Analyse de la détresse psychologique de leaders narcissiques organisationnels : une étude de cas comparative

The present article is a comparative case study that explores the manifestations of psychological distress of two types of narcissistic organizational leaders. More specifically, the aim of this case study is to check for possible differences between a grandiose narcissistic leader and a vulnerable narcissistic leader in relation to three main variables associated with the manifestation of psychological distress. These variables are: trigger factors, the modulation of negative emotional reactions, the presence of early maladaptive schemas and the use of dysfunctional coping strategies. The results obtained indicate that the manifestation of psychological distress by the grandiose narcissistic leader varies in certain respects from that of the vulnerable narcissistic leader. Indeed, the psychological distress manifested by the grandiose narcissistic leader is mainly characterized by anxiety and cognitive problems. Moreover, his psychological distress appears to be accompanied by a fear of public achievement failure and the partial use of two types of dysfunctional coping strategies – self-aggrandizement with reference to ostentation and self-softening underpinned by social withdrawal. With regard to the psychological distress of the vulnerable narcissistic leader, it is essentially characterized by a profound sense of depression and irritability. Moreover, it is associated with a fear of public interpersonal rejection; the internalization of negative emotions (feelings of guilt, self-criticism and feelings of worthlessness); and the partial use of two types of dysfunctional coping strategies – self-softening underpinned by social withdrawal and self-aggrandizement with reference to ostentation.     

The paradox of power sharing: Participative charismatic leaders have subordinates with more instead of less need for leadership

Although charismatic and participative leaders have been noted for their positive effects on criteria such as performance, job satisfaction, and commitment, few studies have looked at the relations with subordinates' leadership needs. In this study, the relations between charismatic and participative leadership, team outcomes, and a team's need for leadership were investigated. The sample consisted of South Pacific CEOs and their top-level management teams from Fiji, Tonga, Samoa, Vanuatu, and the Solomon Islands. Results showed that charismatic leadership was related to both group-level need for leadership and positive team outcomes. However, team outcomes did not mediate the relations between leadership and a team's need for leadership. Additionally, a moderator effect was found between participative leadership and charismatic leadership in explaining a team's need for leadership, implying that teams of subordinates with participative charismatic leaders need more instead of less leadership from their CEOs.     

Multirater assessment of creative contributions to team projects in organizations

This study examined the convergent and construct validity of ratings of individual creative contributions in a team context. A sample of 201 employees and supervisors, working on 26 team projects, completed the NEO-Five Factor Inventory and rated themselves and their teammates monthly on a single item measuring creative contributions to the project. The convergent validity of the ratings was supported because there was consistency among other ratings of the same targets and among different types of ratings (peer, supervisor, and self ratings) of the same targets. The construct validity of the ratings was partly supported because there were positive associations between individuals' peer-rated creativity and their Extraversion, and between individuals' self-rated and supervisor-rated creativity and their Openness to Experience. From peers and the self, women had lower creativity ratings than men, but other ratings were not influenced by the gender of the judge or the difference in gender of the target–judge dyad. The implications of these findings are discussed.     

The death of an alleged heretic,Richard Hunne (d.1514), explained

Abstract

On 4 December 1514, a suspect heretic named Richard Hunne died while being held in Lollards Tower, the bishop of London’s prison in Old St Paul’s. The discovery of Hunne’s body, hanged, provoked sharp dissension between Church and State while also triggering an anticlerical backlash among London’s citizenry in the years preceding the Reformation. This study will consider if Hunne’s death was murder, as John Foxe, the martyrologist, subsequently insisted, or suicide, as claimed by the church authorities and by Thomas More in his later published treatment of the affair. A definitive answer to this question has eluded historians for 500 years, but here a new explanation, judicial but bungled torture, is suggested as the key to this death in custody.     

翻译训练对大学生心理词汇概念间联系的影响

采用词汇联想实验,通过两项实验探讨了翻译训练对大学生心理词汇概念联结的影响。结果表明：①翻译专业大学生的母语心理词汇与二语心理词汇概念联系特性存在显著差异,相对于母语,二语的概念联系较多受语音和字形等非语义联系的影响;②翻译训练和实践可促进大学生英语心理词汇的语义联结,减弱英语词汇语音和字形等语言形式的影响;③翻译训练和实践对大学生心理词汇的主题关联联系意识的促进效应高于对其分类学意识的促进效应。     

The role of self-regulation strategies and self-efficacy perceptions in successful weight loss maintenance

Abstract

The purpose of this study was to identify the self-regulatory strategies which people use to lose, maintain, or manage their weight, and to assess their self-efficacy perceptions to implement these strategies. Thirty-three (N = 33) undergraduate college students were divided into three groups based on their past weight loss experience and confirmed by their current Body Mass Index: (a) overweight participants who tried but failed to lose weight, (b) participants who used to be overweight but lost significant weight and kept it off for at least six months, and (c) participants with an optimal weight. All participants were interviewed using a structured questionnaire. Data were analyzed using a one-way ANOVA and correlation analyses. Participants who used self-regulatory strategies such as goal-setting, self-monitoring, self-evaluation, environmental structuring, time management, social assistance and information seeking were better able to maintain or lose weight. Overweight participants reported significantly less strategy use than participants who had lost weight or who had a healthy weight. In addition, overweight participants had lower self-efficacy perceptions about implementing strategies than did healthy weight participants or participants who had successfully lost weight. Finally, a path analysis revealed that participants who reported high self-efficacy perceptions and applied their strategies persistently in the face of difficulties were more likely to successfully manage their weight.     

Explanations of interindividual – intergroup discontinuity: A review of the evidence

The authors review and evaluate various explanations for the tendency of intergroup relations to be more competitive, or less cooperative, than interindividual relations (the discontinuity effect). They distinguish between two general perspectives, each comprising a set of explanations for the discontinuity effect. The fear and greed perspective assumes that intergroup relations are characterised by greater fear and greed than are interindividual relations. The group decision-making perspective assumes a crucial role for group discussion in facilitating rational comprehension of mixed-motive situations. In general, explanations from the fear and greed perspective were found to be more consistent with the empirical record than explanations from the group decision-making perspective. The authors propose that a complete understanding of the discontinuity effect is yet to be achieved.     

Another view of “we”: Majority and minority group perspectives on a common ingroup identity

Drawing on the evidence of the role of social categorisation and identity in the development and maintenance of intergroup biases, research on the Common Ingroup Identity Model (Gaertner & Dovidio, 2000 Gaertner, S. L. and Dovidio, J. F. 2000. Reducing intergroup bias: The Common Ingroup Identity Model, Philadelphia, PA: The Psychology Press.  [Google Scholar]) has investigated how modifying the ways that the self and others are categorised can reduce prejudice and discrimination. In this article, we review more recent research that extends our initial formulation of the model by considering more fully alternative forms of recategorisation (a dual identity as well as a one-group representation), the different preferences of majority and minority groups for these different forms of recategorised representations, and the potential implications of these different preferences on the content of intergroup interaction and on the possibilities for social change towards equality.     

Superordinate identities and intergroup conflict: The ingroup projection model

This chapter summarises results from a research programme on the psychological basis of tolerance and discrimination in intergroup relations, with particular consideration of the role of superordinate identities. According to the ingroup projection model, a relevant superordinate group provides dimensions and norms for comparisons between ingroup and outgroup. Groups gain positive value or status when they are considered prototypical for the (positively valued) superordinate group. Group members tend to generalise (project) distinct ingroup characteristics onto the superordinate category, implying the relative prototypicality of their ingroup. To the extent that outgroup difference is regarded as a deviation from the ethnocentrically construed prototype it is evaluated negatively. Our research studied consequences and determinants of ingroup projection, as well as moderators of its implications. The findings contribute to a deeper understanding of the processes involved in intergroup discrimination and indicate new pathways for the reduction of prejudice, towards mutual intergroup appreciation and tolerance.     

A social neuroscience approach to self and social categorisation: A new look at an old issue

We take a social neuroscience approach to self and social categorisation in which the current self-categorisation(s) is constructed from relatively stable identity representations stored in memory (such as the significance of one's social identity) through iterative and interactive perceptual and evaluative processing. This approach describes these processes across multiple levels of analysis, linking the effects of self-categorisation and social identity on perception and evaluation to brain function. We review several studies showing that self-categorisation with an arbitrary group can override the effects of more visually salient, cross-cutting social categories on social perception and evaluation. The top-down influence of self-categorisation represents a powerful antecedent-focused strategy for suppressing racial bias without many of the limitations of a more response-focused strategy. Finally we discuss the implications of this approach for our understanding of social perception and evaluation and the neural substrates of these processes.