Discrepancy in internalized values of workers in extreme situations: Consequences for soldiers and risk for the organization

IntroductionIn the present paper, we address the double-edged role of values among Army personnel and how they can be used in information warfare. We suggest that value discrepancy may impact the agent's trust and consequently, affect behaviour and ultimately destabilize the organization.ObjectivesBased on cognitive dissonance theory and the meaning maintenance model, we hypothesized that exposing trained soldiers to information which confronts their core values and involves both their peers and their institution could promote an overwhelming reaction that could finally alter their trust in the organization.MethodTo examine the proposed model, interviews were conducted with 38 active-duty soldiers that permits to stress the importance of values for their personal life. To complete the interviews, a staged observation was led with the second set of participants (n = 21). Its goal was to evaluate the soldiers’ reaction to a message aiming at their values.ResultsQualitative and quantitative analysis of the Interviews confirmed both the importance of the said values and stressed the ambivalence toward their institution. The results of the staged observation suggested that a low credibility source of information aiming at their central values could lead to a direct emotional reaction, that could potentially lead to a decrease in institutional trust, and therefore ultimately in the organisation performance.ConclusionThe discussion focuses on the consequences of this mechanism, the fundamental necessity for the organization of taking this process into account. Finally, we suggest ways to cope with this risk which can alter strategy deployment and goal achievement.     

浅谈栗谷的四端七情论

关于“四端七情”的问题在中国儒学尤其是朱熹哲学的心性论方面占有核心的位置 ,但并没有被朱熹以后的性理学者们继续关注 ,却得到韩国朝鲜王朝 ( 1 392— 1 91 0年 )的性理学者们的吸收及发挥。退溪与栗谷并称为韩国性理学的双璧 ,虽然他们都受到朱熹哲学的影响 ,不过在朱熹哲学的基础之上两位学者都建立了自己独特的哲学体系。栗谷的“四端七情说”在理气之妙、理通气局、气发理乘等理气论的基础上发挥了朱子学 ,他反对退溪理气互发的观点 ,对朱熹哲学作出了自己的理解和诠释     

Minority representation,tokenism, and well-being in army units

Racial and ethnic diversity is increasing in the US Army and women are moving into more combat roles. This puts minority soldiers at risk for being underrepresented in their work units. Tokenism theory predicts that when a work group has less than 15% representation in a social group, the numerically underrepresented minority (i.e., token) members are subject to three disadvantages: higher visibility, informal isolation, and role encapsulation. In the Army, where many companies contain small numbers of women and racial minorities, some soldiers may face additional stressors and constraints. We explored psychosocial, organizational, and health outcomes of all identifiable token women (N = 4,425) and Black soldiers (N = 5,040). Tokens were remarkably similar to non-tokens and majority soldiers on outcomes such as coping skills, adaptability, organizational trust, sleep, substance use, and pain. The intersection of token status in terms of race and gender was not related to any appreciable differences. One potential explanation is the shared Army culture that emphasizes group unity and the importance of the mission above individual characteristics and goals. The Army depends on cohesion, organizational identification, and commitment to the group in order to reduce stress and anxiety, and to maximize combat performance. For soldiers who have internalized this culture, it could be easier to see past individual differences such as gender and race and identify others in the unit as fellow soldiers primarily.     

Sexual Assault Training in the Military: Evaluating Efforts to End the “Invisible War”

Sexual assault is an insidious problem in the United States military. In 2005 the Department of Defense (DoD) created the Sexual Assault Prevention and Response Office, which centralizes responsibility for sexual assault training. However, this training initiative has undergone little evaluation by outside researchers. Addressing this need, we analyzed responses from over 24,000 active duty personnel who completed the 2010 DoD Workplace and Gender Relations Survey. We assessed whether sexual assault training exposure (None, Minimal, Partial, or Comprehensive) predicted accurate knowledge of sexual assault resources and protocols. Using a social-ecological framework, we investigated whether institutional and individual factors influenced Service members’ training exposure and judgment of training effectiveness. According to our results, exposure to comprehensive training predicted lower sexual assault incidence and superior knowledge. However, comprehensive training differed as a function of military branch, rank, gender, and sexual assault history. Judgments of training effectiveness also varied across these dimensions. Our results highlight the importance of considering context, gender, and victimization history when evaluating institutional efforts to end sexual violence. The DoD’s 2010 annual report on military sexual assault concluded that “most Active Duty members receive effective training on sexual assault” (p. 104). Our results cast doubt on that assertion.     

Substance use treatment programs in the active duty US military: A narrative review

Substance use disorders (SUDs) are a growing problem for the U.S. military. Each branch of the military has its own dedicated substance abuse treatment program. However, there has been limited attention to the research conducted on these programs. The purpose of this narrative review is to describe SUD treatment programs in the U.S. military and to review the extant research published between 2001–2015. Fourteen peer-reviewed articles, 2 official reports, 1 book chapter, 1 thesis, and 1 dissertation were identified. Most SUD treatment programs are nonconfidential, although a confidential program is being piloted by the Army. Recently, the programs have increased their focus on assessment and treatment of comorbid psychological disorders. Further research is required to examine the efficacy, effectiveness, and cost-effectiveness of the treatment programs.     

Military Ethics of Fighting Terror: Principles

The purpose of the present document is to briefly present principles that constitute a new doctrine within the sphere of Military Ethics: The Just War Doctrine of Fighting Terror.The doctrine has been developed by a team we have headed at the Israel Defense Force (IDF) College of National Defense. However, the work has been done on the general levels of moral, ethical and legal considerations that should guide a democratic state when it faces terrorist activities committed against its citizens. Accordingly, the proposed principles are meant to be justified and practically applicable under any parallel circumstances. Moreover, those principles are intended to be universal in the sense that the justification of none of them rests on any particular stance with respect to the desired solution of the conflict under consideration.

Military Influence Tactics: Lessons Learned in Iraq and Afghanistan

When deployed U.S. soldiers attempt to influence the attitudes, beliefs, or behaviors of civilians, success can save lives and failure can be deadly. Survey data from 228 military personnel with deployment experience to Iraq and Afghanistan revealed that in a challenging wartime environment, empathy, respect, prior relationships, and familiarity with influence targets predicted success in cross-cultural influence attempts. Influence techniques involving resources and positive feelings were used more commonly in relatively successful influence attempts; negative tactics were used more commonly in unsuccessful attempts.     

论庄存与的《公羊》学

庄存与的《公羊》学虽然受到赵《春秋属辞》的影响 ,但主要限于治学体例 ,而在治学立场上 ,二者其实有根本的歧异。庄存与克服了赵以策书之体说《春秋》的倾向 ,并注重《春秋》例辞背后的立场。这点直接上承汉代《公羊》学。不过 ,庄氏《春秋》学在某些具体的事例解释上与汉代《公羊》学也有差异。庄氏的特点在于对《春秋》变辞的引申与发挥 ,并补充了汉代《公羊》学未曾论述的诸多方面 ,为后人理解《公羊》大义提供了新的线索。     

The effect of physical appearance on the judgment of guilt,interpersonal attraction,and severity of recommended punishment in a simulated jury task

Both an opinion survey and an experimental study were conducted. The survey revealed that substantial majorities of those polled believed (a) that a defendant's character and previous history should influence jurors' decision (79%) and (b) that the defendant's physical appearance should not bias these decisions (93%). The hypothesis, derived from a reinforcement model of interpersonal attraction and previous research on physical appearance, was that attractive defendants would be more positively evaluated than unattractive ones despite the seeming irrelevance of appearance to judicial decisions. The results of a simulated jury task were that physically attractive defendants were evaluated with less certainty of guilt (p < .05), less severe recommended punishment (p < .005), and greater attraction (p < .005), than were unattractive defendants. The importance of independent affective and cognitive components of the attraction process were emphasized.     

Factors influencing career maturity in the South African National Defence Force: A diagnostic approach

This study investigated factors influencing the career maturity of young members of the South African National Defence Force (SANDF). A sample of 310 young SANDF members (females=35%, blacks=90%) completed the following measures: career maturity inventory-revised, the career decision self-efficacy scale, the military hardiness scale, and the seven habits profile. They also completed a biographical information form. Data were analysed using multiple regression to predict career maturity from career decision self-efficacy, self-appraisal, occupational information, goal selection, planning, problem solving, hardiness, control, challenge, commitment, conscientiousness, life balance, pro-active behaviour, life goals, self-management, mutual-benefit thinking, listening, teamwork, continuous improvement and life skills. Findings suggest self-efficacy, occupational information, self-appraisal, commitment, challenge, emotional intelligence and continuous improvement have the strongest influence on career maturity. The results indicated that self-efficacy, life skills and personal drive empower young members to seek employment.