In Love With Hatred: Rethinking the Role Hatred Plays in Shaping Political Behavior1

This paper addresses the problem of isolating and measuring the influence of hatred on political behavior by analyzing a nationwide panel study conducted during the 2006 election campaign in Israel. We argue that collective hatred is composed of 2 distinct emotional aspects: chronic and immediate. The core of this paper is an analysis of the influence of these 2 types of group‐based hatred on 3 aspects of political behavior: political learning, party identification stability, and partisan support. The results indicate that both aspects of collective hatred—chronic and immediate—are incongruously crucial for the understanding of political outcomes, particularly political learning. We discuss the broader implications of these findings in assessing the impact of group‐based hatred on the political process.     

LEADERSHIP AND EMPLOYEES’ REACTIONS TO CHANGE: THE ROLE OF LEADERS’ PERSONAL ATTRIBUTES AND TRANSFORMATIONAL LEADERSHIP STYLE

We examined the role of leaders’ personal attributes and transformational leadership behaviors in explaining employees’ intentions to resist a large‐scale organizational change. Through a multilevel analysis of data from 75 school principals and 586 teachers, we found that teachers’ intentions to resist the organizational change were negatively related to their principals’ openness to change values and transformational leadership behaviors, and positively related to their principals’ dispositional resistance to change. Furthermore, principals’ transformational leadership behaviors moderated the relationship between teachers’ dispositional resistance and intentions to resist the change.     

ENTRY‐LEVEL POLICE CANDIDATE ASSESSMENT CENTER: AN EFFICIENT TOOL OR A HAMMER TO KILL A FLY?

The study examined the validity of the assessment center (AC) as a selection process for entry-level candidates to die police and its unique value beyond cognitive ability tests. The sample included 712 participants who responded to personality and cognitive ability testing (CAT), and underwent an AC procedure. AC results included the overall assessment rating (OAR) and peer evaluation (PE). Seven criterion measures were collected for 585 participants from a training stage and on-the-job performance. Results showed that the selection system was valid. Findings yielded significant unique validities of OAR and PE beyond CAT and of PE beyond OAR even after corrections for restriction of range. Results support the use of ACs for entry-level candidates.     

The Danger of Unrealistic Optimism: Linking Caregivers' Perceived Ability to Help Victims of Terror With Their Own Secondary Traumatic Stress

This study examined how caregivers' biased perceptions of ability to help traumatized patients relates to the caregivers' secondary traumatic stress (STS). There is reason to believe that caregivers overestimate their ability to help and underestimate their vulnerability to develop STS, but it is unclear how such unrealistic optimism relates to STS. The results show that Israeli caregivers working with terror victims believed that their ability to help traumatic patients is superior to their peers' while their likelihood to be negatively affected by such treatment is lower. Beyond the impact of the number of patients treated and caregivers' experience, unrealistic optimism was positively correlated to caregivers' STS. Theoretical and practical implications for those working with traumatized patients are discussed.     

VALIDITY OF SELF-ASSESSMENT: A FIELD EVALUATION

This study evaluated the validity of self-assessment in a natural setting. It also addressed the possibility of improving the utility of self-assessment by cautioning subjects that their responses could be compared with other existing data on them. Subjects were 357 males, aged 18–19 years, who were being screened for a prestigious military course. During the screening, they participated in small groups for nine days of tests, class exercises, and field simulations supervised by veteran commanders. On the ninth day, ratings were collected from commanders, peer group members, and the subjects themselves on dimensions related to eventual success in the training course. The experimental group was told their reports would be compared with those from other sources; the control group was not. Predictive and convergent validities were examined on three criteria: course success, commander ratings, and peer evaluations. Self-assessments from both experimental and control group were valid; however, those of the experimental group did not yield consistently higher validities. Findings are discussed in regard to their practical ramifications.