Ego Identity Status: A Step in the Differentiation Process

This study examined the relationship between identity development and differentiation levels in young adults. A total of 259 participants completed the Extended Version of the Objective Measure of Ego Identity Status (H. D. Grotevant & G. R. Adams, 1984), the Differentiation of Self Inventory (E. A. Skowron & M. L. Friedlander, 1998), and demographic questions. Results showed that each identity status had a unique effect on the various components of differentiation. Implications of the results for counselors and for future researchers are provided.     

Cognitive mechanisms underlying lying to questions: response time as a cue to deception

In this article, a model of the cognitive processes involved in generating deceptive answers to questions is proposed. Partly based on recent accounts of discourse processing, it posits two central processes. One is the decision to lie followed by the construction of a lie. Each should add to response time compared to answering honestly. In Experiment 1, the construction component was assessed; 92 adults were randomly assigned to one of two conditions where they answered personal questions either deceptively or truthfully. Constructing a lie added reliably to response time. Think‐aloud and correlational data support features of the model. In Experiment 2, 121 adults were randomly assigned to one of three conditions: either to tell the truth, lie, or lie when asked a question that probed sensitive information. Replicating and extending Experiment 1, the decision to lie added reliably to response time in the case of open‐ended questions (questions that elicit more than two possible answers). Based on between‐ and within‐subjects comparisons, results suggest that response time is a cue to deception. Recommendations are made for future research. Copyright © 2003 John Wiley & Sons, Ltd.     

Reminiscing together: joint experiences,epistemic groups,and sense of self

In this essay, I consider a kind of social group that I call ‘epistemic’. It is constituted by its members’ possession of perceptually grounded common knowledge, which endows them with a particular kind of epistemic authority. This authority, I argue, is invoked in the activity of ‘joint reminiscing’—of remembering together a past jointly experienced event. Joint reminiscing, in turn, plays an important role in the constitution of social and personal identity. The notion of an epistemic group, then, is a concept that helps explain an important aspect of a subject’s understanding of who she is.

     

Why We Did It: An Anscombian Account of Collective Action

Abstract

In this paper, I am concerned with persons’ capacity for joint action. I start by suggesting that approaches which seek to account for that capacity in terms of collective intentionality face a problem: there are actions that clearly seem to qualify as collective even though the involved persons cannot be said to entertain an overarching ‘We’‐intention (however one characterizes this notion). I then go on to develop an alternative account of action that loosely draws on Elizabeth Anscombe’s action theory and show how this alternative account can be applied to joint action. In so doing, I stress the importance of the phenomenal dimension of agency.     

Asking for work adjustments or initiating behavioural changes – what makes a ‘problematic co-worker’ score Brownie points? An experimental study on the reactions towards colleagues with a personality disorder

People with mental disorders, especially personality disorders, often face low acceptance at work. This is particularly problematic when returning to work after sick leave, because it impedes reintegration into the former workplace. This study explores colleagues’ reactions towards a problematic worker dependent on the returning person’s reintegration strategy: The returning person undertaking changes in their behaviour is compared with the person requesting adjustments of the workplace. In an experimental study, 188 employed persons read one of four vignettes that described a return-to-work-situation of a problematic co-worker. Across all vignettes, the co-worker was depicted as having previously caused problems in the work team. In the first vignette, the co-worker did not change anything (control condition) when she returned to work; in the second, she asked for workplace adjustments; in the third vignette she initiated efforts to change her own behaviour; and the fourth vignette combined both workplace adjustments and behavioural change. Study participants were asked for their reactions towards the problematic co-worker. Vignettes that included a behavioural change evoked more positive reactions towards the co-worker than vignettes without any behavioural change. Asking for workplace adjustments alone did not yield more positive reactions compared to not initiating any change. When preparing employees with interactional problems for their return to work, it is not effective to only instruct them on their statutory entitlement for workplace adjustments. Instead, it is advisable to encourage them to proactively strive for behaviour changes.