Effects of personality traits and characteristics of child sexual abuse on maternal reactions and support

Objective

This study aimed to examine the relationship between maternal and contextual factors including maternal personality traits, the quality of mother–child relationship, the characteristics of sexual abuse and maternal outcomes: (1) maternal reactions including feelings of anger and responsibility, anger and perceptions of responsibility of the child, and (2) maternal support provided to the child following the disclosure of sexual abuse.

Perceived sources and levels of stress,general self-efficacy and coping strategies in preclinical dental students

Dental education programs are known to be highly stressful and stress can affect general health. The aims were to identify sources of stress among preclinical students and to evaluate their perceived levels of stress, self-efficacy and effective coping strategies in a private dental school. One hundred preclinical students in a Turkish private dental school were surveyed using dental environment stress (DES), perceived stress (PSS), general self-efficacy (G-SES) and brief coping scales (Brief-COPE). Age, gender, history of psychiatric treatment, factors that affected the choice of dentistry, choice rank of dental school, scholarship and income was recorded. ‘Exams and grades’ followed by ‘Fear of failing course or year’ were found to be the most stressprovoking factors. The most and the least stressprovoking DES domains were ‘Workload’ and ‘Social stressors’, respectively. ‘Social stressors’ affected male more than female (p < .05). The most and the least common coping strategies were found to be ‘Planning’, and ‘Drug’, respectively. Female used ‘Instrumental support’ more than male (p < .05). Demographic factors had impact on the perceived stress factors and levels, as well as coping strategies. Unlike previous studies establishing high stress levels in dental students, preclinical students displayed moderate level of stress. Clinical dental education might be more responsible for creating stress.     

Anti-Semitism and Islamophobia in the Netherlands: concepts,developments, and backdrops

In recent years, the Netherlands has been frequently confronted with public incidents of anti-Semitism and Islamophobia. After defining the complex concepts of anti-Semitism and Islamophobia, presenting the theoretical approach to these phenomena, and sketching the societal context in which they are embedded, this article describes the development of the numbers of reported expressions of anti-Semitism and Islamophobia in the Netherlands since the turn of the century. It notes that the general level of annual numbers of recorded incidents of the phenomena has increased since 2000 and, at the same time, there are significant fluctuations in the numbers of notified incidents per year. These fluctuations correlate to outbursts of violence in the Middle East and to acts of violence committed in the name of Islam in the West, while the general higher level of incidents of anti-Semitism and Islamophobia relates to numerous and various threats experienced in the context of the Dutch multi-ethnic society, changes in national identity, and trends in globalisation.     

The ironic impact of intergroup apologies on intergroup attitudes: Understanding the role of perceived power for post‐apology outgroup attitudes

The present research investigates how intergroup apologies, defined as apologies between two groups, affect perceived remorse and outgroup attitudes (e.g., explicit and implicit), in the context of power asymmetries. We recruited participants from two countries that differ in perceived power: South Korea and the United States. Participants read a vignette describing a violent act committed by an outgroup member (Korean or American), with or without an intergroup apology. Participants answered questions assessing perceived remorse and explicit attitudes toward the outgroup, followed by the Implicit Association Test (Greenwald, McGhee, & Schwartz, 1998). Results revealed that Koreans perceived less remorse following an intergroup apology from the United States, compared to when they did not read an intergroup apology. Further, a mediated moderation analysis indicated that perceived remorse mediated the relationship between apology and explicit attitudes towards the United States. However, an analogous effect for implicit attitudes was only marginally significant. In contrast, among American participants, no effect of the apology on perceived remorse, explicit attitudes, or implicit attitudes and no evidence for a mediation was found. We discuss the implications of these effects on understanding the effectiveness of intergroup apologies between countries that differ in perceived power.     

上司地位知觉对下属默契的影响——反馈寻求行为和观点采择的作用

下属默契指的是下属与上司间不经言传而暗相投合的状态,它能潜移默化地提升下属绩效。因此,探讨下属默契的产生原因,对组织有着重要意义。鉴于此,本文以目标动机模型为理论基础,探讨了上司地位知觉对下属默契的影响及其内部机制。通过对186名企业员工的调查分析发现,上司地位知觉对下属默契有显著的正向影响;反馈寻求行为在此过程中起部分中介作用;此外,下属的观点采择能力调节了反馈寻求行为与下属默契间的正向关系。     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.     

Couple adjustment to a stressful life event: a dyadic investigation of the roles of positive reframing and perceived benefits

Background and Objectives: This study examines positive reframing (a form of meaning making), perceived benefits (a form of meanings made) and adjustment in couples who experienced a stressful life event in the past year. This study tested whether couple members’ scores were nonindependent and whether one’s own perceived benefits was predicted by their own positive reframing (actor effect) as well as their partner’s positive reframing (partner effect). Further, this study tested actor and partner effects for the link between perceived benefits and adjustment and whether positive reframing (the initial variable) works through perceived benefits (the mediator) to affect adjustment (the outcome) at the dyadic level.

Design: A standard dyadic design was used.

Methods: Eighty couples completed measures of positive reframing, perceived benefits, and adjustment (depression, anxiety, positive affect, life satisfaction, and relationship satisfaction).

Results: Partners’ scores on study variables were related, and although only actor effects were found for the path between positive reframing and perceived benefits, both actor and partner effects were found for the path between perceived benefits and adjustment. Mediation was found for actor–actor and actor-partner indirect effects.

Conclusions: Results indicate that a greater focus on interpersonal factors is needed to further meaning-making theory and inform practice.     

The mediating role of identity incompatibility in the relationship between perceived discrimination and acculturation preferences in two generations of the ethnic Russian minority in the North Caucasus

Abstract

The present study tested a model in which the perceived incompatibility of ethnic Russian and regional North Caucasian identities mediates the relationship between perceived discrimination and acculturation strategies in two generations of ethnic Russian minority members living in the Kabardino-Balkar Republic, North Caucasus, Russian Federation. Two identities might be perceived incompatible when they represent conflicting sets of norms and values and the two communities may place competing demands on individual commitment and loyalty. We sampled 105 dyads from ethnic Russian families (youth: M = 18 years, SD = 2.35, 48.6% female; parents: M = 43 years, SD = 6.97, 68.6% female). The questionnaire included measures of perceived discrimination, perceived identity incompatibility, and acculturation strategies. The results of multigroup path analysis showed that the perceived identity incompatibility mediated the relationship between perceived discrimination and two strategies, aimed at culture maintenance (integration and separation) in both generations. Identity incompatibility is regarded as a psychological mechanism that explains the impact of perceived discrimination on minority acculturation preferences in a multicultural region.     

Autonomic and subjective responsivity to emotional images in people with dissociative seizures

People with dissociative seizures (DS) report a range of difficulties in emotional functioning and exhibit altered responding to emotional facial expressions in experimental tasks. We extended this research by investigating subjective and autonomic reactivity (ratings of emotional valence, arousal and skin conductance responses [SCRs]) to general emotional images in 39 people with DS relative to 42 healthy control participants, whilst controlling for anxiety, depression, cognitive functioning and, where relevant, medication use. It was predicted that greater subjective negativity and arousal and increased SCRs in response to the affective pictures would be observed in the DS group. The DS group as a whole did not differ from controls in their subjective responses of valence and arousal. However, SCR amplitudes were greater in ‘autonomic responders’ with DS relative to ‘autonomic responders’ in the control group. A positive correlation was also observed between SCRs for highly arousing negative pictures and self‐reported ictal autonomic arousal, in DS ‘autonomic responders’. In the DS subgroup of autonomic ‘non‐responders’, differences in subjective responses were observed for some conditions, compared to control ‘non‐responders’. The findings indicate unaffected subjective responses to emotional images in people with DS overall. However, within the group of people with DS, there may be subgroups characterized by differences in emotional responding. One subgroup (i.e., ‘autonomic responders’) exhibit heightened autonomic responses but intact subjective emotional experience, whilst another subgroup (i.e., ‘autonomic non‐responders’) seem to experience greater subjective negativity and arousal for some emotional stimuli, despite less frequent autonomic reactions. The current results suggest that therapeutic interventions targeting awareness and regulation of physiological arousal and subjective emotional experience could be of value in some people with this disorder.