Why Do Fools Fall in Love (at Work)? Factors Associated With the Incidence of Workplace Romance1

We conducted 2 Web‐based survey studies to examine factors associated with the incidence of workplace romance. In Study 1, results based on data collected from 197 employees indicate that their degrees of perceived workplace sexualization and task interdependence were related to their observations of workplace romance. In addition, employees were most likely to report participating in a workplace romance when workplace sexualization and male–female social contact were high. In Study 2, results based on data collected from 80 employees indicate that their degrees of perceived workplace sexualization was related to their observations of workplace romance. Taken together, the results of the 2 studies suggest that work context is associated with the incidence of workplace romance.     

Love,Ethics, and Authenticity: Beauvoir's Lesson in What It Means to Read

Beauvoir's distinction between romantic and authentic love offers us an opportunity for thinking through the complex relations among philosophy, reading, and love. If we accept her account of romantic love as a flawed, dependent mode of being, and her suggestion that an authentic love—one that engages maturely with the other—is possible, then we might take the risk of thinking of reading in these terms.     

Towards cultural competence: Australian Indigenous content in undergraduate psychology

This paper discusses the development and preliminary analysis of psychology undergraduate courses on cultural competence in relation to Indigenous Australians. The paper summarises the process that led to the formation of draft curriculum guidelines for psychology academics, including the need to critically examine the assumptions and history of Western psychology in relation to Indigenous peoples, the inclusion of non‐conventional teaching and learning methods, staff and institutional support, and appropriate staff development. The paper then discusses the responses of students to one of the courses developed from these guidelines. The courses were well received by students and although they do not in themselves teach professional psychological skills in working effectively with Indigenous people, they provide a solid basis for the development of such skills. Because this is a relatively new area, it is likely that there will be much refinement of these courses in coming years.     

Fear and Hope: Author's Response

This response seeks to pick up on the key questions and concerns raised by Nancy C. M. Hartsock and Karen Houle in their critiques of The Spectacle of Violence. I mold my response around two emotions that are never far from the question of violence: fear and hope. Is it fear of ambiguity that stops us from delicately blending the experiential with the discursive, the nodal with the circular, the corporeal with the epistemic, or the oppressive with the constitutive? If so, we can only hope that the power of such ambivalence lies in its ability to unsettle these treasured lines of force.     

MANAGEMENT TURNOVER: EXPERIENTIAL DIFFERENCES BETWEEN FORMER AND CURRENT MANAGERS

Potential experiential determinants of managerial turnover were investigated based on questionnaire responses from 140 former managers and 143 current managers within the same organization. To assess these experiences, measures were developed from four different areas of literature that consider the turnover phenomenon. Results indicate that, compared to current managers, former managers describe their managerial experiences in terms of (1) less satisfying job characteristics, (2) greater degrees of adjustment and socialization difficulties, (3) more unmet job expectations, and (4) greater degrees of job stress. Furthermore, it was discovered that all four areas of literature actually give very similar advice on reducing turnover, but each area differs in terms of intended applications and time perspective. Recommendations are provided for reducing management turnover.