Vertical integration in medical settings: A brief introduction to its potential effects on professional psychology

Vertical integration in medical settings typically involves the merging of independent physicians, physician groups, and hospitals to render an organized health care network. Such systems are considered to be vertical, as they may allow for a seamless continuation of services throughout the range of needs a patient may require. Mergers often result in the redefining of professional services offered in the acquired facility or across the network. As such, mergers have the potential of adversely impacting psychological practices. Professional psychology needs to take a proactive stance in this changing health care landscape. Research regarding empirically validated treatments and effects of psychological interventions on overall health-care costs needs to be properly disseminated to health care administrators to assure their knowledge of the utility of psychological services in the medical setting. Training psychologists to assume leadership positions in health-care institutions, gaining representation on hospital staff boards, and linking psychologists and physicians through collaborative training, to provide improved care, may allow for psychology to influence health care delivery.     

Empowerment meets narrative: Listening to stories and creating settings

Comments on and summarizes some of the themes of a special issue on empowerment. Extends empowerment theory with the suggestion that both research and practice would benefit from a narrative approach that links process to practice and attends to the voices of the people of interest. Narrative theory and method tends to open the field to a more inclusive attitude as to what counts as data and to cross-disciplinary insights as well as citizen collaboration. Communal narratives are defined at various levels of analysis, including the community, the organizational, and the cultural. A definition of empowerment that includes a concern with resources calls attention to the fact that communal narratives and personal stories are resources. Implications for personal and social change are suggested.     

THE THEOLOGICAL DEBATE OVER HUMAN ENHANCEMENT: AN EMPIRICAL CASE STUDY OF A MEDIATING ORGANIZATION

For most theologians, theology should ultimately be used by the laity and/or the public. However, the religion and science debate has not focused on the divide between theologians and the laity. In this case study I examine the debate among theologians about human enhancement. I focus on the extent to which the structure of the debate in a “mediating organization” between the theologians and the public coincides with the structure of the debate among the theologians. I conduct a survey of participants in the organization, and find that the basic divides among the theologians are largely replicated. These results, when combined with studies of the theologians themselves and the laity, provide a more holistic understanding of the future debate about human enhancement.     

组织内信任的影响因素

现代企业组织呈现结构扁平化趋势,组织内信任显得更加重要。结合国内外相关文献归纳出度量组织内信任的结构维度,并以其为主线追溯其前因变量和后果变量。鉴于东西方文化差异所造成信任的前因变量存在一定的差异,故前因变量的探索和确定可以为度量中国企业组织内信任提供更准确合理的依据;后果变量的探索和确定可以为提高组织绩效提供理论指导     

企业员工的组织支持感

采用实证研究的方法探讨了企业员工组织支持感的结构维度及其与相关行为变量的关系。研究表明,我国员工组织支持感的因素结构不同于西方的单维结构,而是包括工作支持、员工价值认同和关心利益的三维度结构模型。组织支持感对感情承诺和利他行为具有积极的影响作用。程序公平影响组织支持感的形成     

对“物体内注意转移”优势效应之机制的进一步检验

针对“选择性注意基于空间还是基于物体”的问题,从Ｅｇｌｙ等与Ｖｅｃｅｒａ等的争论出发,考察“物体内注意转移”的优势效应是否与空间因素有关,首先,与以往研究结果一致,观察到：与提示无效时相比,空间提示有效时被试对目标的反应较快,这提示基于空间的注意成分的存在;通过改变两个背景物体的形状和颜色,减弱两者之间的知觉组织之后,还发现“物体内注意转移”的优势效应与空莘距离无关,后一结果为基于物体的选择性注意     

Culture masquerading,identity and organizational commitment

This mixed method study examines the impact of culture masquerading among 488 Filipino customer service representatives handling international accounts. Culture masquerading is practised via taking on foreign names, locations and nationalities. Applying social identity theory, it is hypothesized and supported that masquerading of nationality is negatively related to cultural identity. As predicted, there is a positive relationship between cultural identity and organization commitment. No support is found for the hypothesis that cultural identity mediates the relationship between culture masquerading. Situated identity theory and economic, social, and historical influences are used to explain these findings.     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.     

THE FRUITS OF PLURALISM: A VISION FOR THE NEXT SEVEN YEARS IN RELIGION/SCIENCE

This article offers a vision for work at the intersection of science and religion over the coming seven years. Because predictions are inherently risky and are more often than not false, the text first offers an assessment of the current state of the science‐religion discussion and a quick survey of the last 50 years of work in this field. The implications of the six features of this vision for the future of the field are then presented in some detail. Rather than bemoaning the current diversity of approaches and conclusions as a negative result, I endorse it as a healthy sign—if acknowledged honestly and managed well.     

Person–organization fit effects on organizational attraction: A test of an expectations-based model

This study investigates the mechanisms that explain why person–organization (PO) fit impacts organizational attraction. Adopting Edwards and Cable’s (2009) approach, an integrative model is developed around the idea that experiencing value congruence during the recruitment process perpetuates certain expectations about future work environments and employer relationships. These expectations in turn have a positive impact on organizational attraction. Evidence from a longitudinal study on a sample of job seekers suggests that expected opportunities for value expression and need fulfillment offered the most viable explanations of value congruence effects. The implications of important observed differences in the experience of PO fit between job seekers and full-time employees are discussed.