Psychological reports
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Psychological reports · Oct 2010
A pilot study for the analysis of dream reports using Maslow's need categories: an extension to the emotional selection hypothesis.
The emotional selection hypothesis describes a cyclical process that uses dreams to modify and test select mental schemas. An extension is proposed that further characterizes these schemas as facilitators of human need satisfaction. A pilot study was conducted in which this hypothesis was tested by assigning 100 dream reports (10 randomly selected from 10 dream logs at an online web site) to one or more categories within Maslow's hierarchy of needs. ⋯ The six "higher" needs (belongingness, esteem, cognitive, aesthetic, self-actualization, and transcendence) were scored significantly more frequently (81%) than were the two lowest or "basic" needs (physiological and safety, 19%). Basic needs were also more likely to be judged as thwarted, while higher needs were more likely to be judged as satisfied. These findings are discussed in the context of Maslow's hierarchy of needs as a framework for investigating theories of dream function, including the emotional selection hypothesis and other contemporary dream theories.
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Heuristics and cognitive biases can occur in reasoning and decision making. Some of them are very common in gamblers (illusion of control, representativeness, availability, etc.). Structural characteristics and functioning of games of chance favor the appearance of these biases. ⋯ In the second experiment, the participants played two bingo games. Specific rules of the games favored the appearance of cognitive bias (illusion of control) and heuristics (representativeness and availability) and influence on the bets. Results and implications for gambling are discussed.
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Psychological reports · Aug 2010
Health, supervisory support, and workplace culture in relation to work-family conflict and synergy.
This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.
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Psychological reports · Jun 2010
Comment Comparative StudyNotes on the determinants of suicide rates in Italy's regions: a reply to Voracek (2009).
This article is a review of Voracek's report (2009) of aggregate intelligence and suicide rates in Italy's regions, contending some findings and proposing new evidence and suggestions for further research. Voracek did not use intelligence data, but educational attainment, which in Italy's regions is affected by sharp imbalances in the quality of public schools and may not reflect differences in intelligence. ⋯ The paper shows that when the analysis is extended to other variables (latitude) or historical periods (1911) the correlations reported by Voracek are not significant. This criticism is based on perspectives among different branches of psychology and cognitive sciences, economic and social history, and economic geography.
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Psychological reports · Jun 2010
From proactive personality to organizational citizenship behavior: mediating role of harmony.
The objective of the present study was to examine the moderating role of interpersonal harmony in the relation of proactive personality with organizational citizenship behavior. 158 employees in Chinese state-owned companies completed the Proactive Personality Scale (Bateman & Crant, 1993), Harmony scale, and Organizational Citizenship Behavior Questionnaire. Proactive personality had insignificant correlation with job dedication. ⋯ Results of the hierarchical regression analyses indicated that when demographic variables were controlled, Harmony had significant moderating effects on the relations of proactive behavior and job dedication/interpersonal facilitation. In the high Harmony group, the correlation between proactive personality and organizational citizenship behavior was significant; whereas in the low Harmony group, this correlation was not significant.