2,898 research outputs found
South Asians in the United Kingdom and specialist services
No full textChapter one is a literature review of the psychosocial factors which influence
alcohol use in British South Asian men. Critical analysis of fourteen research articles
revealed differences between first and second-generation South Asian men. The
influence of religion, parental beliefs and acculturation were reported within the
literature to affect alcohol use. The literature highlighted the issue of stigma and lack
of awareness of services as barriers for treatment seeking. Additionally, the effect of
religious and cultural beliefs of alcohol use may also discourage support from
services.
Chapter two investigated the experiences of British South Asian women who
accessed psychological treatment within a cancer service using in-depth semistructured
interviews. Key informants participated in focus groups to gain
experiences of staff who had worked with South Asian communities. Using
Interpretative Phenomenological Analysis, the findings elicited themes which
illustrated that the South Asian women held pre-existing beliefs about psychological
services. They also described their psychological journey of cancer treatment and the
impact on their family, friends and differences between generations was reported.
Analysis of the key informants' focus group data highlighted the theme of challenges
faced by the South Asian patients and the staff. This article provided evidence for
better education and awareness for South Asian communities and staff.
Chapter three is a reflective article on the process of conducting the empirical
research. The article addressed the reasons that influenced the researcher to conduct
the study. Issues that had arisen were of the effect of 'sameness and difference'
between the researcher and participants and the impact of qualitative research
methodology and empowerment. A reflection of the impact from the interview
accounts was also discussed
Psychological perspectives on immigration and acculturation
No full textThe chapter, "Psychological perspectives on immigration and acculturation" was written by the listed authors including Stelian Medianu (Douglas College Faculty). Part of the APA Handbooks in Psychology Series. Volume 2: Group Processes.Published
APA Style Citations
No full textThe tutorial covers why it is important to use citations, elements of common source types, and how to create reference and in-text citations based on the 7th edtion APA guidelines. This tutorial can also be used a reference resource.7th Edition. This PDF is a representation of the book as it was on February 1, 2021. The online version may have been updated. For the most recent version, please visit the book url.
Yi Yulgok on the role of emotions in self-cultivation and public ethics: A Korean Neo-Confucian and comparative perspective
No full textChŏng Hagok on the Four Beginnings and the Seven Emotions: A Korean Yangming Neo-Confucian interpretation
No full textHagok Chŏng Chedu on the mind and mind cultivation (Simhak): A holistic Korean interpretation of Yangming Neo-Confucianism
No full textUmgang mit Diversität sozialer Gruppierungen : eine Betrachtung von Diversität in Organisationen aus Perspektive des Ansatzes der Sozialen Identität
No full textThe construct diversity describes the collective amount of differences among members within a social unit. The present dissertation is based on the assumption that, through engagement with diversity, people acquire an understanding of what role diversity plays in the societies, organizations, work groups, or other social units they are part of. This understanding of the role diversity plays in a given social unit provides a vantage point from which people will engage with diversity in the future. These vantage points from which people engage with diversity are the general subject matter of the present dissertation. Two main research questions are addressed in this regard: First, whether the role diversity is given in a particular context does have effects on groups and the individual members therein. Second, if such effects exist, it seeks to explore the processes and mechanisms they are based on. Both questions are addressed from different perspectives in the three main chapters of this dissertation. Chapter 5 contains two meta-analyses on the effects of diversity beliefs and diversity climates. Diversity beliefs are individual attitudes that describe the degree to which diversity is ascribed an instrumental value for achieving beneficial outcomes or avoiding detrimental ones. Diversity climates depict such a value of diversity on the group-level. Building on the social identity approach, I explain how diversity beliefs and climates can obviate diversity’s detrimental effects and foster beneficial ones. As both diversity beliefs and climates can cause such effects, they are considered together in the main analyses in the chapter. In the first part of the chapter, a meta-analysis on these moderator effects of diversity beliefs/climates is presented (k = 23). The majority of studies that addressed such effects reported significant results. The patterns of these results showed that, in general, diversity will be more positively related to beneficial outcomes the more it is valued. However, the analysis also revealed that there are at least two types of patterns of this moderation. So far, it cannot be explained which pattern will occur under what circumstances. In the second part of the chapter, a meta-analysis on the main effects of diversity beliefs/climates on beneficial outcomes is presented (k = 71). These effects did not receive much attention in the primary studies. Based on the social identity approach and the fact that diversity is a ubiquitous feature of modern organizations, I argue that they are important nonetheless. The meta-analysis revealed a significant positive main effect of diversity beliefs on beneficial outcomes (r = .25; p < .0001). However, the effect sizes varied considerably across studies. Both moderator and main effects were found across a broad array of outcomes, study designs, levels of analysis, and operationalizations of the constructs involved. They were found irrespective of whether diversity beliefs or diversity climates were considered. The heterogeneity of results in the meta-analyses suggests that there is still much to be learned about when differences in vantage points from which people engage with diversity will have an effect and about the processes that underlie these effects. Chapter 6 is, therefore, predominantly concerned with these underlying processes. Most of the previous research has treated pro-diversity beliefs and pro-similarity beliefs as opposite poles of one underlying continuum. There is, however, evidence that people can hold both types of beliefs simultaneously. Therefore, I propose that both diversity in certain aspects and similarity in other aspects can simultaneously constitute valid and valued parts of an organization’s identity, and that, hence, identifying with the organization can create two forms of solidarity among the employees: organic solidarity – based on meaningfully and synergistically interrelated differences, and mechanic solidarity – based on the common ground that all employees share. Furthermore, I propose that both forms of solidarity can coexist and that both are positively related to the quality of collaboration within the organization. Thus, organizational identification is proposed to influence quality of collaboration indirectly through both organic and mechanic solidarity. These propositions were tested with regard to the collaboration of different teams within two organizations: a German university (Study 1, N = 699) and a Taiwanese hospital (Study 2, N = 591). The results from both studies confirm the predictions. However, the relative importance of each form of solidarity varied across study contexts and across different facets of the quality of collaboration. Chapter 7 also builds on the findings from the meta-analyses and is again predominantly focussed on the processes underlying the effects of diversity beliefs and diversity climates, yet from a different angle. Previously, diversity beliefs and climates have often been discussed with regard to their potential to influence whether diversity will lead to more and deeper elaboration of information within the group. In chapter 7 a theoretical model is developed that complements these cognitive processes by addressing the emotional side of diverse groups. Central to the model is the assumption that group diversity can stimulate group members to engage with each other emotionally, resulting in higher levels of state affective empathy: an emotional state which arises from the comprehension and apprehension of fellow group members’ emotional state. State affective empathy, in turn, is known to lead to a variety of beneficial team processes that can ultimately enhance individual and group-level performance. Thus, the central proposition of the model is that the relationship between diversity and performance is mediated through state affective empathy. The other propositions in the model specify moderators that determine when diversity will indeed have this empathy-stimulating effect. Diversity beliefs and climates are considered second-order moderators that shape the relationship between diversity and empathy through their influence on the first-order moderators. In general, it is proposed that diversity is related to empathy more positively if it is valued by the group or its members. In summary, the results from the meta-analyses in chapter 5, the results from the field studies in chapter 6, and the theoretical arguments presented in chapter 7 can be interpreted such that differences in vantage points from which people engage with diversity can indeed affect groups and their members. Therefore, the first research question of the present dissertation can be answered affirmatively from three different perspectives. However, it also became clear that there is still much uncertainty about the mechanisms underlying these effects. In line with the second research question of the present dissertation, these mechanisms were examined more closely in chapter 6 and 7. The field studies in chapter 6 highlighted the role of identification as the driving force behind the effects of different vantage points on diversity. Furthermore, they also corroborate the proposition that valuing diversity and valuing similarity can be co-occurring phenomena that both influence the collaboration within the group positively. The theoretical model presented in chapter 7 opens up a new emotional way in which diversity beliefs and climates can influence whether diversity will lead to better or worse performance. In sum, therefore, also with regard to the second research question of the present dissertation, progress has been made.Diversität bezeichnet das Ausmaß an Unterschieden zwischen den Mitgliedern einer sozialen Gruppierung. Der zentrale Gegenstand der vorliegenden Arbeit ist die Art und Weise, in der sich Menschen auf die Diversität der Gruppen, zu denen sie gehören, einlassen. Im Hinblick darauf möchte ich mit dieser Dissertation zur Beantwortung zweier Fragen beitragen: Erstens, ob die Art und Weise in der Menschen Diversität begegnen einen Einfluss auf einzelne Gruppenmitglieder und Gruppen als Ganzes hat. Zweitens, sollte dies der Fall sein, welche Mechanismen diesen Effekten zugrunde liegen. Diese Fragen werden in den drei Hauptkapiteln der Arbeit von verschiedenen Blickwinkeln aus beantwortet. In Kapitel 5 wird der Forschungsstand zu den Effekten von Diversity Beliefs und Diversity Climates meta-analytisch zusammengefasst. Diversity Beliefs sind individuelle Einstellungen, die beschreiben wie sehr die Diversität einer Gruppe als wertvolle Ressource für das Erreichen der Ziele der Gruppe und der Ziele der einzelnen Mitglieder wertgeschätzt wird. Diversity Climates beschreiben diese Wertschätzung von Diversität auf Gruppenebene. Der erste Teil des Kapitels beinhaltet eine Meta-Analyse zu den Moderationseffekten von Diversity Beliefs/Climates (k = 23). Die überwiegende Mehrzahl aller Studien, die derartige Effekte berichten, finden signifikante Interaktionseffekte im Sinne der Hypothese, dass Diversität dann zu vorteilhafteren Ergebnissen führt, wenn sie von entweder einzelnen Personen oder ganzen Gruppen wertgeschätzt wird. Die Ergebnisse sind jedoch heterogen in Bezug auf die unterschiedlichen Muster dieser Moderationen. Der zweite Teil des Kapitels beinhaltet eine Meta-Analyse zu den Haupteffekten von Diversity Beliefs/Climates (k = 71). Über alle Studien hinweg zeigt sich ein mittelgroßer, positiver Zusammenhang zwischen der Wertschätzung von Diversität und vorteilhaften Ergebnissen für Individuen und Gruppen (r = .25; p < .0001). Die Effektstärken variieren jedoch beträchtlich zwischen den Studien. Sowohl die statistische Signifikanz der Moderationseffekte und deren Muster, wie auch die Stärke der Haupteffekte waren weitestgehend unabhängig von der Art der Ergebnisvariablen, den Studiendesigns, den Analyseebenen und den Operationalisierungen der beteiligten Konstrukte. Beide Formen von Effekten fanden sich in gleicher Ausprägung sowohl für Diversity Beliefs wie auch für Diversity Climates. Die Meta-Analysen zeigen, dass die Art und Weise wie Menschen sich auf Diversität einlassen in der Tat Effekte auf Gruppen und ihre Mitglieder haben kann. Allerdings deutet die Heterogenität der Befunde darauf hin, dass noch wenig darüber bekannt ist, durch welche Prozesse diese Effekte verursacht, beziehungsweise vermittelt, werden. Kapitel 6 befasst sich daher genauer mit diesen verursachenden und vermittelnden Prozessen. Es wurde postuliert, dass sowohl die Wertschätzung von Diversität wie auch von Similarität gemeinsam Bestandteile einer organisationalen Identität sein können, und dass die Identifikation mit solch einer Identität demnach zu zwei Formen von Solidarität führen kann: zu organischer Solidarität, die auf sich ergänzenden Unterschieden zwischen den Mitgliedern der Organisation aufbaut, und zu mechanischer Solidarität, die auf Gemeinsamkeiten der Mitglieder beruht. Ferner wurde postuliert, dass beide Formen von Solidarität die Kooperation in einer Organisation positiv beeinflussen. Diese Annahmen wurden in Hinblick auf die Kooperation zwischen Teams innerhalb einer deutschen Universität (Studie 1, N = 699) und innerhalb einer Universitätsklinik in Taiwan (Studie 2, N = 591) geprüft. Ingesamt sprechen die Befunde für die postulierten Zusammenhänge. Es zeigte sich allerdings auch, dass beide Formen der Solidarität in unterschiedlichen Kontexten und in Bezug auf unterschiedliche Maße für die Qualität der Kooperation einen unterschiedlich starken Einfluss haben können. Ebenfalls aufbauend auf der Heterogenität der Ergebnisse aus den Meta-Analysen, befasst sich auch Kapitel 7 mit den Prozessen, die den Effekten von Diversity Beliefs und Climates zugrunde liegen. Bislang wurden diese zumeist in Hinblick auf die Vorteile der Diversität für tiefere und reichere Informationsverarbeitung in Gruppen untersucht. In Kapitel 7 wird ein theoretisches Modell dargestellt, das zusätzlich zu diesen kognitiven Prozessen auf die emotionalen Prozesse in heterogenen Gruppen eingeht. Das zentrale Postulat des Modells besagt, dass Diversität die Gruppenmitglieder zu vermehrter Empathie für andere Gruppenmitglieder anregen kann und dass diese wiederum zu vorteilhaften Team-Prozessen führt, die letztlich die Leistung einzelner und der Gruppe verbessern. Weitere Postulate beziehen sich auf moderierende Faktoren, die bestimmen ob Diversität tatsächlich zu mehr Empathie führt. Diversity Beliefs und Climates nehmen hierbei die Rolle von Moderatoren zweiter Ordnung ein. Sie wirken vermittelt über andere Moderatoren, dergestalt dass die Beziehung zwischen Diversität und Empathie positiver wird, je mehr Diversität wertgeschätzt wird. Zusammenfassend in Hinblick auf die erste Forschungsfragestellung, legen die Ergebnisse aus den Meta-Analysen (Kapitel 5) und den beiden Feldstudien (Kapitel 6), sowie das theoretische Modell (Kapitel 7) nahe, dass die Art und Weise wie sich Menschen auf Diversität einlassen entscheidende Effekte für Gruppen und ihre Mitglieder haben kann. In Bezug auf die Prozesse, die diesen Effekten zugrunde liegen – und damit der zweiten Fragestellung – konnten ebenfalls Erkenntnisse gewonnen werden
Evaluation of a primer used to orient students and instructors to the role of a sign language interpreter in the classroom: a focus group study
No full textPlan BThe Center for Special Needs at Milwaukee Area Technical College (MATC) provides interpreting services to deaf and hard-of-hearing students enrolling in a wide range of classes and programs across the institution. A primer entitled An Interpreter in the Classroom was devised to clearly delineate the roles and responsibilities of students, interpreters, and instructors in a classroom interpreting situation. The manual was printed and found to have numerous errors and shortcomings. The purpose of this study was to develop recommendations for the revision of the primer. Fifteen potential users of the manual were recruited from MATC to attend the focus group sessions. The objectives of these focus groups were to: identify information in the current primer that was incorrect or outdated; develop suggestions for incorporating specific changes in the field of interpreting (or education as a whole) into an update
EndNote X9: Modifying APA in-text references
No full textIf EndNote detects similar references in a document, rules for "ambiguous citations" are triggered. EndNote tries to make similar references clear by adding initials or author names to in-text references. If you would rather have (2018a) and (2018b) to indicate those ambiguous citations, this video shows you how to modify the APA style. Please be aware you are changing the official APA style when doing so
Positieve gevolgen van de inwerkingtreding van de Wet op de orgaandonatie. De ervaring van de Hartkleppenbank Rotterdam
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