Separation-individuation and ego identity status in New Zealand university students

This study explores intrapsychic structures underlying Marcia's ego identity statuses in terms of separation-individuation patterns. It was hypothesized that achievement and moratorium adolescents would give greater evidence of intrapsychic differentiation on a projective measure of separation anxiety than would foreclosure or diffusion youths. Marcia's Ego Identity Status Interview and Hansburg's Separation Anxiety Test were administered to 80 female and 60 male volunteers at a New Zealand university. All were under 23 years of age. As predicted, high statuses showed less anxiety than secure attachment or detachment. Contrary to expectation, no differences among attachment styles appeared for low statuses. Difficulties in adapting the identity status interview to the New Zealand context may partially explain these results. A measure of intrapsychic differentiation provides a useful supplement to the identity status interview.This research was supported by a grant from the Internal Research Committee, Victoria University of Wellington. Parts of this research were presented at the Biennial Meeting of the Society for Research in Child Development, Toronto, 1985.Received Ph.D in child development from Florida State University in 1977. Current research interest is identity formation from a lifespan perspective.     

Varying Costs to Change? Institutional Change in the Public Sector

Many scholars have argued that social programs are marked by a logic of “increasing returns” that makes change difficult. Yet over the past decades, reformers across industrialized countries have introduced substantial administrative reforms in these services, even as entitlement reform remains politically difficult. This paper explains these shifts by breaking apart the logic of “increasing returns” into three distinct “costs to change”: technical, political, and expectations. Decreases in a particular type of costs produce different logics of institutional change—back end, informal, and front end—that privilege the state, professionals or private, or political actors in distinct ways. I support these claims by reexamining three cases that were considered exemplars of stability but that ultimately had major entitlement reform: health care in the United Kingdom and United States and welfare programs in the United States. I show that even before radical reforms occurred, reformers introduced distinct logics of administrative change that underpinned later changes.     

Community‐Based Organizations and Institutional Work in the Remote Rural West

The institutional landscape for public land management in the U.S. West underwent a seismic shift in the 1990s as the long‐dominant resource extraction paradigm was replaced by the ecosystem management paradigm. Here we analyze the efforts of community‐based organizations (CBOs), entities that emerged in some locations across the West to help their respective communities navigate the transition from resource extraction to environmental stewardship. Despite their formal status as civil society actors, in practice CBOs came to fill various institutional gaps by taking on roles traditionally assigned to both the state and the private sector. We use a case study approach to examine how the Hayfork, California–based Watershed Research and Training Center engages in institutional work within a setting that is at once both open and constrained, as the rural community within which it operates lacks strong state‐ or industry‐led development trajectories while remaining constrained by the legacies of past institutions.     

An analysis of data curated from 5 years of identifying human remains

An archive of 5 years of cases involving the identification of human remains was curated, collecting information on: The sample type submitted, the number of STR loci yielding interpretable results, the kinship challenge posed, and the outcome for the case. A total of 129 cases of remains ID were investigated using manual DNA extraction and recovery methods with amplification of STR markers using the Power Plex 21 multiplex STR kit from Promega Corp. In 52 cases, blood spots collected by the ME were provided as sample and in 100% of those cases, probabilities of relatedness to the reference samples was ≥99%. In 77 cases, tissue other than blood was provided as a source of DNA. These other samples were grouped categorically into long bones (femur and tibia; 40 cases), skull bones/teeth (11 cases), other bones (16 cases), and tissue (normally adherent to bone) (10 cases). Reference samples provided for cases included alleged parents or child(ren) of the victim (86 cases), alleged full siblings of the victim (38 cases), or alleged second-order relatives (five cases). The overall success rate in confirming the identity of the source of the remains in these cases was 89.2%. Our results demonstrate that a laboratory can be often successful identifying human remains using methods easily implemented in any DNA typing laboratory.     

Organisational reputation and impact on employee attitude: A case study of MTN Ghana limited and Vodafon Ghana Limited

The impact organisational reputation has on employee attitude is very crucial to the fortunes of any organisation, and employees are the fuel that runs the engine of the organisation, and it is believed that their attitude towards the organisation creates a positive performance for the organisation. This study, therefore, sought to determine organisational reputation and the impact on employee attitude by determining the contribution of employee in achieving the reputation of the organisation. The type of research design was a survey, and it relied on secondary information such as reviewing available literature and primary data through the dissemination of questionnaires. The findings suggests that employees contribute earnestly and effectively to organisations reputation, and this creates an enabling environment for creativity and growth, as employees see themselves as stakeholders who play part in the achievement of organisations reputation to the market. It was also revealed that when employees are taken for granted, they become dissatisfied and apathetic, which is likely to adversely affect organisational performance and goes a long way to drag the image of the organisation into the mud. It is recommended that employees' feelings are sought on matters that affect their lives and work, and they should work under conducive and healthy environments as this would give employees the feeling that their employers are concerned about their wellbeing, and this builds a positive attitude to work within employees who in turn work to achieve the goals of their organisation. Copyright © 2015 John Wiley & Sons, Ltd.     

Promoting Postsecondary Education in Low-Income Youth: The Moderating Role of Socio-Behavioral and Academic Skills in the Context of a Major Educational Reform

Journal of Youth and Adolescence - Governments around the world are pressed to invest in postsecondary education. However, little research exists to document whether large-scale educational reforms...     

Defining workplace bullying behaviour professional lay definitions of workplace bullying

As is commonly the case in new areas of research, workplace bullying researchers and practitioners have struggled to establish a single agreed-upon definition of this phenomenon. As a consequence, there are numerous definitions of workplace bullying currently in use around the world to investigate this serious workplace issue, to educate the workforce about this form of harassment and to assess claims involving allegations of workplace bullying. Additionally, little is known about how employees and people in general define workplace bullying behaviour, and whether current researcher, practitioner and legal definitions coincide with lay definitions of bullying. To compare researcher, practitioner and legal definitions of workplace bullying with lay definitions, the content of definitions composed by adults from diverse personal and professional backgrounds (N=1095) was analysed. Results confirmed that components commonly used by researchers and practitioners, including the occurrence of harmful and negative workplace behaviours, were frequently cited by participants as central defining components of bullying behaviour. In addition, lay definitions often included themes of fairness and respect. The emergence of these themes has important consequences for organisations responding to, and attempting to prevent the occurrence of workplace bullying behaviour in that organisations in which bullying is tolerated may violate both local laws as well as their ethical responsibility to provide employees with a safe, professional and respectful workplace.