before water was devalued by specific satiety. Choice between these two responses was then measured in extinction, reacquisition and Pavlovian to instrumental transfer (PIT) tests. Concurrently during these tests, a negative emotional appraisal group evaluated aversive images (stress induction), whereas a control group evaluated neutral images, at the same time as choosing between the two instrumental responses. Negative emotional appraisal abolished the impact of water devaluation on instrumental choice in the extinction test, but did not affect instrumental choice in the reacquisition or PIT tests. These findings suggest that negative emotional appraisal selectively impaired participants’ ability to retrieve the expected value of outcomes required to make goal-directed instrumental choices in the extinction test, and that this effect was not due to task disengagement, nullification of the devaluation treatment or impaired knowledge of response-outcome relationships.     

“Unpacking” the Identity‐to‐Politics Link: The Effects of Social Identification on Voting Among Muslim Immigrants in Western Europe

The identity‐to‐politics link assumes that individuals who share a certain demographic feature also share common political pursuits. This article critically examines that presumed relationship by analyzing how voting probability is affected by social identification in combination with other elements—namely, perception of shared grievances and group resources. Tallying responses from Muslim immigrants in Belgium, Germany, Switzerland, and the United Kingdom via surveys conducted for the European research project EURISLAM, this study supports the assumption that social identification affects voting in specific circumstances. The results show that identifying with the origin country decreases voting probability among Muslim immigrants in Europe. Another finding was the context‐specific effect of social identification. That is, origin‐country identification's effect is contingent on an individual's perception of shared grievances and national identification; and origin country and religious identifications' effects are contingent on an individual's perception of shared grievances, national identification, and group differences.     

Predicting Chinese human resource managers' strategic competence: Roles of identity,career variety,organizational support and career adaptability

Based on career construction theory, the predictors of human resource managers' strategic competence in the Chinese context were examined. Results from a survey administered to Chinese HR managers (N = 220) showed that professional identification, career variety and organizational support for strategic human resource management positively predicted Chinese human resource managers' strategic competence. In addition, career adaptability served as a significant mediator for the above relations. The results further showed that the effect of professional identification on career adaptability was stronger among employees who perceived a higher (vs. lower) level of organizational support for strategic human resource management. The corresponding moderated mediation model was also supported such that the indirect effect of professional identification on strategic competence was stronger among employees who perceived a higher (vs. lower) level of organizational support for strategic human resource management. These findings carry implications for career construction theory and human resource managers' career development in China.     

The problem of mind in Confucianism

This essay explores the Confucian theory of mind. Doing so, it first examines the early Confucian concept of the human mind as a substance that has both moral and cognitive functions and a universal nature. It then explores the neo-Confucian concept of the human mind, the original mind, and the relationships between the human mind and human nature, as well as between the human mind and the human body. Finally, it explores the Confucian concept of cultivation of the mind.     

Job security and work performance in Chinese employees: The mediating role of organisational identification

This research focuses on investigating whether organisational identification mediates the effects of job security on in‐role behaviour and extra‐role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor‐subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in‐role behaviour and fully mediated the effect of job security on extra‐role behaviour. A multi‐group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in‐role behaviour and extra‐role behaviour through organisational identification. Limitations and implications of these findings are discussed.