‘Becoming familiar with a world’: a relational view of socialization

Ethnographic data have frequently been used to examine socialization, but rarely to ground theories of socialization. This paper is an exception. Interest in indigenous representations emerging in situations involving socialization has led to the building of a relational model of socialization, which contrasts with mainstream developmental models of this phenomenon. Socialization is generally defined in terms of cultural learning, the internalization of culture or culture acquisition, that is in terms of the individual's development. The present paper defines it in terms of becoming familiar with a new ‘world’, and a series of changes affecting the structure of the relationship between the human agent and this new world. These structural changes include immersion in a world that is at first strange; subjection to the authority of this world on the basis of acceptance of this authority; and involvement in the world's everyday life structures and activities through doing.     

Robust projection indices

Loosely speaking a robust projection index is one that prefers projections involving true clusters over projections consisting of a cluster and an outlier. We introduce a mathematical definition of one-dimensional index robustness and describe a numerical experiment to measure it. We design five new indices based on measuring divergence from Student's t -distribution which are intended to be especially robust: the experiment shows that they are more robust than several established indices. The experiment also reveals more generally that the robustness of moment indices depends on the number of approximation terms, providing additional practical guidance for existing projection pursuit implementations. We investigate the theoretical properties of one new Student t -index and Hall's index and show that the new index automatically adapts its robustness to the degree of outlier contamination. We conclude by outlining the possibilities for extending our experiments to both higher dimensions and other new indices.     

Gambler’s Ruin: The Duration of Play

We study the gambler’s ruin problem with a general distribution of the payoffs in each game. Assuming the expected value of the payoff distribution is negative, so that eventual ruin occurs with probability 1, we are interested in the distribution of the duration to ruin, also known as the first-passage time distribution. A generating function for this distribution is obtained. Exact expressions for the expected value and variance of this distribution, as well as asymptotic expressions for the case of large initial wealth, are derived.     

Sparsely clustered survival data: application to the evaluation of the safety and effectiveness of medical devices

The effectiveness and safety of implantable medical devices is a critical public health concern. We consider analysis of data in which it is of interest to compare devices but some individuals may be implanted with two or more devices. Our motivating example is based on orthopedic devices, where the same individual can be implanted with as many as two devices for the same joint but on different sides of the body, referred to as bilateral cases. Different methods of analysis are considered in a simulation study and real data example, including both marginal and conditional survival models, fitting single and separate models for bilateral and non-bilateral cases, and combining estimates from these two models. The results of simulations suggest that in the context of orthopedic devices, where implants failures are rare, models fit on both bilateral and non-bilateral cases simultaneously could be quite misleading, and that combined estimates from fitting two separate models performed better under homogeneity. A real data example illustrates the issues surrounding analysis of orthopedic device data with bilateral cases. Our findings suggest that research studies of orthopedic devices should at minimum consider fitting separate models to bilateral and non-bilateral cases.     

Social model of emotional labour and client satisfaction: exploring inter- and intrapersonal characteristics of the client−provider encounter

As part of healthcare organisations’ efforts to improve client satisfaction, special attention is directed to care providers’ expression of authenticity through genuine emotional displays in care encounters. The study’s aim was to test a mediating–moderating model for predicting clients’ satisfaction. The model combined intrapersonal forces (the healthcare provider’s level of caring and emotional load) and interpersonal forces (meeting the client in a team of professionals or alone, and client?provider similarity), as predictors of emotional labour strategies, and subsequent client satisfaction. Clients’ evaluation of whether or not the emotional displays were authentic was intended to moderate the link between emotional labour and client satisfaction. The sample consisted of 103 healthcare providers’ encounters with clients’ family members, randomly selected from five nursing homes. Data were collected by validated questionnaires at three time points. Mixed linear model analyses generally supported the proposed model. Meeting a client’s family in teams, ethnic similarity, and providers’ caring and emotional load stimulated higher levels of deep acting. Meeting clients alone and less emotional load involved more surface acting. These findings offer empirical support for the social interaction explanation of emotional labour, pointing to the importance of social characteristics of the service encounter in shaping emotional labour strategies and maintaining client satisfaction.     

Motivating deference: Employees' perception of authority legitimacy as a mediator of supervisor motivating styles and employee work-related outcomes

The two studies presented here examine the extent to which perceived authority legitimacy mediates the association between supervisors' motivating styles and subordinates' work-related outcomes. From the perspective of the self-determination theory (SDT), we examined two supervisory motivating styles: the autonomy-supportive style that nurtures employees' inner motivational resources and the controlling style in which supervisors pressure their employees to behave in specific manager-directed ways. Perceived authority legitimacy was defined according to the Relational Model of Authority (RMA). The results of Study 1 (n?=?191) showed that the autonomy-supportive motivating style, but not the controlling style, was associated with employees' work satisfaction, commitment, and burnout through legitimacy. These results were replicated in Study 2 (n?=?314), even after controlling for task-autonomous and controlled motivation, and extended to other reported employee behavioral outcomes such as organizational citizenship behavior, deviant behavior, and conflicts within the workplace. Taken together, the results suggest that the effectiveness of the autonomy-supportive motivating style is partly due to its association with volitional deference to authority. The paper concludes by discussing theoretical implications of integrating SDT with RMA and the practical implications of the findings.     

Workplace bullying as predicted by non-prototypicality,group identification and norms: a self-categorisation perspective

ABSTRACT

Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n?=?572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.     

Process evaluation of a diversity training program: the value of a mixed method strategy

Patients’ health and health needs are influenced by categories of difference like sex, gender, ethnic origin and socioeconomic status (SES). To enhance awareness of this diversity among patients and to provide holistic care for them, health professionals should first be aware of the relation between dimensions of diversity and patients’ health and health demands. This paper presents a formative process evaluation of a diversity sensitivity training programme for healthcare professionals. The training was implemented in three healthcare settings (mental healthcare, nursing home and hospital care). Mixed methods were used to monitor the implementation of the training and its effects after three years. Findings demonstrate that the training stimulated participants’ awareness, knowledge and critical attitudes towards diversity. Their motivation and willingness to take action regarding diversity was also enhanced. Yet these developments were less apparent among nursing home participants who felt less satisfied and did not develop a critical perspective on this issue. Qualitative data were helpful to explain differences between the settings. By means of the combination of quantitative and qualitative data, we can conclude that individual learning was not enough to guarantee a sensitive approach to diversity at the organizational level.