La supervision individuelle ou en groupe permet à tout thérapeute formé selon les concepts théoriques et l’approche clinique de la psychanalyse de forger ses propres outils. Dans un groupe de supervision, chacun apporte les difficultés sur lesquelles il bute dans la mise en place et le déroulement d’une thérapie. Le groupe réfléchit, dans tous les sens du terme, ce qui permet au thérapeute de percevoir ce qui jusque là lui échappait – qu’il s’agisse du fonctionnement symptomatique des patients (...) entre eux ou de ce qui se passe entre eux et lui lorsque s’éclairent les mouvements du transfert. Le groupe est à la fois environnement sécurisant, structure et appareil de liaison, la groupalité étant une dimension du sujet. Tout se passe comme si l’appareil psychique groupal reprenait à son compte le travail d’élaboration psychique du thérapeute, qui, pour le moment, se plaint de ne plus avoir la capacité de penser. Le superviseur est garant du cadre. De lui dépend également la spontanéité et la qualité des échanges ainsi que le climat de confiance indispensable au plaisir de travailler ensemble dans un rapport de parité. (shrink)

Academic supervision is considered an important mechanism to improve the performance of an educational institution. This article aims to investigate the situation of academic supervision in Bangladeshi Government Colleges (GCs).The article, in particular, explores the impacts of academic supervision on Bangladeshi students and teachers in developing their competencies and confidence in postsecondary educational settings. The study was conducted employing thequalitative research method and collecting data from in-depth interviews, secondary published literature, such as books, journal articles etc. The (...) study finds that effective academic supervision considerably helps students achieve their learning progress as well as teachers attain their professionalization in the GCs of Bangladesh. Various challenges exist in higher education in Bangladesh, which include the lack of resources, limited use of educational tools and technology, policy problems, lack of sufficient training and scope of research for teachers, and so on. This article has made several recommendations for improving academic supervision to enhance quality education in the Bangladeshi GCs. Philosophy and Progress, Vol#71-72; No#1-2; Jan-Dec 2022 P 97-128. (shrink)

. This study measures social desirability bias (SD bias) by comparing the level of discipline sales managers believe they would administer when supervising unethical selling behavior with the level of discipline they perceive other sales managers would select. Results indicate the presence of SD bias; the sales manager respondents consistently claimed that they would be stricter while their peers would be more lenient. Using an analytical technique that takes social desirability bias into account, it appears that sales managers use of (...) discipline is affected by the sales performance of the salesperson being disciplined resulting in more lenient discipline for top sales performers. In addition, the more lenient treatment for top sales performers persists even when there is a pattern of a prior ethical infraction and the existence of an explicit organizational policy proscribing the act in question. Sales managers believe that, like themselves, others would be stricter when an unethical act is committed for the second time but not as strict as they personally would be. A within-subjects interaction effect indicates more SD bias under the condition of the unethical act being committed for the second time. (shrink)

Abusive supervision is quite common in the service industry. Employees’ proactive customer service performance is essential for the long-term development of service enterprises. This study enriches the antecedents of proactive customer service performance from a new theoretical perspective by incorporating the analysis of abusive supervision into the theoretical framework and fills the research gap between customer orientation and proactive customer service performance. Based on Affective Events Theory and Social Cognitive Theory, this study established the structure equation model between (...) abusive supervision and proactive customer service performance mediated by affective commitment and customer orientation. Utilizing structural equation modeling, a negative association between abusive supervision and proactive customer service performance was found, and affective commitment and customer orientation act as the mediators between abusive supervision and proactive customer service performance. In addition, the implications for future study were also discussed. (shrink)

In order to address the influence of unethical leader behaviors in the form of abusive supervision on subordinates’ retaliatory responses, we meta-analytically examined the impact of abusive supervision on subordinate deviance, inclusive of the role of justice and power distance. Specifically, we investigated the mediating role of supervisory- and organizationally focused justice and the moderating role of power distance as one model explaining why and when abusive supervision is related to subordinate deviance toward supervisors and organizations. With (...) 79 independent sample studies, we found that abusive supervision was more strongly related to supervisory-focused justice, compared to organizationally focused justice perceptions, and both types of justice perceptions were related to target-similar deviance. Finally, our results showed that the negative implications of abusive supervision were stronger in lower power distance cultures compared to higher power distance cultures. (shrink)

The article analyses the legal, economic and other problems of the legal regulation of supervision of business entities in Lithuania and outlines solutions to these problems. The first chapter describes the present situation of the legal regulation of supervision of businesses in Lithuania. The second chapter analyses the problems of the legal regulation of business supervision that the authors consider the most important. The article concludes by offering solutions to the key issues identified.

The free energy principle says that any self-organising system that is at nonequilibrium steady-state with its environment must minimize its free energy. It is proposed as a grand unifying principle for cognitive science and biology. The principle can appear cryptic, esoteric, too ambitious, and unfalsifiable—suggesting it would be best to suspend any belief in the principle, and instead focus on individual, more concrete and falsifiable ‘process theories’ for particular biological processes and phenomena like perception, decision and action. Here, I explain (...) the free energy principle, and I argue that it is best understood as offering a conceptual and mathematical analysis of the concept of existence of self-organising systems. This analysis offers a new type of solution to long-standing problems in neurobiology, cognitive science, machine learning and philosophy concerning the possibility of normatively constrained, self-supervised learning and inference. The principle can therefore uniquely serve as a regulatory principle for process theories, to ensure that process theories conforming to it enable self-supervision. This is, at least for those who believe self-supervision is a foundational explanatory task, good reason to believe the free energy principle. (shrink)

Despite the growing attention on the topic of abusive supervision, how abusive supervision affects individual and team creativity have not yet been thoroughly investigated. Drawn from the perspective of leader-member exchange (LMX), the current study develops a multilevel model to describe the relationships between abusive supervision and creativity at both team and individual levels, with a focus on the roles played by team-level leader-member exchange (TLMX) and LMX differentiation (DLMX). Based on data collected from 319 team members (...) and their team leaders in 71 teams, the results show that abusive supervision has a negative relationship with TLMX, a practice that is conducive to both team and individual creativity. At the team level, the negative relationship between abusive supervision and TLMX is lessened by a higher level of DLMX. In addition, the positive relationship between TLMX and team creativity is weakened by a higher level of DLMX. Theoretical and practical implications of the findings are discussed. (shrink)

We propose that doping be legalized under medical supervision. First, we discuss two motivations for allowing medically supervised doping. We reject the ‘compromised choice/harm minimization’ motivation as unlikely to win the support of athletes. We agree that it could lead to an arms race. Instead, we favor full acceptance of doping under medical supervision and answer Reid’s spirit of sport objection to medical manipulation. After presenting a set of guiding principles, we use them to answer the arms race (...) objection and rebut one of the most prominent objections in the literature about the safety of medically supervised doping, the game-theoretic objection. (shrink)

To improve the safety and the performance of operators involved in risky and demanding missions, human-machine cooperation should be dynamically adapted, in terms of dialogue or function allocation. To support this reconfigurable cooperation, a crucial point is to assess online the operator’s ability to keep performing the mission. The article explores the concept of Operator Functional State, then it proposes to operationalize this concept on the specific activity of drone swarm monitoring, carried out by 22 participants on simulator SUSIE. With (...) the aid of supervised learning methods, physiological and contextual are classified into three classes, corresponding to different levels of OFS. This classification would help for adapting the countermeasures to the situation faced by operators. (shrink)

It was reported in 2006 that a regime of ‘supervised self harm’ had been implemented at St George’s Hospital, Stafford. This involves patients with a history of self-harming behaviour being offered both emotional and practical support to enable them to do so. This support can extend to the provision of knives or razors to enable them to self-harm while they are being supervised by a nurse. This article discusses, and evaluates from an ethical perspective, three competing responses to self-harming behaviours: (...) to prevent it; to allow it; and to make provision for supervised self-harm. It is argued that of these three options the prevention strategy is the least plausible. A tentative conclusion is offered in support of supervised self-harm. (shrink)

Drawing on the transactional model of stress, we propose that organizational identification and positive affectivity moderate the relationship between abusive supervision and proactive behavior. In Study 1, we collected data from a sample of 165 dentists and 41 supervisors in two Chinese hospitals. In Study 2, we used a sample of 226 employee-supervisor dyads from a large Chinese transportation company. The results of two studies showed that the interaction between abusive supervision and organizational identification on proactive behavior occurred (...) only when positive affectivity was high. We discuss theoretical and managerial implications and indicate future research directions. (shrink)

Previous research has shed light on the detrimental effects of abusive supervision. To extend this area of research, we draw upon conservation of resources theory to propose a causal relationship between abusive supervision and psychological distress, a mediating role of psychological distress on the relationship between abusive supervision and employee silence, and a moderating effect of the supervisor–subordinate relational context on the mediating effect of abusive supervision on silence. Through an experimental study, we found the causal (...) path linking abusive supervision and psychological distress. Results of both the experimental study and a field study provided evidence that psychological distress mediated the relationship between abusive supervision and silence. Lastly, we found support that this mediation effect was contingent upon the relational context in Study 2 but not in Study 1. We discuss implications for theory and practice. (shrink)

The presence of parents or other guardians (commonly termed ‘supervision’) and parental knowledge are factors that are both robustly negatively associated with a range of anti-social and risky behavioural outcomes such as adolescent crime. However, parental presence/supervision and parental knowledge are both (i) regularly used inaccurately as proxies for parental monitoring, (ii) poorly defined and operationalised, and (iii) rarely linked to negative behavioural outcomes with plausible mechanisms that adequately explain their association. These problematic aspects of the parental monitoring (...) literature are a barrier to research into adolescent outcomes and the varied role of parents. This theoretical paper facilitates solutions these problems by clarifying the concepts of parental presence, supervision and knowledge. This discussion delineates presence from supervision and knowledge from monitoring. It specifies how presence and knowledge are not parenting actions, and neither constitute parental monitoring. These concepts are clarified within the parameters of a recent framework of goal-directed parental action and parental monitoring. Doing so constitutes under-labouring that facilitates future discovery of their distinct and yet inter-related mechanisms of influence on adolescent action and development. These structured conceptual developments are also of benefit for our better future understanding of parenting and parental monitoring by providing a framework within which to re-situate existing empirical research findings. (shrink)

This paper recounts experience from the author’s philosophical counseling supervision experience. The paper then gives an overview of the narrative turn in bioethics, showing how the bioethical narrative turn disputes the assumption that client case notes can provide reliable empirical information about what happens in philosophical counseling sessions. The paper concludes that interpretation by philosophical peer reviewers is an in-eliminable aspect of peer review. Accountability for our counseling practices and improvement in them requires that we avoid a solipsistic stance (...) and submit in some way to the interpretive interventions of other philosophical counselors. (shrink)

Purpose Despite the number of studies on abusive supervision and voice, there is still limited knowledge on why individuals refrain themselves from information sharing. Moreover, very little is known on when individuals become cynical and when they do not under abusive supervision. Hence, to address the existing gaps in the literature this study aims to investigate the moderating role of positive reappraisal on the link between abusive supervision and cynicism; the associations between cynicism and two forms of (...) voice, promotive and prohibitive; and the mediating effect of cynicism on the relationship between abusive supervision and voice. Design/methodology/approach We conducted a survey among 685 highly skilled employees and their immediate supervisors in manufacturing companies. Among the 685 responses, we excluded 258 incomplete questionnaires and thus analyzed a total of 427 responses. Hierarchical regression analysis and structural equation modeling were utilized to assess the validity of the hypotheses. Findings The findings indicate that positive reappraisal moderates the link between abusive supervision and cynicism; furthermore, cynicism is negatively related to promotive voice and mediates the relationship between abusive supervision and promotive voice. Moreover, the results reveal that the association between cynicism and prohibitive voice is nonsignificant and that cynicism does not mediate the link between abusive supervision and prohibitive voice. Originality/value This study is the first to provide empirical evidence on the moderating role of positive reappraisal on the relationship between abusive supervision and cynicism, the association between cynicism and promotive voice and the mediating role of cynicism on the link between abusive supervision and promotive voice. Future research directions We recommend that future research consider other forms of voice, such as acquiescent and prosocial voice, in investigating the links between cynicism and employee voice. (shrink)

Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing (...) supports our hypotheses. This result has enriched the understanding of work procrastination behavior and provided practical implications to avoide its negative effects. (shrink)

Most empirical work in human categorization has studied learning in either fully supervised or fully unsupervised scenarios. Most real-world learning scenarios, however, are semi-supervised: Learners receive a great deal of unlabeled information from the world, coupled with occasional experiences in which items are directly labeled by a knowledgeable source. A large body of work in machine learning has investigated how learning can exploit both labeled and unlabeled data provided to a learner. Using equivalences between models found in human categorization and (...) machine learning research, we explain how these semi-supervised techniques can be applied to human learning. A series of experiments are described which show that semi-supervised learning models prove useful for explaining human behavior when exposed to both labeled and unlabeled data. We then discuss some machine learning models that do not have familiar human categorization counterparts. Finally, we discuss some challenges yet to be addressed in the use of semi-supervised models for modeling human categorization. (shrink)

In this article, we examined the relationship between abusive supervision and deviant workplace behavior and the moderating role of an Islamic Work Ethic. Three hundred and thirty‐six employees in different organizations (specializing in software development, medicine, law enforcement, telecommunication, pharmaceutics, and banking) across Pakistan completed our questionnaire. The results revealed that abusive supervision was positively related to deviant workplace behavior. Moreover, the moderation of an Islamic Work Ethic on the relationship between abusive supervision and deviant work behavior (...) was confirmed. The study contributed in many ways. It expanded literature by revealing a weaker relationship between abusive supervision and deviant behavior when Islamic Work Ethic (IWE) was high. It also tested the conservation of resources theory by providing a plausible reasoning of the role of IWE in employee motivation. By integrating IWE as a resource in the workplace, practitioners would learn that the proper use of resources would produce satisfied workers who would not indulge in deviant workplace behaviors. (shrink)

The paper analyses issues related to supervision and support of early career researchers in Estonian academia. We use nine focus groups interviews conducted in 2015 with representatives of social sciences in order to identify early career researchers’ needs with respect to support, frustrations they may experience, and resources they may have for addressing them. Our crucial contribution is the identification of wider support networks of peers and colleagues that may compensate, partially or even fully, for failures of official (...) class='Hi'>supervision. On the basis of our analysis we argue that support for early career researchers should take into account the resources they already possess but also recognise the importance of wider academic culture, including funding and employment patterns, and the roles of supervisors and senior researchers in ensuring successful functioning of support networks. Through analysing the conditions for the development of early career researchers – producers of knowledge – our paper contributes to social epistemology understood as analysis of specific forms of social organisation of knowledge production. (shrink)

The article describes the author's approach to the construction of general-level artificial cognitive agents based on the so-called "semantic supervised learning", within which, in accordance with the hybrid paradigm of artificial intelligence, both machine learning methods and methods of the symbolic ap­ proach and knowledge-based systems are used ("good old-fashioned artificial intelligence"). А descrip­ tion of current proЬlems with understanding of the general meaning and context of situations in which narrow AI agents are found is presented. The definition of semantic (...) supervised learning is given and its relationship with other machine learning methods is described. In addition, а thought experiment is presented, which shows the essence and meaning of supervised semantic learning. (shrink)

_Supervision of Sandplay Therapy_, the first book on this subject, is an internationally-based volume that describes the state of the art in supervision of sandplay therapy. Recognizing that practitioners are eager to incorporate sandplay therapy into their practice, Harriet Friedman and Rie Rogers Mitchell respond to the need for new information, and successfully translate the theories of sandplay therapy into supervision practice. The book provides a meaningful connection and balance between theoretical principles, practical application, and ongoing therapeutic encounter (...) involved in sandplay. Divided into six sections, contributors cover: original supervision models contemporary supervision models special challenges in supervision international sandplay supervision supervision of special groups connections with other arts therapies. _Supervision of Sandplay Therapy _expands the vision of what is possible in supervision and will be vital reading for those studying supervision and sandplay therapy, as well as for those wanting to provide a depth-oriented approach during supervision. (shrink)

The study investigated the supervision of undergraduates’ degree projects in Nigerian universities following the general allegation that the present day projects do not contribute to any knowledge because students copy past work and project supervisors do not have time for supervision. The population of the study was 27 federal Nigerian universities. A random sample of 9 federal Nigerian universities (33.3%) was used for the study. The instrument used in gathering the data was the questionnaire designed by the researcher (...) titled Students’ Project Management Inventory (SPMI). The validity of the instrument was done by both experts in educational administration and planning. Test-retest method was used to ascertain the reliability of the instrument. A Z-Test and common percent were the statistics used to analyze the data. The major finding was that the increased population of degree students with decreased number of supervisors have made it difficult to have good supervision of projects. Based on this finding, it is recommended that degree project requirement should be optional or elective and not compulsory. (shrink)

Ethical viewpoints for and against the use of supervised community treatment (SCT), also known as outpatient commitment and community treatment orders, are examined. The perspectives of writers on civil liberties are considered. This paper argues that while civil liberties are an important concern SCT is ethically justifiable in the circumscribed population of ‘revolving door’ patients it applies to. This is on the grounds that it enables individuals to actualise their positive liberty. The issue of insight into mental illness is also (...) considered and it is concluded that a further argument in favour of SCT comes from evidence that insight relates to neurobiological deficits. Limits to the ethical justifiability of SCT are considered with reference to individuals with substance dependency. The paper concludes that SCT is ethically permissible only in those with severe mental illness who have a history of losing capacity to consent to treatment and/or admission. (shrink)

How and when does followers’ upward hostile behavior contribute to the emergence of abusive supervision? Although from a normative or ethical point of view, supervisors should refrain from displaying abusive supervision, in line with a social exchange perspective, we argue that abusive followership causes supervisors to experience low levels of interpersonal justice, stimulating abusive supervision in response. Based on uncertainty management theory, we further expect that the extent to which supervisors reciprocate the experienced injustice with abusive supervisory (...) behavior is moderated by supervisors’ self-doubt. A multi-source field study as well as a vignette study following an experimental-causal-chain approach supported our hypotheses. Specifically, our results revealed that the indirect effect of abusive followership on abusive supervision through supervisors’ interpersonal justice is most pronounced when supervisors experience high levels of self-doubt. The practical and theoretical implications of our findings are discussed. (shrink)

Abusive supervision has been shown to have significant negative consequences for employees’ well-being, attitudes, and behavior. However, despite the devastating impact, it might well be that employees do not always react negatively toward a leader’s abusive behavior. In the present study, we show that employees’ organizational identification and abusive supervision interact for employees’ perceived cohesion with their work group and their tendency to gossip about their leader. Employees confronted with a highly abusive supervisor had a stronger perceived cohesion (...) and engaged in less gossiping behavior when they identified more strongly with their organization. Our findings illustrate that organizational identification functions as a buffer for those confronted with an abusive supervisor. (shrink)

The aim of this study was to investigate the influence of clinical supervision on nurse’ moral decision making. The sample consisted of 15 registered nurses who took part in clinical supervision sessions. Data were obtained from interviews and analysed by a hermeneutic transformative process. The hermeneutic interpretation revealed four themes: increased self-assurance, an increased ability to support the patient, an increased ability to be in a relationship with the patient, and an increased ability to take responsibility. In conclusion, (...) it seems that clinical supervision enhances nurse’ ability to provide care on the basis of their decision making. However, the qualitative and structural aspects of clinical supervision have to be investigated further in order to develop professional insight into the way that nurses think and react. (shrink)

Group-orientated supervision is provided continually to student nurses during their education. In the supervision process it is necessary to create a relationship between the supervisor and the supervisee that is based on an ethical, trusting relationship. The aim of the study was to investigate supervisors’ (n = 18) experiences of the ethical dimensions of ongoing group-orientated supervision. An additional aim was to describe the supervisors’ values by which they are guided in supervision. Data were collected by (...) means of an open-ended questionnaire and analysed using the hermeneutic transformative process. The findings revealed the following themes: respect and responsibility; carefulness and sensitivity; reflection and confirmation; and genuineness and fairness. The values guiding the supervisors were dignity, normative ethics, privacy and confidentiality. (shrink)

Supervision in analytical psychology is a topic that until recently has been largely neglected. _Vision and Supervision_ draws on archetypal, classical, and developmental Post-Jungian theory to explore supervision from a variety of different avenues. Supervision is a critical issue for therapists in many training programmes. Quality of training and of therapeutic treatment is paramount, and increasingly the therapy profession is having to devise ways of assessing and monitoring themselves and each other. In this book, Dale Mathers and (...) his contributors emphasise a model of supervision based on parallel process, symbol formation and classical Jungian analysis rather than developmental psychology or psychoanalytic theory, to show how respect for diversity can innovate the practice of supervision. Divided into three sections, this book covers: the framework of supervision, its boundaries and ethical parameters individuation supervision in different contexts including working with organisations and multicultural perspectives. Written by experienced clinicians, _Vision and Supervision_ brings insights from analytical psychology to the supervisory task and encourages the supervisor to pay as much attention to what does not happen in a session as to what does. It offers a fresh perspective for analysts and psychotherapists alike, as well as other mental health professionals involved in the supervisory process. (shrink)

Drawing upon the unfolding model of turnover and the dual-process theory of information processing, we examined the roles which ethical leadership and abusive supervision play in the turnover process. The central conclusion of this study is that ethical leadership influences job satisfaction, which then influences intentions to quit, which then impacts job search behaviors. Conversely, abusive supervision, which is the conceptual opposite of ethical leadership, has a negative influence on job satisfaction with corresponding impacts on intentions to quit (...) and job search behavior. But, unlike ethical leadership, which does not directly lead to job search behavior, abusive supervision can also directly make people so upset that they initiate job search behaviors. Moreover, findings indicate that even low levels of abusive supervision can neutralize high levels of ethical leadership. Implications for research and practice in human resource management are discussed. (shrink)

This paper explores the ways in which postdoctoral life scientists engage in supervision work in academic institutions in Austria. Reward systems and career conditions in academic institutions in most European and other OECD countries have changed significantly during the last two decades. While an increasing focus is put on evaluating research performances, little reward is attached to excellent performances in mentoring and advising students. Postdoctoral scientists mostly inhabit fragile institutional positions and experience harsh competition, as the number of available (...) senior positions is small compared to that of young scientists striving for an academic career. To prevail in this competition, publications and mobility are key. Educational work is rarely rewarded. Nevertheless, postdocs play a key role in educating PhD students, as overburdened senior scientists often pass on practical supervision duties to their postdoctoral fellows. This paper shows how under these conditions, postdocs reframe the students they supervise as potential resources for co-authored publications. What might look like a mutually beneficial solution at a first glance, in practice implies the subordination of the values of education to the logic of production, which marginalizes spaces primarily devoted to education. The author argues that conflicts like this are indicative of broader changes in the cultural norms of science and academic citizenship, rendering community-oriented tasks such as education work less attractive to academic scientists. Since education and supervision work are central cornerstones of any functioning higher education and research system, this could have negative repercussions for the long-term development of academic institutions. (shrink)

The invisibility of nursing work has been discussed in the international literature but not in relation to learning clinical skills. Evans and Guile's (Practice‐based education: Perspectives and strategies, Rotterdam: Sense, 2012) theory of recontextualisation is used to explore the ways in which invisible or unplanned and unrecognised learning takes place as newly qualified nurses learn to delegate to and supervise the work of the healthcare assistant. In the British context, delegation and supervision are thought of as skills which are (...) learnt “on the job.” We suggest that learning “on‐the‐job” is the invisible construction of knowledge in clinical practice and that delegation is a particularly telling area of nursing practice which illustrates invisible learning. Using an ethnographic case study approach in three hospital sites in England from 2011 to 2014, we undertook participant observation, interviews with newly qualified nurses, ward managers and healthcare assistants. We discuss the invisible ways newly qualified nurses learn in the practice environment and present the invisible steps to learning which encompass the embodied, affective and social, as much as the cognitive components to learning. We argue that there is a need for greater understanding of the “invisible learning” which occurs as newly qualified nurses learn to delegate and supervise. (shrink)

The purpose of the study was to determine and assess the beliefs of primary school supervisors on supervision. Data for the survey model were gathered using the Supervision beliefs scale. In the present study, 300 primary school supervisors were contacted, using a random sampling method. According to the results obtained, it was seen that the views of primary school supervisors were generally closer to democratic supervision beliefs – yet, not perhaps at the level desired. Moreover, it was (...) determined that beliefs of primary school supervisors on supervision changed according to their educational background and seniority. (shrink)

Findings from prior research show that there is a general tendency to discipline top sales performers more leniently than poor sales performers for engaging in identical forms of unethical selling behavior. In this study, the authors attempt to uncover moderating factors that could override this general tendency and bring about more equal discipline for top sales performers and poor sales performers. Surprisingly, none were found. A company policy stating that the behavior in question was unacceptable nor a repeated pattern of (...) unethical behavior offset the general tendency to treat top sales performers more leniently than poor sales performers. In an attempt to dig deeper to find a significant moderating effect, two follow-up experiments were conducted. In the first follow-up experiment, a specific training program designed to communicate top management's desire to treat ethical matters equally based on the severity of the act had no effect on equalizing the discipline between top sales performers and poor sales performers. In the second follow-up experiment, a stronger company policy that specified a prescribed level of punishment also failed to equalize the discipline. A superior sales performance record appears to induce more lenient forms of discipline, despite the presence of other factors and managerial actions that are specifically instituted to produce more equal forms of discipline. The answer to the question posed in the article title is, "apparently very strong!". (shrink)

This article suggests that there is a relationship between successfully maintaining integrity in nursing and the practical provision of opportunities for shared reflection offered by good clinical supervision. In order to establish this case, I will first give some definitions and then proceed to consider how these ideas relate conceptually. The article makes no attempt to offer empirical research as confirmation, but provides a conceptual and moral argument making use of anecdotes for puposes of clarification and illumination. It is (...) the author’s belief that, if it is understood and implemented properly, clinical supervision offers a radical challenge to nursing’s existing culture. If nurses are interested in the survival of the profession, it is perhaps a challenge that has to be addressed. (shrink)

ZusammenfassungDas Verhältnis zwischen Ethikkonsultation und der bspw. in psychiatrischen Arbeitsfeldern und im Palliativbereich etablierten psychologischen Supervision ist bisher wenig untersucht. Dieser Vergleich und die Abgrenzung von Ethikkonsultation stellen eine Forschungslücke dar. Anhand von zwei Fallvignetten aus der Praxis von EK und PS werden unter Kontrastierung mit dem jeweils anderen Ansatz Unterschiede und Gemeinsamkeiten im methodischen und praktischen Vorgehen sowie Kriterien der Unterscheidung analysiert. Als Ergebnis wird eine systematische Gegenüberstellung präsentiert, die folgende Merkmale umfasst: 1. Ziele jedes Ansatzes, 2. Einberufung, (...) 3. Gegenstand, 4. Fokus, 5. Methode/Prozess, 6. Rolle des Beraters, 7. Ergebnisse, 8. Dokumentation, 9. Bearbeiten von Emotionen, 10. Bearbeiten ethischer Fragestellungen. Trotz Überschneidungen der beiden Arbeitsformen erscheinen EK und PS nicht wechselseitig austauschbar; eine Vermischung wird nicht empfohlen. Als Fazit werden Hinweise zur Indikationsstellung von EK oder PS gegeben; dabei spielen auch die Motivation der Teilnehmenden und die zeitnahe Verfügbarkeit der Beratungsangebote eine Rolle. (shrink)

Because resentment features prominently in work relations, supervisors should understand the nature of such emotions and how to address them. Popular wisdom’s insistence that emotions cannot be rationally assessed is mistaken. Emotions are judgments embodied in perceptions, dispositions, and “raw feels,” that reflect one’s worldview. At the core of paradigmatic resentment is the moral judgment that someone has betrayed one by unfairly rejecting one in a way that shows ill-will. Non-paradigmatic resentment is an extension of the paradigm. This paper examines (...) (part I) the logic of resentment and (part II) how supervisors can avoid and assist subordinates in processing resentment. Part III suggests that emotional change requires reconciling inconsistencies in a person’s worldview, which may require deep and widespread changes in outlook. Emotions are as logical or illogical as the people who have them. People are immune neither from criticism for their emotions nor from demands that their emotions be changed. (shrink)

In the last decades, supervised machine learning has seen the widespread growth of highly complex, non-interpretable models, of which deep neural networks are the most typical representative. Due to their complexity, these models have showed an outstanding performance in a series of tasks, as in image recognition and machine translation. Recently, though, there has been an important discussion over whether those non-interpretable models are able to provide any sort of understanding whatsoever. For some scholars, only interpretable models can provide understanding. (...) More popular, however, is the idea that understanding can come from a careful analysis of the dataset or from the model’s theoretical basis. In this paper, I wish to examine the possible forms of obtaining understanding of such non-interpretable models. Two main strategies for providing understanding are analyzed. The first involves understanding without interpretability, either through external evidence for the model’s inner functioning or through analyzing the data. The second is based on the artificial production of interpretable structures, through three main forms: post hoc models, hybrid models, and quasi-interpretable structures. Finally, I consider some of the conceptual difficulties in the attempt to create explanations for these models, and their implications for understanding. (shrink)

We build on the emerging research that shows aversive subordinate workplace behaviors are likely related to abusive supervision in the workplace. Specifically, we develop and test a moderated-mediation model outlining the process of abusive supervision based on the stressor-emotion model of counterproductive work behavior. We argue that subordinate interpersonal deviance prompts supervisor negative emotions, which then leads supervisors to engage in abusive supervision. We also argue that subordinate organizational citizenship behavior (OCB) is likely to play a crucial (...) role in predicting abusive supervision. We argue that interpersonal deviance is more likely to prompt abusive supervision through supervisor negative emotions when the magnitude of an employee’s engagement in OCB is weaker. Study 1, a time-lagged field study, tests and provides support for the relationships among our key variables (Hypotheses 1–3). Study 2, utilizing multisource field data (i.e., subordinate–supervisor dyads), replicates the results from Study 1 and provides support for the entire moderated-mediation model while controlling for tenure with supervisor, subordinate task performance, and subordinate conscientiousness. We find general support for our predictions. We conclude with a discussion of theoretical and practical implications as well as future research directions. (shrink)

Three experiments with 88 college-aged participants explored how unlabeled experiences—learning episodes in which people encounter objects without information about their category membership—influence beliefs about category structure. Participants performed a simple one-dimensional categorization task in a brief supervised learning phase, then made a large number of unsupervised categorization decisions about new items. In all three experiments, the unsupervised experience altered participants’ implicit and explicit mental category boundaries, their explicit beliefs about the most representative members of each category, and even their memory (...) for the items encountered during the supervised learning phase. These changes were influenced by both the range and frequency distribution of the unlabeled stimuli: mental category boundaries shifted toward the middle of the range and toward the trough of the bimodal distribution of unlabeled items, whereas beliefs about the most representative category members shifted toward the modes of the unlabeled distribution. One consequence of this shift in representations is a false-consensus effect (Experiment 3) where participants, despite receiving very disparate training experiences, show strong agreement in judgments about representativeness and boundary location following unsupervised category judgments. (shrink)

Recent studies of organizational behavior have witnessed a growing interest in unethical leadership, leading to the development of abusive supervision research. Given the increasing interest in the causes of abusive supervision, this study proposes an organizing framework for its antecedents and tests it using meta analysis. Based on an analysis of effect sizes drawn from 74 studies, comprising 30,063 participants, the relationship between abusive supervision and different antecedent categories are examined. The results generally support expected relationships across (...) the four categories of abusive antecedents, including: supervisor related antecedents, organization related antecedents, subordinate related antecedents, and demographic characteristics of both supervisors and subordinates. In addition, possible moderators that can also influence the relationships between abusive supervision and its antecedents are also examined. The significance and implications of different level factors in explaining abusive supervision are discussed. (shrink)

This paper draws from the turnover and emotions literatures to explore how job embeddedness, in the context of abusive supervision, can impact job frustration, citizenship withdrawal, and employee deviance. Results indicate that employees with abusive supervisors were more likely to be frustrated with their jobs and engage in more deviance behaviors. And yet, the relationship between abusive supervision and job frustration was moderated by job embeddedness such that the relationship was weaker and negative for those higher in job (...) embeddedness and stronger and positive for those lower in job embeddedness. In other words, contrary to our original predictions, individuals who were more embedded in their jobs with an abusive supervisor were actually less likely to experience job frustration or engage deviance behaviors. Important implications for management research and practice are discussed. (shrink)

Dr. Hauptman provides us with a wonderful clinical vignette, the richness of which is measured in the range of responses it can evoke. My response will be that of a career-long psychiatric educator who has served as a clinical supervisor to many residents over the years. In this role, residents like Dr. Hauptman present their clinical work and their questions. I, in turn, try to help them to learn from their patients, improve their clinical skills, and seek answers to their (...) questions. My task at the outset is to help the resident develop a differential diagnosis, a biopsychosocial formulation of the patient’s difficulty, and a treatment plan. In other words, I work with the resident to understand who... (shrink)

Tieu, Matthew The main results of the reports published on the efficacy and achievements of the Medically Supervised Injecting Centre in Kings Cross over the last decade of its operations are discussed. The reports do not provide any substantive evidence that the MSIC has achieved its objectives.