“And Yet It Moves”: Dream and Reality of the Ecumenical Movement

This article offers an overview of the 11th Assembly of the World Council of Churches, which met in Karlsruhe, Germany, in August–September 2022. It sets out the context in which the assembly took place, the main issues discussed, and perspectives for the future. The article argues that the assembly in Karlsruhe demonstrated that the ecumenical movement still is alive and can offer enormous potential in a world at the brink of a new East–West divide, facing a significant weakening of multilateral structures of cooperation, and even the threat of nuclear war. Moreover, the Karlsruhe assembly demonstrated that on subjects such as the Middle East, peace ethics, and nationalism, and in the deep commitment and spiritual life of its participants, the ecumenical movement is vital and vibrant and represents a countercultural force against rigid nationalisms.     

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.     

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.     

Group climate in an open-ended cancer support group

A number of well-described, controlled studies assessing cancer support group intervention support their effectiveness. All of these experimental groups have been close-ended and typically involve six to eight weekly sessions. Because many cancer patients are unable or unwilling to participate in closed, extended-session groups, there is particular need for analysis of the effectiveness of short-term, open-ended groups. Additionally, objective measures are needed to delineate the factors contributing to a successful outcome in cancer support groups. We used the Short Form of the Group Climate Questionnaire (GCQ-S) to characterize 23 sessions in an open-ended, short-term, Veterans Hospital based cancer support group. The cancer group scored significantly lower on the Avoiding and Conflict dimensions (p<.001) compared to a normative psychotherapy group sample. There was no difference on the Engaged dimension. This pilot study suggests that a cancer support group in this setting can create an environment where members are cohesive and take responsibility for their own change process, while keeping interpersonal conflict to a minimum. Based on these preliminary findings, we encourage controlled clinical trials examining the efficacy of open-ended cancer support groups.At the time of this study, Dr. Daroff was a resident in Psychiatry, University of California, San Francisco.     

The contribution of school experience to students' resilience following a terror-related homicide

Schools have a significant effect on students' development, and serve as important social agencies for interventions for students facing disasters. However, little is known about the effect of students' school experience itself on their resilience when facing extreme negative events. The present study focused on students who were exposed to terror-related homicide with the aim of investigating the contribution of school climate resources to their resilience. Since resilience is associated not only with fewer negative outcomes, but also with positive change, the contribution of schools was studied as both inhibiting post-traumatic stress symptoms (PTS) and enhancing post-traumatic growth (PTG). A mixed-methods research design was used. The participants included 117 (52% girls) high school students (mean age = 14.54; SD = 1.49). Twenty-five of them were interviewed in addition to responding to the research questionnaires. Different aspects of the school climate were found to be associated with students' PTS and PTG, yielding two overarched factors explaining the school's role as a protective resource: sheltering and supporting. The former is associated with fewer PTS and the latter with higher PTG. The use of different resources for different forms of resilience is discussed.     

Things fall apart. The cultural complex in contemporary times1

These extraordinary months due to COVID-19 and the Black Lives Matter protests, set as they are against a backdrop of the increasingly worrying climate emergency, have brought fear, anxiety and discord across the globe. But we have also experienced a deepening of our understanding of our connectedness, protests against injustice, expressions of social concern and a demand for change. The concept of the cultural complex as developed by Singer & Kimbles (2004) offers a helpful means of connecting the psychology of the individual psyche and the political phenomena of power relations. Using a small example to illustrate how it might operate at a local level, I suggest that a fundamental shift is taking place raising profound levels of anxiety as we move from the known to the unknown. The bipolar nature of these complexes means the extremes are surfacing bringing fears of the very real possibility of more entrenched attacks on democracy from the far right and the hunkering down behind armed borders. But there is also hope that different ways of living together may be developing from the ground up, ways that are rooted in our sense of interdependence – with each other and our planetary home.     

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。