Birth preference in women undergoing treatment for childbirth fear: A randomised controlled trial

Background

Childbirth fear is the most common underlying reason for requesting a caesarean section without medical reason. The aim of this randomised controlled study was to investigate birth preferences in women undergoing treatment for childbirth fear, and to investigate birth experience and satisfaction with the allocated treatment.

Being a desirable migrant: perception and racialisation of Icelandic migrants in Norway

In the aftermath of the financial crisis that hit Iceland in October 2008, increased numbers of Icelanders migrated to Norway to seek employment due to difficult economic circumstances in Iceland. Using critical perspectives from postcolonial studies and critical whiteness studies, the paper explores how these Icelandic migrants in Norway make sense of their new position as economic migrants within a global economy characterised by a growing sense of precariousness, while past inequalities and racism continue to matter. We also examine how these migrants are perceived in Norwegian media, and how social discourses of Icelandic migrants reflect larger Norwegian debates on racism, desirability and cultural belonging. Media discourses in Norway and interviews with Icelandic migrants reveal a hierarchy of acceptability of migrants. Icelanders are positioned as highly desirable compared to other migrant groups due to the intersection of perceived racial belonging, nationality and class. Our discussion contributes, furthermore, towards a critical analysis of the category migrant, by exploring how the term immigrant (innvandrer/innflytjandi) is used in narratives of Icelandic migrants in Norway and in Norwegian media discussions, showing the negative and racialised connotations of the term immigrant and how its understanding is linked with vulnerable positions and discrimination.     

Different Pathways from Transformational Leadership to Job Satisfaction

Transformational leaders are known to inspire and motivate their followers, thereby leading to enhanced job satisfaction. Job satisfaction is an intellectual concept regarding individuals’ attitudes toward their jobs. This study asserts that the underlying mechanisms for transformational leadership to affect employee satisfaction are trust in the community, including the leader (that is, organization) and trust in the self, namely self‐efficacy. Leadership is specifically associated with continual transformations in the higher educational context, and collectivist cultures may manifest different processes underlying the transformational leadership–satisfaction relationship. This study investigated the mediating effects of trust and self‐efficacy on the relationship between transformational leadership and job satisfaction. The study sample included academicians from a nonprofit higher education institution in Turkey. The data were analyzed using structural equation modeling. The results showed that the relationship between transformational leadership and job satisfaction is fully mediated by both trust and self‐efficacy. The mediator effect of trust was shown to be stronger than self‐efficacy, which is assumed to be the result of the cultural context. The results are discussed in the context of employee satisfaction and cultural determinants of employee satisfaction.     

Is multidimensional treatment foster care (MTFC) more effective than treatment as usual in a three-year follow-up? Results from MTFC in a Swedish setting

This study examines three-year post-baseline outcomes for a randomized controlled trial of Swedish antisocial youths who received either multidimensional treatment foster care (MTFC) or treatment as usual (TAU). Several studies in our literature review indicated that MTFC intervention is preferred to the alternative (TAU) in the USA during follow-up. Two studies (one conducted in the UK and one in Sweden) have shown indications of a washout effect between the intervention alternatives during follow-up. However, this study showed few but positive significant outcomes at follow-up for the MTFC programme in comparison to TAU. Juveniles who participated in MTFC spent fewer days in locked settings and had committed fewer violent crimes, according to the social case records. Two key features of the MTFC programme certainly merit use in general social service—namely, reducing exposure to deviant peers and increasing school participation.     

We Did Not Realize about the Gender Issues. So,We Thought It Was a Good Idea

This article explores the link between nationalism, as expressed by the Burman state and ethnic and student opposition movements, and the emergence of a multiethnic women's movement engaged in resistance activities. In focusing on women's involvement in oppositional nation-making projects, this article aims to broaden our understanding of gender and conflict by highlighting women's agency in war. Drawing on interviews carried out with founding members of the women's movement, non-state armed groups and others active in civil society, the article investigates how a gendered political consciousness arose out of dissatisfaction with women's secondary position in armed opposition groups, leading to women forming a movement, not in opposition to conflict per se but in opposition to the rejection of their militarism, in the process redefining notions of political involvement and agency. By invoking solidarity based on a gendered positioning, rather than on an ethnic identity, the women's movement resisted the dominant nation-making projects, and created a nationalism inclusive of multiethnic differences. Burmese women's multiple wartime roles thus serve to upset supposed dichotomies between militancy and peace and victim and combatant, in the process redefining the relationship between gender, nationalism and militancy.     

Der regulatorische Fokus als Führungsinstrument für eine bedürfnisorientierte und effektive Mitarbeiterkommunikation

Interaction with employees is essential for organizational leaders. If executives do not communicate well, important processes like giving feedback, setting goals or guiding change processes can nevertheless lead to resistance from subordinates when communication is received as more threatening than challenging. Conveying messages in ways that provoke challenge instead of threat appraisals can be achieved via employee-oriented communication, but this may require taking peoples’ differing motivational orientations into account. This is because motivational orientations partially determine what kind of information is motivating to us, which goals and strategies we prefer, and how we deal with changes. In this regard, Regulatory Focus Theory (Higgins 1997) compares the gain- and success-sensitive promoter with the loss- and failure-sensitive preventer. This article applies this theory to the organizational psychological context and outlines practical implications for managers. The goal of the piece is to provide managers a leadership tool that acknowledges the diversity of peoples’ motivational styles and by that revealing a need-oriented and more efficient way in communication with subordinates.     

Fuites,droit et liberté d'expression: la loi peut‐elle promouvoir les dénonciations dans l'intérêt général?

Les auteurs examinent la différence entre fuites et alertes, ou dénonciations, notamment quant à la protection de leurs initiateurs. A ce propos, ils étudient les dispositions des conventions internationales sur les droits de l'homme et la corruption, ainsi que les textes en vigueur en Allemagne, aux Etats‐Unis, en France et au Royaume‐Uni. Leurs résultats mettent en évidence la complexité et les contradictions des questions en jeu: intérêt général et intérêts individuels, commerciaux et financiers; abus de pouvoir; sécurité et confidentialité face à la communication électronique; place de l'individu dans l'application de la loi; relations d'emploi.