Schools as Vehicles to Assess Experiences,Improve Outcomes,and Effect Social Change

Schools are important settings that can be utilized to yield a positive impact on youth and the many issues our society faces. In this Presidential Address, I identify key issues and directions for the field, advocating that we need to expand our ecological focus, improve school climate, and collaborate with schools to effect change. To illustrate these key themes, findings from four projects with k‐12 youth and educators in the United States are described, and these projects have the following foci: protective factors for youth exposed to violence, teacher‐directed violence as part of an APA Task Force, school climate and neighborhood factors in relation to academic outcomes, and school transitions for students with disabilities. Challenges and future directions to build upon community psychology theory, research, practice, and policy are discussed.     

The Role of Neighborhood Context and School Climate in School‐Level Academic Achievement

In recent years, the quality of education available to children has become increasingly dependent on the social and economic demographics of neighborhoods in which the children live. This study assesses the role of community violence in explaining the relation between socio‐economic status (SES) and academic outcomes and the potential of positive school climate to promote academic achievement. With a sample of 297 Chicago public elementary schools, we examine community‐level and school‐level data and use Geographic Information Systems (GIS) mapping to illustrate how school academic achievement coincides with neighborhood economics and crime statistics. Results support the hypothesized mediation, such that lower SES was associated with lower academic achievement, and violent crime partially mediated this relation. School climate was positively associated with academic achievement, and student safety significantly moderated the relation between SES and academic achievement. Implications for theory, research, and intervention are discussed.     

The left side of courage: Three exploratory studies on the antecedents of social courage

Abstract

Courage has been linked to important workplace outcomes, but little is known about the antecedents of courage. To identify possible methods to develop a more courageous workforce, the current article provides initial evidence regarding the antecedents of behavioral social courage from five broad categories: personality, job characteristics, leadership, culture, and demographic characteristics. Three exploratory studies show that certain antecedents from these categories have a significant relationship with behavioral social courage, including grit, proactive personality (personality), social support (job characteristics), empowering leadership (leadership), power distance (culture), and age (demographics). Perceived courage benefits and risks did not mediate the effect of most antecedents on behavioral social courage. These results suggest that certain antecedents may influence behavioral social courage, but the mediators of these relationships remain unknown. Further implications and directions for future research are discussed.     

Climate change,justice and the right to development

The primary human rights documents of the United Nations claim that every human has a right to development, a right that also includes continuous improvement of each person's living conditions. On one interpretation, this implies a right to a never-ending improvement of living conditions. According to the author, this interpretation faces several counterintuitive implications. First, it seems reasonable that we cannot have a right to improvement without regard to environmental sustainability; improvements must instead focus on well-being, a concept that is partially unrelated to material improvements. Second, if development is a human right, there are several distributional problems with this right. The paper discusses three different responses to the idea that everybody has a right to continuous improvement and concludes that the best solution is to reject the idea that everyone has such a right. This does not imply that we must reject a right to a certain minimum level of well-being; it just means that this right cannot include claims for never-ending improvement.     

Defensive Reactance of Psychologists to a Metaphysical Foundation for Integrating Different Psychologies

Psychology is fragmented and encumbered by an inordinate influence from the outdated positivistic tradition. Whereas many psychologists obdurately embrace positivism, others react strongly against it, thus producing the polarities of thinking that Kimble (1984) called the two cultures of psychology. Researchers have frequently called for more flexible epistemology, but these have not resulted in the incorporation of modernity into our science, nor have they led to metaphysical integration. This resistance on the part of many psychologists to change is attributed to cognitive defense mechanisms. The defense mechanisms are placed against feelings of inferiority. Low tolerance for ambiguity (Frenkel-Brunswik, 1949) about a subject matter that encompasses unexplainable variance in behaviors is a particular mechanism, in perceived contrast to the physical sciences. Therefore, many psychologists tend to adopt extreme views on such metaphysical issues as free will and determinism, a tendency that results in sharp divisions in the profession.     

Psychological Determinants of Optimism Regarding Consequences of the War

Gazing behavior of 10 three-month-old twin infants (five male and five female) and their mothers during play, bottle feeding, and spoon feeding activities were analyzed. Video-tape equipment was used in the home; data were gathered as naturalistically as possible. Mothers looked at infants for a greater percentage of the total time and for longer durations than infants looked at mothers. A consistency-activation personality theory in which mothers are highly motivated to gaze at infants, but infants seek visual interest by looking away from mother, is suggested to interpret the findings. Both looking and not-looking gazes and mean and median measures of central tendency were shown to be helpful and necessary for the gazing analysis.     

Towards new work arrangements: The case of telecommuting

Telecommuting is an example of novel ways of organizing work now being implemented in technologically advanced nations. It is the major industrialized countries that have provided the circumstances and the incentives to experiment with new approaches. These approaches were created within, and co‐exist with these models of social organization. They also embrace some elements that undermine basic tenets of industrial models. Telecommuting is discussed below as an example of newly evolving work arrangements which illustrates the interplay of tensions between existing models of work organization and innovative ways of ordering tasks. This paper is based upon graduate research in Rural Extension. The conceptual framework was created by synthesizing material from interdisciplinary sources and primary data collection included in‐depth interviews with key informants engaged in telecommuting.     

Fractality,Organizational Management,and Creative Change

This article explores an understanding of organizational management developed from the metaphorical application of complexity science to the field of organizational development. It focuses on the insights that fractality triggers in relation to an alternative way of examining and appreciating organizational hierarchy, and the subsequent implications to liberating creativity, ingenuity and potentiality of individuals working within the organization. Sites where such a fractal-hierarchy mindset appears to be evident are discussed, and the effects on productivity noted.     

The Influence of Predeployment Training on Coordination in Multinational Headquarters: The Moderating Role of Organizational Obstacles to Information Sharing

Coordination is critical to the success of multinational military operations and may be fostered by predeployment training. We argue that whether such training is related to a high degree of perceived coordination at the individual level is likely to depend on whether individuals experience a low degree of organizational obstacles to information sharing. We examined this using data from the North Atlantic Treaty Organization (NATO) Kosovo Force headquarters (survey: n = 131). We controlled for whether it was the participants’ first deployment, the participants’ background (military or civilian), the amount of time spent in the headquarters by participants, whether differences pertaining to culture and opinions were valued by the organization, the quality of supervisor/subordinate relationships, and the degree of national cultural obstacles to information sharing. The results showed no significant direct effects on coordination from 3 different training configurations: national training, multinational training, and a combination of national and multinational training. However, we found a negative direct effect from organizational obstacles to information sharing on coordination, and support for organizational obstacles to information sharing as negatively moderating the multinational predeployment training and coordination relationship. Qualitative interviews (n = 14) indicated that informal information sharing, and the problems exchanging information from tactical to operational levels could hinder coordination. Interventions to foster coordination could benefit from a focus on multinational training and lowering organizational obstacles to information sharing. Our findings contribute to more precisely pinpointing the types of training that are useful in multinational operations, as well as the factors upon which training transfer is contingent.     

Organizational Support,Job Resources,Soldiers’ Motivational Profiles,Work Engagement,and Affect

The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.