The Role of PTSD and Length of Shelter Stay in Battered Women's Severity of Reabuse after Leaving Shelter

Intimate partner violence (IPV) is associated with significant morbidity, including high rates of reabuse even after women have taken steps to achieve safety. This study evaluated the roles of posttraumatic stress disorder (PTSD) symptom severity and length of shelter stay in the severity of reabuse in 103 IPV victims over a six-month period after leaving a battered women's shelter. Results suggest that the length of shelter stay is inversely related to reabuse severity after leaving shelter. Additionally, more severe PTSD symptoms on shelter exit were associated with greater reabuse severity after leaving shelter. Furthermore, additional study findings support prior research suggesting that the emotional numbing symptoms of PTSD are a significant risk factor for reabuse among IPV victims after leaving shelter.     

The Protective Functions of Social Support and Coping for Women Experiencing Intimate Partner Abuse

This study evaluated two alternate models exploring protective factors in the relationship between intimate partner abuse and health: one in which social support was proposed to mediate the violence-health relation, and a second in which coping was proposed to mediate this relation, while social support would moderate the abuse-coping relation. Women were administered questionnaires measuring coping, social support, violence, and health status. Relationship violence predicted mental health status only, although mental health did predict physical health. Coping was found to serve as a mediator between abuse and health. Implications for future research and clinical applications are discussed.     

Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

PresentationStatistics across European countries show that immigrants have a disproportionate lower employment probability than persons born in the host country (SOPEMI, 2010). Explanations to this phenomenon are complex.ObjectivesAn experiment was conducted to investigate the relationship between multicultural personality traits and managers’ selection preferences in the hiring of native vs. foreign-born job candidates. We proposed that this relationship was mediated by prejudice.MethodsNorwegian managers (n = 222) were presented with one Turkish immigrant job candidate and two Norwegian-born, less qualified job candidates. The managers completed the Multicultural Personality Questionnaire (MPQ) and the Blatant Prejudice Scale (SBPS).ResultsWe found that the threat and rejection blatant prejudice subscale and Emotional stability predicted the managers’ hiring preferences. Specifically, the higher threat and rejection subscale scores and the lower emotional stability scores, the more likely it is that the managers preferred to hire a native, less qualified candidate over the Turkish immigrant candidate. The effect of emotional stability on candidate preference was not mediated by prejudice.ConclusionsThe results suggest that managers’ feelings of threat due to foreign-born immigrants’ participation in the host society (political conservatism), and threat due to intercultural interactions, are significantly related to foreign-born immigrant job candidates’ chances of being hired.     

Updating beliefs in light of uncertain evidence: Descriptive assessment of Jeffrey's rule

Jeffrey (1983) proposed a generalisation of conditioning as a means of updating probability distributions when new evidence drives no event to certainty. His rule requires the stability of certain conditional probabilities through time. We tested this assumption (“invariance”) from the psychological point of view. In Experiment 1 participants offered probability estimates for events in Jeffrey's candlelight example. Two further scenarios were investigated in Experiment 2, one in which invariance seems justified, the other in which it does not. Results were in rough conformity to Jeffrey's (1983) principle.     

A randomised Monty Hall experiment: The positive effect of conditional frequency feedback

The Monty Hall dilemma (MHD) is a notorious probability problem with a counterintuitive solution. There is a strong tendency to stay with the initial choice, despite the fact that switching doubles the probability of winning. The current randomised experiment investigates whether feedback in a series of trials improves behavioural performance on the MHD and increases the level of understanding of the problem. Feedback was either conditional or non-conditional, and was given either in frequency format or in percentage format. Results show that people learn to switch most when receiving conditional feedback in frequency format. However, problem understanding does not improve as a consequence of receiving feedback. Our study confirms the dissociation between behavioural performance on the MHD, on one hand, and actual understanding of the MHD, on the other. We discuss how this dissociation can be understood.     

Stuart,Elizabeth, Gay and Lesbian Theologies: Repetitions with Critical Difference

Abstract

In response to the constructive criticism of four male scholars of religious studies, this piece clarifies some of the arguments of my earlier essay, ‘Who's Afraid of Gay Theology?’. It argues for a cautious approach to identify one's gendered and sexed identity as an author within men's studies since such self-revelation may narrow the range of possible textual readings. The unintended consequence may be lesser rather than the wished-for greater transparency of both text and author. This essay makes a few suggestions of how to navigate the difficult terrain of language, gender, social privilege, and male intimacy.     

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.     

‘Rehabilitation' in schizophrenia: A psychoanalytic viewpoint

This is a study which investigates some difficulties people with schizophrenia have in the long term; looks at some of the psychoanalytical theories concerning the difficulties they have in keeping an internal caring maternal imago; the consequences for them; how the NHS can help by providing an external caring maternal imago.