Giving meaning to illness: An investigation of self-defining memories in patients with relapsing-remitting multiple sclerosis patients

Multiple sclerosis (MS) patients are often unable to adequately fulfill their established roles due to physical disabilities and cognitive changes, making this chronic illness particularly threatening to personal identity. Twenty-five MS patients and 25 healthy controls were asked to recall five self-defining memories (SDM). Overall characteristics of SDM did not differ between patients and controls; MS patients displayed preserved capacity to draw meaning upon past events. Moreover, almost two-thirds of MS patients mentioned at least one illness related SDM and about 25% of patients’ SDM referred to MS. These memories were experienced as more negative and associated with more tension than other SDM but led toward more positive emotion and less negative emotion over time; they were also more central and more integrated to the personal identity. We concluded that self-challenging events due to MS may trigger both cognitive and emotional processes enabling the integration of illness in patients’ self-representations.     

L’approche existentielle dans l’accompagnement de personnes au chômage en perte de repères : les processus de construction du sens de la vie et du travail (études de cas)

The guidance design for unemployed people in changing career must increasingly take into account their existential concerns about career meaning. The literature about life and work meaning has highlighted the multifactorial complexity of meaning definition and determinants of meaning. This fact does not facilitate their use in counselling design. Bernaud et al. (2020) “Guidance for life and work meaning” device takes into account this problem; it offers many thinking prospects that organize meaning questioning in order to help people who loosed professional and personal markers. By analyzing an application of this device with the multiple cases method, our article examines how a meaning guidance helps unemployed people in giving a new direction of their career. The study of five cases with chronologic analysis unities shows how various meaning dimensions help people to clarify, to enrich and to transform their initial problematic during accompaniment and how they progress with different rhythms to major personal and vocational decisions.     

组织政治环境如何影响领导者公正准则遵从？

论文基于自我控制的强度模型,研究了组织政治环境作为情境因素影响领导者公正准则遵从的作用机制和边界条件。对来自某国有商业银行73位网点主任连续10个工作日的570个经验取样法的数据分析结果发现：(1)在个体内层次,领导者组织政治感知提高了自我耗竭,领导者职位任期削弱了该正向关系。(2)个体内层次自我耗竭对公正准则遵从的作用取决于个体间层次领导身份认同的程度：当领导身份认同较高时,二者关系为正;当领导身份认同较低时,二者关系为负。(3)当领导者职位任期较短且领导身份认同较高时,组织政治感知通过自我耗竭促进公正准则遵从;当职位任期较短且领导身份认同较低时,组织政治感知通过自我耗竭阻碍公正准则遵从。上述研究结论将公正准则遵从的前因研究从行为者中心视角拓展到情境中心视角,率先研究了组织政治感知的个体内变化及其影响,同时增进了对自我耗竭作用机制和边界条件的认识。     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

The factor structure of the Multiple Affect Adjective Check List-Revised (MAACL-R): Some statistical considerations

In response to Zuckerman's comments on my factor analyses of the MAACL-R, I focus on the statistical issues of the cutoff criterion for factor loadings and the evidence for the discriminant validity of the five-factor solution. Based upon the conclusions I draw in these two areas, I recommend that researchers either (a) use the two factor solution to the MAACL-R represented in the summary scores of Dysphoria and Positive Affect + Sensation Seeking or (b) include all MAACL-R scales in their studies and analyze their data to determine whether it is statistically appropriate to report results from a single scale (A, D, H, PA, or SS) rather than from the summary scores.     

群体绩效和团队效能研究的新进展

近几年来 ,在群体和团队方面的研究比较活跃 ,并取得了不少新的进展。本文在近几年的国内外文献的基础上 ,着重讨论几个与群体绩效有关的长期存在的问题 ,主要包括群体构成、凝聚力、激励、领导、群体目标等因素。同时探讨团队与组织之间的内在联系。然后 ,讨论团队效能研究中的几个开放性问题 ,以及将来研究的新动向新趋势。最后 ,对影响团队效能的几个关键的调节因素作一简要的讨论。     

Courteous service: Its assessment and modification in a human service organization

We evaluated strategies to increase behaviors associated with courteous provision of service by 3 staff members of a human service agency. Training included written instructions, practice, and performance feedback. A lottery procedure was introduced to maintain courteous service after training. The results of a multiple baseline design across the 3 participants showed marked increases in courteous behaviors following training. These effects were maintained at 3-, 5-, and 8-month follow-ups. Consumers' satisfaction with service also increased. These findings suggest that simple training and reinforcement procedures can enhance courtesy afforded those who receive service from public and nonprofit organizations.     

Organizational stress and stress management programs

There is a growing awareness of how stress adversely affects organizational efficiency. The implementation of stress management programs to counteract this problem has been slow. This study examined such programs in companies who claimed that they were active and successful in stress management for their employees. The successful features of these organizational stress management programs are identified, discussed, and a model for organizations is presented.     

职场排斥对培训行业员工建言行为的影响——有调节的中介作用模型

研究采用问卷法,以安徽、天津的培训机构中的401名在职员工为研究对象,以组织支持感作为中介变量,以积极心理资本作为调节变量,从资源保存理论的视角探讨了职场排斥对员工建言行为的影响。研究结果表明:(1)职场排斥对员工的建言行为具有负向预测作用,职场排斥水平越高,其建言行为水平越低。(2)组织支持感在职场排斥与建言行为之间起中介作用,职场排斥通过组织支持感影响员工的建言行为。(3)组织支持感的中介作用受到积极心理资本的调节,积极心理资本会增强组织支持感的中介作用。     

Cognitive control models of multiple access IoT networks using LoRa technology

In this paper,we propose a random-access model for describing several wireless communication technologies. These networks have found application in the construction of wireless sensor networks, and the proposed model can be used for flows with different properties, considering the corresponding distribution functions. The model considers the technical features of the LoRa technology and subscriber traffic. We also address the management of random multiple wireless access in a Software-Defined Networking (SDN) like control architectures, and proposing a model for flows with different properties, considering the corresponding distribution functions. We develop a method for optimizing the parameters of an access network by the probability of data delivery. Then we describe the probability of bit error, frame loss, collision, and the choice of network parameters considering the heterogeneity of conditions for different users. Numerical results show the efficiency of our proposed scheme by maintaining the required network parameters in case of its function conditions changing.