Conversation with 2016 American Academy of Religion Excellence in Teaching Award Winner Joanne Maguire Robinson

This conversation between the editors of Teaching Theology and Religion and Joanne Maguire Robinson continues an occasional series of interviews that has previously featured Jonathan Z. Smith, Stephen Prothero, Mary Pierce Brosmer, and Mary Elizabeth Mullino Moore. The exchange takes as its point of departure the teaching statement that Professor Robinson produced in support of her candidacy for the American Academy of Religion's Excellence in Teaching Award. Issues addressed include the impact of institutional context on one's teaching, teaching the humanities in universities that are ever more focused on job training, making the transition from a graduate program focused on research to teaching undergraduates who are unlikely to take even a second course in the study of religion, and ways in which women are challenged to navigate multiple responsibilities while striving to make their way in a male‐dominated academy.     

Reliability of measures of work engagement and psychological well-being among South African state security forces

This study reports on the psychometric properties of measures of work engagement and psychological well-being in the South African state security forces. The research sample consisted of a combined sample of 178 soldiers and 57 police officers (34% females). They completed a battery of measures of work engagement and psychological well-being. Results following exploratory and reliability analysis suggest the scores from the measures to be reliable for research use with the South African security services.     

Contribution d’une catégorisation des RPS à la prédiction du stress et du burnout (ou du mal-être au travail) des soignants

Health-care professionals are strongly affected by distress at work. Our goal is to study the usefulness of a psychosocial risk measure, compared to a measure of psychosocial and organizational work constraints, on the prediction of distress among a population of caregivers. This measure is based on the categorization of psychosocial risk factors issued from the College of experts chaired by Gollac. Seven hundred and fifty-seven health-care professionals filled out a questionnaire composed of measures of psychosocial risks, psychosocial and organizational work constraints specific to caregivers, as well as stress and burnout. Results indicate that the measure of psychosocial risk better predicted the levels of stress and burnout than the measure of psychosocial and organizational work constraints.     

The coordination of shoulder girdle muscles during repetitive arm movements at either slow or fast pace among women with or without neck-shoulder pain

Purpose: The aim of this study was to evaluate the coordination of the shoulder girdle muscles among subjects with or without neck-shoulder pain performing repetitive arm movement at either a slow or fast pace. Methods: Thirty female adults were allocated to one of two groups—healthy controls or cases with neck-shoulder pain. Surface electromyography (sEMG) signals from the clavicular, acromial, middle and lower trapezius portions and the serratus anterior muscles were recorded during a task performed for 20 min at a slow pace and 20 min at a fast pace. The root mean square (RMS), relative rest time (RRT) and normalised mutual information (NMI, an index of functional connectivity between two muscles in a pair) were computed. Results: No significant differences on RMS, RRT and NMI were found between groups. For both groups, the fast movement pace resulted in increased levels of RMS, lower degrees of RRT and higher NMI compared to the slow pace. No interaction between group and movement pace was found. Conclusions: This study highlights the change in sEMG activity of muscles to meet the demands of performing a task at fast movement pace. The fast pace imposed a higher muscle demand evidenced by increased sEMG amplitude, low degree of muscle rest and increased functional connectivity for subjects in both the case and control groups. No indication of impaired sEMG activity was found in individuals with neck-shoulder pain.     

Autistic Heterogeneity: Linking Uncertainties and Indeterminacies

Autism is a highly uncertain entity and little is said about it with any degree of certainty. Scientists must, and do, work through these uncertainties in the course of their work. Scientists explain uncertainty in autism research through discussion of epistemological uncertainties which suggest that diverse methods and techniques make results hard to reconcile, ontological uncertainties which suggest doubt over taxonomic coherence, but also through reference to autism’s indeterminacy which suggests that the condition is inherently heterogeneous. Indeed, indeterminacy takes two forms—an inter-personal form which suggests that there are fundamental differences between individuals with autism and an intra-personal form which suggests that no one factor is able to explain all features of autism within a given individual. What is apparent in the case of autism is that scientists put uncertainty and indeterminacy into discussion with one another and, rather than a well-policed epistemic-ontic boundary, there is a movement between, and an entwinement of, the two. Understanding scientists’ dialogue concerning uncertainty and indeterminacy is of importance for understanding autism and autistic heterogeneity but also for understanding uncertainty and ‘uncertainty work’ within science more generally.     

Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains

Background and objectives: This study derives from Work–Home Resources model (ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work–home interface: The work–home resources model. American Psychologist, 67(7), 545–556. doi:10.1037/a0027974) and Social Cognitive Theory (Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ, US: Prentice-Hall, Inc.) to investigate mechanisms responsible for the effect of job and family demands on work- and family-related perceived stress. We hypothesized that interrole conflict and self-efficacy to manage work and family demands operate either independently or sequentially transmitting the effects of demands on perceived stress. Design: A sample of 100 employees of various occupations participated in the study conducted online in two waves: Time 1 (T1) and Time 2 (T2) with a three-month interval. Method: Regression analysis with bootstrapping was applied. Results: Interrole conflict (T1) did not mediate the relationships between demands (T1) and perceived stress (T2), whereas self-efficacy (T1) mediated only those between family demands (T1) and stress (T2). However, data supported the sequential mediation hypotheses: Demands (T1) were associated with increased interrole conflict (T1) which in turn decreased self-efficacy (T1) and ultimately resulted in the elevated perceived stress at work and in the family (T2). Conclusions: Demands originating in one domain can impact stress both in the same and other life areas through the sequence of interrole conflict and context-specific self-efficacy.     

Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace

This study examined relations between the incidence of workplace bullying and the everyday experiences of members of ethnic and racial minorities in the American workplace. Particular attention was paid to expressions of bullying that overtly or specifically refer to race or ethnicity, in the form of more or less subtle acts of discrimination and hostile treatment, introducing the term `racial/ethnic bullying.' Participants belonging to four racial/ethnic groups (Asians, African-Americans, Hispanics/Latinos, and whites) responded to a written survey of general and racial/ethnic bullying experiences, responses, and preferred modes and methods of internal organizational redress and dispute resolution. Very different profiles emerged between bullying perpetrated by supervisors/superiors versus co-workers/peers in the organization.