Can Patriots Be Critical after a Nationalist War? The Struggle Between Recognition and Marginalization of Dissenting Voices

Previous research suggests that the relationship between ingroup identification and reactions to moral violations perpetrated by ingroup members depends on the mode of identification: while glorification lowers group‐based guilt, critical attachment enhances it. In our first study, based on comparative survey research, this pattern was replicated in Serbia, but not in Croatia. In Croatia, highly attached respondents tended to reject criticism of the past war irrespective of their mode of identification. In a second study, we sought to explain the Croatian results by examining how critical attachment is denied legitimacy. We analyzed the rhetorical structure of a parliamentary debate around regime‐critical media coverage. The analyses show how the marginalization of critics is anchored in (1) a monolithic construction of the nation, which sacralizes particular elements and places them beyond discussion, and (2) a construction of the international context as too threatening to permit any dissent. Overall, the results of this mixed‐method study highlight that the opportunity to be recognized as a critical patriot depends on a nation's sociopolitical climate.     

MY FATHER,MYSELF

This essay presents material from the second analysis of an offspring of two Holocaust survivors, each of whom lost a child during the war. The first analysis (Kogan 2003 ) focused primarily on the patient's relationship with her mother. This second analysis revolves around the elaboration of the complex and painful father–daughter relationship, centering on the events surrounding the death of the patient's father. The discussion includes an exploration of the father's deferred action on account of his Holocaust trauma, which he passed on to the next generation; the break in the idealized paternal representation; and the daughter's identification with her father's disavowed aggressive aspects. It also examines some of the unique transference and countertransference problems that arose, mainly because patient and analyst belonged to the same traumatized large group.     

Ultrafast scene detection and recognition with limited visual information

Humans can detect target colour pictures of scenes depicting concepts like picnic or harbour in sequences of six or 12 pictures presented as briefly as 13?ms, even when the target is named after the sequence. Such rapid detection suggests that feedforward processing alone enabled detection without recurrent cortical feedback. There is debate about whether coarse, global, low spatial frequencies (LSFs) provide predictive information to high cortical levels through the rapid magnocellular (M) projection of the visual path, enabling top-down prediction of possible object identities. To test the “Fast M” hypothesis, we compared detection of a named target across five stimulus conditions: unaltered colour, blurred colour, greyscale, thresholded monochrome, and LSF pictures. The pictures were presented for 13–80?ms in six-picture rapid serial visual presentation (RSVP) sequences. Blurred, monochrome, and LSF pictures were detected less accurately than normal colour or greyscale pictures. When the target was named before the sequence, all picture types except LSF resulted in above-chance detection at all durations. Crucially, when the name was given only after the sequence, performance dropped and the monochrome and LSF pictures (but not the blurred pictures) were at or near chance. Thus, without advance information, monochrome and LSF pictures were rarely understood. The results offer only limited support for the Fast M hypothesis, suggesting instead that feedforward processing is able to activate conceptual representations without complementary reentrant processing.     

The effect of state core self-evaluations on task performance,organizational citizenship behaviour,and counterproductive work behaviour

Although the personality–performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around.     

Uncovering the diverse cultural bases of social identity: Ingroup ties predict self‐stereotyping among individualists but not among collectivists

On what basis do people form their social identities? To investigate this issue, the present research investigates cross‐cultural differences in self‐stereotyping, a key outcome of social identification. In particular, the research tests the hypothesis that ingroup ties are a stronger predictor of self‐stereotyping among people from individualist cultures than among people from collectivist cultures. In Study 1, university students (N = 117) completed measures of ingroup ties and self‐stereotyping with respect to an intimacy group (family and friends). Consistent with predictions, ingroup ties significantly predicted self‐stereotyping among individualists but not among collectivists. Study 2 (N = 104) found a similar pattern of results among members of the global internet community who considered either an intimacy group (their friends), a task group (their work group) or a social category (their gender). These results indicate that people in individualist cultures are more likely than those in collectivist cultures to base their social identities on ingroup ties. The implications of these results are discussed in relation to self‐categorization theory's depersonalization account of social identification.     

Strengths use and deficit correction in organizations: development and validation of a questionnaire

Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose of the present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correction, strengths use behaviour, and deficit correction behaviour. In study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity in two samples of South African employees (N = 338 and N = 361, respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N = 133). Results indicated that the intended dimensions of strengths use and deficit correction can be measured reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job performance, supporting the criterion validity of these scales. As expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.     

Psychological talent predictors in early adolescence and their empirical relationship with current and future performance in soccer

ObjectivesThis study examined the relationship of talented soccer players' psychological characteristics with current and future performance.DesignBoth a cross-sectional and a prospective design were used.MethodThe sample consisted of 2677 U12 players in the German talent development program. Self-report questionnaires captured psychological dispositions and skills that were assigned to the areas of motivation, volition, self-referential cognition, and emotion. Current performance was operationalized by a motor score representing speed abilities and technical skills as well as by coaches' subjective ratings (A = highly promotion-worthy, B = promotion-worthy, C = partly promotion-worthy). The level of future performance was assessed by examining whether individuals were selected for professional clubs' youth academies in U16.ResultsThis study revealed that only self-referential cognitions had a significant and relevant association with the motor score (0.10 ≤ r ≤ 0.37). The players in the subjectively rated categories significantly differed in 10 of 17 psychological scales (0.01 ≤ η² ≤ 0.03). In most of the scales, A-players showed more positively connoted values compared to B- and C-players. Logistic regressions demonstrated that 10 of 17 characteristics explained a significant proportion of players' future success. Players with high dispositions in these characteristics had a greater chance of achieving a higher performance level compared to players with low dispositions (1.61 ≤ OR ≤ 2.65).ConclusionsExpanding on previous research, this study enabled comparisons between a wide range of psychological characteristics with regard to their relevance for soccer performance, leading to conclusions for talent identification and development.     

组织情境下的不道德行为现象:来自道德推脱理论的解释

为什么企业中的不道德行为会屡屡发生?这是一直以来困扰组织管理实践者和学者们的难题,不道德行为的发生与发展机制已经成为心理学研究的一个重要领域。其中,心理学视角下的道德推脱理论为这一难题提供了解释思路。在企业的现实情况中,可以从员工个体和组织领导两方面维度研究各自对应的组织情境因素通过道德推脱机制对不道德行为产生的影响。未来研究的关键在于探讨和实证检验组织情境下道德推脱机制的选择偏好对不道德行为的影响作用,不断丰富和加强道德推脱对员工个体以及领导不道德行为影响机理的研究。