Some thoughts on the diffusion of psychoanalysis: the group dimension, ethics and the sense of identity

In this paper the author questions some of the ways in which psychoanalysis is passed on to the wider public, one of which is sometimes evocative of the sales promotion of a consumer product in contemporary society. This methodology does not give sufficiently deep prior thought to the eventual consequences of side effects. The detailed exposition of clinical cases, for example, raises sensitive ethical issues, even when anonymity is preserved. Although it is true that making information about Freud's theories more widely available may indeed encourage people to think about training as psychoanalysts, it is noticeable that this process is sometimes considered to be a form of training in itself. Some participants feel that acquiring a psychoanalytical vocabulary and reading clinical reports form a sufficient basis for practising thereafter as psychotherapists, both in institutional contexts and in private practice. The absence of group work on the part of the organizers might explain why closer study is not made of the methodologies of transmission and the different levels that it involves. This is sometimes due to the absence of a common object, formed within and by the group, and to the emergence of manic defences in the group.     

Orthodoxy Niches: Diversity in Congregational Orthodoxy Among Three Protestant Denominations in the United States

The organizational niche, a fruitful concept from the organizational ecology literature, frames this study on the diverse orthodoxy of congregations within the same denomination. Congregations diversify along a conservative‐to‐liberal continuum, which lessens niche overlap with nearby congregations in their denomination. Pastors and priests in United Methodist and Episcopal congregations in three U.S. regions were able to locate their congregations (and other congregations in their denomination in close proximity) along this conservative‐to‐liberal continuum, an indication that orthodoxy distinctions were important to congregational identity. In comparison, Assemblies of God congregations showed little intradenominational diversity in orthodoxy, since sectarian boundaries narrow their niche. Theoretical and methodological implications of this intradenominational diversity are explored.     

Creative Climate: A Leadership Lever for Innovation

The working atmosphere within an organization has an important influence on its level of innovative productivity. Organizational leaders influence innovative productivity as well as the climate for creativity and innovation. This exploratory study included 140 respondents from 103 different organizations, 31 industries, and 10 countries, all of whom completed an online survey focused on examining the intervening nature of the climate for creativity and innovation. First, those who perceived more leadership support for innovation had significantly better creative climate scores. Second, those who perceived higher levels of innovative productivity also had better climate scores. Finally, organizational climate as an intervening variable between leadership behavior and innovation was confirmed through partial correlation and mediation analysis. The findings of this study support the pivotal role that creative climate plays between leadership behavior and innovative productivity.     

KORSGAARD'S REJECTION OF CONSEQUENTIALISM

Abstract: In her recent book Self‐Constitution: Agency, Identity, and Integrity, Christine Korsgaard does a wonderful job developing her Kantian account of normativity and the rational necessity of morality. Korsgaard's account of normativity, however, has received its fair share of attention. In this discussion, the focus is on the resulting moral theory and, in particular, on Korsgaard's reason for rejecting consequentialist moral theories. The article suggests that we assume that Korsgaard's vindication of Kantian rationalism is successful and ask whether, nonetheless, her account is consistent with consequentialism. It suggests further that we grant that moral reasons are not based on substantive principles, and that they must instead emerge from the purely formal principles of practical reason. Can consequentialist principles nonetheless emerge from the formal constraints of practical reason? Why can't a consequentialist embrace Korsgaard's account of self‐constitution and normativity?     

Justified ethicality: Observing desired counterfactuals modifies ethical perceptions and behavior

Employing a die-under-cup paradigm, we study the extent to which people lie when it is transparently clear they cannot be caught. We asked participants to report the outcome of a private die roll and gain money according to their reports. Results suggest that the degree of lying depends on the extent to which self-justifications are available. Specifically, when people are allowed to roll the die three times to ensure its legitimacy, but only the first roll is supposed to “count,” we find evidence that the highest outcome of the three rolls is reported. Eliminating the ability to observe more than one roll reduces lying. Additional results suggest that observing desired counterfactuals, in the form of additional rolls not meant to determine pay, attenuates the degree to which people perceive lies as unethical. People seem to derive value from self-justifications allowing them to lie for money while feeling honest.     

The invasion of reality (or of negotiation): The psychoanalytic ethic and extinction anxiety

Extinction anxiety is the expression used to describe a pervasive and ever more realistic sense of futurelessness. A group emotion characterized by terror of the extinction of the human race, the family, or professional or shared cultural group, it grips the individual with a sense of desperation and impotence through the internal groups present in the mind of every individual. The contribution presented here aims to demonstrate how extinction anxiety has also infected psychoanalysts and psychoanalytic institutions, thereby seriously weakening the ethics of psychoanalysis. The term ethics here should not be confused with morals, but is intended as the happiness that is derived from the capacity to be responsible for one's self and one's own professional identity. The contagion of extinction anxiety has, in fact, accentuated the crisis of psychoanalysts and their faith in psychoanalysis. The author relates a particularly tormented clinical experience in order to show how only the relationship with psychoanalysis and its capacity to interpret the manifestations of the unconscious, enables the recognition of the effects of what he defines as a true invasion of reality, thus restoring to thought the power to establish a deep, transformative, and fecund relationship between internal and external reality.     

Kant on the motive of (imperfect) duty

This paper argues that Kantians face a little discussed problem in accounting for how actions that fulfill imperfect duties can be morally motivated. It is widely agreed that actions that are performed from the motive of duty are performed through a recognition of the objective necessity of the action. It is also generally held that the objective necessity of an action consists in its rational non-optionality. Many actions that fulfill imperfect duties, however, are rationally optional. Given these constraints, it is impossible that such rationally optional actions (including, for instance, many acts of benevolence) could be performed from the motive of duty. After presenting the problem as one that Kantians should find genuinely pressing, this paper offers a solution by advancing an alternative to the conception of rational necessity widely shared by Kantians. On the alternative view presented here, an action is rationally necessary if and only if the justifying reasons that speak in favor of performing the action do not depend on any empirical and therefore contingent motivational source on the part of an agent. Such actions may well be rationally optional. Moral motivation is therefore possible even in the case of rationally optional actions. Abbreviations: The following abbreviations are used for Kant’s works. All translations are from Practical Philosophy, ed. Mary J. Gregor (Cambridge: Cambridge University Press, 1999). Citations are given by the abbreviation, the volume, and the page number from Kant’s Gesammelte Schriften, edited by the Royal Prussian Academy of Sciences (Berlin: Georg Reimer, later Walter deGruyter & Co., 1900–). G. Grundlegung zur Metaphysik der Sitten (Groundwork of the Metaphysics of Morals).

KpV Kritik der praktischen Vernunft (Critique of Practical Reason).

MS Die Metaphysik der Sitten (The Metaphysics of Morals).

     

New Concepts for New Dynamics: Generating Theory for the Study of Religious Innovation and Social Change

The Emerging Church movement (ECM) is sociologically interesting—not due to the size of its membership or the centrality of its congregations. Rather, the ECM is significant because it provides an opportunity to generate new concepts for the study religious innovation and social change. Using theoretical language, the ECM consists of institutional entrepreneurs who drive their religiously concerned movement by continually deconstructing and reframing beliefs, practices, and identities from “mainstream” Christianity while at the same time promoting newly formulated and broadly resonant religious imperatives. As Emerging Christians cultivate new or altered religious practices, these must be continually legitimized. Furthermore, their renegotiated beliefs (heterodoxies) require new forms of organization (alternative congregations). Such action is not the work of isolated individuals, nor is it independent of societal conditions. Ultimately, the ECM consists of Emerging Christians who creatively operate through diffuse network structures across wide geographic spaces and among disparate social groups to enact a collective institutional entrepreneurship that seeks to reimagine the assumptions of conventional Christian congregational life.     

The Cross‐Level Mediating Effect of Psychological Capital on the Organizational Innovation Climate–Employee Innovative Behavior Relationship

Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee innovative behavior. With a large sample (N  = 781) from 16 organizations and a cross‐level analysis, we examined the relationship between organizational innovation climate and employee innovative behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee innovative behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee innovative behavior. Other theoretic and practical implications are discussed.     

Attachment to God,religious tradition,and firm attributes in workplace commitment

Research on organizational commitment suggests there is an association between American theists’ emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee’s religious tradition is associated with affective organizational commitment and whether the employee’s firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.