The Relationship between Media Portrayal of Schizophrenia and Attitudes toward Those with Schizophrenia

The aim of this study was to learn whether positive media portrayals of schizophrenia affect people’s attitudes toward individuals with schizophrenia. Fifty (50) participants viewed one of two videos—either a control video showing a documentary about koalas or a treatment clip from the television show Perception that portrays a professor with schizophrenia effectively teaching a class. After viewing the video, participants rated their attitudes toward a person with schizophrenia on a dangerousness scale as well as on cognitive and behavioral attitudes scales. The participants who watched the treatment clip rated people with schizophrenia as significantly less dangerous and had significantly more positive cognitive attitudes toward them compared to those who viewed the control video. There was no significance in behavioral attitudes between the two groups

Women\u27s Roles In Church And Community In An Urban Appalachian Neighborhood

In her 1922 Master\u27s thesis, Sue Remaley uncovered a neighborhood type in Knoxville, Tennessee that contrasts with prevailing perceptions of urban poverty. The urban poor are often described as having high numbers of female headed families, high crime and unemployment rates, and are often portrayed as black or Hispanic. Remaley discovered that many poor neighborhoods in Knoxville are composed of two-parent families, have high employment rates, live in homes they own, and are predominantly white. This thesis focuses on one such neighborhood in Knoxville, Tennessee that exhibits a strong sense of community and stability. Specifically, this research focuses on the women of this urban Appalachian neighborhood, and how their roles in the church and community foster the stability found in the neighborhood. In order to examine religiosity among the women of this neighborhood, an ethnographic approach was taken. This included structured interviews, informal interviews, and participant observation. A general questionnaire was constructed to locate church participants and to gather information on community attitudes. A group of twenty women were then selected for an additional interview based on church involvement. These women were observed in the church environment to determine what roles women have in the church. Support networks among church-going women were evaluated to determine if friendships among these women are based almost exclusively on similar religious beliefs and behaviors. Through participant observation and informal interviews it became evident that the women of this neighborhood play an important role in the maintenance of the church. Although women cannot hold cleric positions of authority, they do play important decision making roles in the missionary and social outreach work of the church in the community

A Comparative Evaluation of Listening Skills of Hearing Impaired Preschool Children Treated by the Home Auditory Program, Utah Project SKI*HI, 1972-75

The purpose of this paper was to evaluate the effectiveness of the Home Auditory Program of Project SKI*HI on the listening skills of its students during the years 1972-1975. The scores of two groups of children, as measured on the SKI*HI Listening Skills Scale were compared. The statistical evaluation indicated that: 1. Significant improvements in listening skills were demonstrated by one group of children during three to eleven months of treatment, and 2. The scores of this treated group were significantly superior to the non-treated group, despite a similarity in age and degree of hearing loss between the two groups

The combined effect of hypoxia and cold on substrate metabolism in men at rest

This study was designed to examine the acute metabolic response of men to the combined exposure to cold and hypoxia at rest. As the individual effects of both conditions have been extensively studied, our research focused on their combined effects in an effort to develop a better understanding of a lesser known topic. Eight participants (age:28.9±11.8 y; weight:80.7±11.5 kg; height:175.8±0.067 m; BMI:29±11 kg∙m⁻²) were recruited to participate in three experimental sessions for two hours on separate days. The experiment conditions included cold (C), hypoxia (H), and both cold and hypoxia combined (CH). Participants were asked to fast for 12 hours prior to beginning each experimental session. Once they arrived at the laboratory, the participants were instructed to lay in a supine position on a bed and were placed underneath a canopy for 30 minutes to measure their basal metabolic rate (BMR). Once the BMR protocol was complete, participants were then fitted with 4 wireless Electromyography (EMG) electrodes [trapezius (TR), pectoralis major (PE), rectus abdominis (RA), and rectus femoris (RF)] and were instructed to complete a maximal voluntary contraction (MVC) protocol for all four muscles. Shivering activity throughout the experimental sessions was expressed as percentage of the MVC values for each muscle group. Upon the completion of the MVC protocol, participants were asked to self-insert a rectal thermocouple, used to monitor core-body temperature throughout the sessions. Next, 11 skin thermo-sensors, using a modified Hardy and Dubois 12-point system, were applied directly to their skin, before they were finally fitted with a liquid conditioned suit. Once all initial procedures were complete, they were then transferred to an enclosed chamber to be exposed, in a random order while in a seated position, to C (FIO2=0.2093, 10°C), H (FᵢO₂=0.135 or ~2500m), or CH (10°C + FᵢO₂=0.135). Mean skin temperature significantly dropped over time during exposure in the climatic chamber from 31.9±0.9°C to 26.9±0.9°C and from 32.6±0.8°C to 26.4±1.0°C for C and C+H respectively, with no change in H, from 32.5±0.7°C to 33.1±0.7°C. Energy production (EP) responded accordingly, as it significantly increased over time from 5.8±0.6kcal·min⁻¹ to 10.6±1.9 kcal·min⁻¹ and from 6.0±0.9 kcal·min⁻¹ to 10.6±1.4 kcal·min⁻¹ for C and CH, respectively. A slight non-significant effect was observed in H, from 5.8±0.4 kcal·min⁻¹ to 6.7±0.7 kcal·min⁻¹. This effect was attributed to the seated position of the participants during exposure. The individual contributions of substrates to EP significantly differed between conditions over time, as glucose oxidation was higher during C when compared to H and CH, while lipid oxidation was higher during CH compared to C and H. To conclude, while the combination of CH did not impact energy production when compared to the other conditions, it did alter the contribution of individual substrates to energy production

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment

Proactivity directed toward the team and organization : the role of leadership, commitment and role-breadth self-efficacy

Employees' proactive behaviour is increasingly important for organizations seeking to adapt in uncertain economic environments. This study examined the link between leadership and proactive behaviour. We differentiated between organizational leadership and team leadership and proposed that transformational leadership by team leaders would enhance commitment to the team, which would predict team member proactivity. In contrast, transformational leadership by leaders of the organization would enhance commitment to the organization, which we expected to predict organization member proactivity. Transformational leadership on both levels was expected to increase employees' role-breadth self-efficacy, the confidence necessary to engage in proactive behaviour. Our results demonstrate the importance of leadership as an antecedent of proactive work behaviour and suggest that leadership at different levels influences proactivity via different mediators. Transformational team leaders seem to facilitate proactivity by increasing employees' confidence to initiate change. Transformational organizational leaders on the other hand increase proactivity by enhancing employees' commitment to the organization

Impact of childhood experiences on the development of entrepreneurial intentions

Fostering entrepreneurship and an entrepreneurial culture has become a key policy priority for governments. To encourage entrepreneurship and an entrepreneurial culture, however, there is a need to understand the factors that influence and shape individuals' intentions to start a business. This study extends models of entrepreneurial intentions by investigating the influence of various childhood-experience factors on the perceived feasibility and desirability of starting a business. A structured questionnaire was completed by over 1,000 university students and analysed using regression analysis. Results indicated that perceptions of entrepreneurship were influenced not only by parental ownership of a business, but also by a difficult childhood and frequent relocation

Energy's role in the extraversion (dis)advantage: How energy ties and task conflict help clarify the relationship between extraversion and proactive performance

This is the author accepted manuscript. The final version is available from Wiley via the DOI in this recordWhile academic and practitioner literatures have proposed that extraverts are at an advantage in team‐based work, it remains unclear exactly what that advantage might be, how extraverts attain such an advantage, and under which conditions. Theory highlighting the importance of energy in the coordination of team efforts helps to answer these questions. We propose that extraverted individuals are able to develop more energizing relationships with their teammates and as a result are seen as proactively contributing to their team. However, problems in coordination (i.e., team task conflict) can reverse this extraversion advantage. We studied 27 project‐based teams at their formation, peak performance, and after disbandment. Results suggest that when team task conflict is low, extraverts energize their teammates and are viewed by others as proactively contributing to the team. However, when team task conflict is high, extraverts develop energizing relationships with fewer of their teammates and are not viewed as proactively contributing to the team. Our findings regarding energizing relationships and team task conflict clarify why extraversion is related to proactive performance and in what way, how, and when extraverts may be at a (dis)advantage in team‐based work

Making things happen : a model of proactive motivation

Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that proactive goal (proactive goal striving). The authors identify a range of proactive goals that individuals can pursue in organizations. These vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one’s work environment, improving the organization’s internal functioning, or enhancing the organization’s strategic fit with its environment) and whether the self or situation is being changed. The authors then identify “can do,” “reason to,” and “energized to” motivational states that prompt proactive goal generation and sustain goal striving. Can do motivation arises from perceptions of self-efficacy, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons flowing from intrinsic, integrated, and identified motivation. Energized to motivation refers to activated positive affective states that prompt proactive goal processes. The authors suggest more distal antecedents, including individual differences (e.g., personality, values, knowledge and ability) as well as contextual variations in leadership, work design, and interpersonal climate, that influence the proactive motivational states and thereby boost or inhibit proactive goal processes. Finally, the authors summarize priorities for future researc