Lover and learner: Exploring relational schema change following relationship dissolution

Romantic relationships are known to be very influential, but less is known about how these relationships, and particularly the breakup of these relationships, may affect individuals’ relational schemas, or their expectations for relationships. Undergraduate students reported on how their views of themselves, romantic partners, and relationships changed after breaking up with a past partner. Results suggest that relational schemas change following relationship dissolution and that there are both positive and negative aspects to this change. There was also some evidence that aspects of the past relationship predicted change and the valence of change, and that change and the valence of change were related to aspects of current relationship quality. These results are an important first step in understanding how past romantic relationships influence people’s expectations about relationships and, by extension, their health and wellbeing.     

Abusive supervision,leader-member exchange,and moral disengagement: A moderated-mediation model of organizational deviance

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed.     

Effects of abusive supervision on employees’ innovative behavior: The role of job insecurity and locus of control

Drawing on the Conservation of Resources Theory by Hobfoll, we examined the relationships between abusive supervision, job insecurity, locus of control, and employees’ innovative behavior. Using self‐reported data collected from employees among four enterprises in China (N = 641), we found that abusive supervision was positively correlated with job insecurity. In contrast, both job insecurity and abusive supervision were negatively correlated with employees’ innovative behavior, with the impact of abusive supervision on innovative behavior being mediated by its effect on job insecurity. Having an external locus of control that served as a buffering factor for employees, mitigating the relationship between abusive supervision and job insecurity. These findings complement the existing research on the impacts of abusive leadership, providing practical information for enterprises on how to enhance levels of innovation and vitality among employees.     

With respect to prejudice

The basic assumptions of psychotherapy must necessarily reflect the cultural orientations and dilemmas of the western societies, and historical periods, in which these originated. This paper considers how the racialised biases of that period, namely, the era of European domination built upon the conquest, colonisation and enslavement of non‐European peoples, may linger in psychotherapeutic training and practice today. This not only limits the potential usefulness of the discipline in the multicultural populations of the west, but also risks it being read as covert neo‐colonialism in the ‘non‐west’. In a world that ever more clearly demonstrates the human costs of prejudice psychotherapists in general, and Jungians in particular, might wish to consider how, wittingly or otherwise, they maintain prejudiced ways of thinking. This paper examines material from the author's professional and personal experience, using literature that lies outside the specifically Jungian canon, to expose how such bias might work.     

Discrete emotions linking abusive supervision to employee intention and behavior

Drawing on appraisal theories of discrete emotions, we propose and test a model in which abusive supervision directed toward oneself and toward work unit peers (coworker abusive supervision) are interactively related to generalized feelings of shame, anger, and fear. These discrete emotions, in turn, tend to precipitate distinct responses that do not directly target the supervisor. We tested our hypotheses with a three-wave, time-lagged survey of 285 full-time workers from 55 work units. Consistent with our theorizing, supervisory abuse was associated with stronger feelings of shame while at work when the abusive supervision reported by one's coworkers was lower (vs. higher), whereas abuse had a stronger association with anger when coworkers also perceived relatively high levels of abuse. The distinct action tendencies associated with shame and anger are related to employees engaging in less voice behavior and more interpersonal deviance, respectively, and fear is related to higher turnover intentions. We discuss the study's implications for theory development concerning abusive supervision.     

Experiences of Altruism in the Therapeutic Relationship: Perspectives of Counselors‐in‐Training and Their Clients

The purpose of this phenomenological investigation was to explore experiences of altruism in the therapeutic relationship to better understand how counselors‐in‐training (CITs) and their clients mutually perceived the construct in sessions. Findings from interviews with clients (n = 14) included emotional–relational characteristics and cognitive–behavioral aspects of altruism by their counselors. Findings from interviews with CITs (n = 10) included explorations of the role of altruism in counseling, overall experiences of altruism in counseling sessions, and experiences of altruism with specific clients. Implications for practice and research are discussed.     

Social norms are enforced by friends: The effect of relationship closeness on bystanders’ tendency to confront perpetrators of uncivil,immoral, and discriminatory behaviors

When witnessing an uncivil, immoral, or discriminatory behavior, bystanders have the opportunity to “speak up” and confront the perpetrator about his/her act. We examined whether the closeness of the relationship between the bystander and the perpetrator affects the bystander's reaction. We asked middle schoolers, high schoolers, and university students (N = 1,386) to indicate how they would react if they were to witness each of 26 uncivil, immoral, or discriminatory behaviors. We experimentally manipulated the relationship to the perpetrator, who was described as a friend, an acquaintance, or a stranger. Results showed that the closer the relationship to the perpetrator the greater the bystander's self-reported likelihood of “speaking up.” The findings speak to the role of close relationships in the perpetuation of social norms. They also suggest ways to curb anti-social behaviors in a variety of school and organizational settings.     

Women experience more serious relationship problems when male partners endorse hostile sexism

Men's hostile sexism promotes aggressive attitudes, motivations and behaviors toward women. Despite the costs these effects should have for women, prior research has failed to test how men's hostile sexism predicts the problems women experience in important domains. We address this oversight by utilizing dyadic data from 363 heterosexual couples to test how male partners’ hostile sexism predicts women's relationship experiences and evaluations. Male partners’ hostile sexism was associated with women experiencing more severe problems across a greater number of domains. Moreover, the areas experienced as most problematic were consistent with the power, dependence, and trust concerns underlying men's hostile sexism, including problems with power dynamics, jealousy, and serious problems involving gender-role conflict, abuse, infidelity and alcohol/drugs. The greater problems associated with male partners’ hostile sexism predicted more negative relationship evaluations for women. These results demonstrate the importance of examining how men's hostile sexism harms women in important life domains.     

辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用

近年来, 辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上, 本研究构建了一个有调节的中介作用模型, 以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略, 以93名主管和369名员工为对象, 通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析, 结果表明：主管的辱虐管理行为会通过心理契约破坏的中介作用, 对员工创造力产生间接的消极影响; 但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件, 研究结果对企业员工创造力及创新行为的管理实践也有一定启示。     

Relationship Between the Supervisory Working Alliance and Outcomes: A Meta‐Analysis

This study investigated the relationships between the supervisory working alliance and supervision outcome variables using meta‐analysis. The authors reviewed 27 articles, dissertations, and theses published between 1990 and 2018. The authors used the MIX program to calculate the meta‐analyses. The results indicate that the supervisory working alliance is positively related to supervision outcome variables. Supervisees’ perceived relationship with the supervisor was positively related to the relationship with the client. This shows that the phenomenon of isomorphism is a repeated pattern in the relationships in supervision and counseling. The authors discuss the limitations and implications.