Doctor of Philosophy

dissertationIn prior literature, jealousy has been conceptualized as a response to a threat of losing benefits in a relationship (romantic or nonromantic) with same-sex or opposite-sex partner due to a rival's interference (Bringle, 1991; Buunk, Goor, & Solano, 2010). Despite being seemingly applicable to a wide range of situations (e.g., jealousy evoked in the organizational settings), jealousy predominantly has been studied in the context of romantic relationships. This gap in the literature is unfortunate for two reasons. First, of 278 employees surveyed from approximately 200 companies, 29% reported that they have experienced jealousy over the past year (Miner, 1990), thus suggesting that this is a prevalent phenomenon. Second, feelings of jealousy have been linked to negative outcomes, such as retribution and aggression toward both the partner and the rival (Bryson, 1991), thus highlighting the need to study conditions when these negative outcomes occur. In this dissertation, I theorize about the origins and the manifestations of jealousy in the workplace. In particular, I argue that the outcome of the process, through which people compare the benefit types they and their rival provide to the partner, serves as the precursor to jealousy. I further theorize how these benefit types vary by gender and make predictions about levels of jealousy in same- and mixed-sex triads. Finally, I speculate on the gender differences in the levels and manifestations of jealousy and propose a moderator accentuating these differences. Through three studies - hypothetical scenario, laboratory, and field - I find mixed support for my hypotheses. In general, I found that jealousy is experienced more intensely to the extent that a person's rival is the same - rather than different - gender as the person. Further, in situations when the genders of the person's rival and the person are different, male rivals elicit greater jealousy than female rivals. Finally, I found that females react to jealousy more aggressively than males, especially when they were in a working relationship with an individual who was the same - rather than the opposite - gender. I conclude by discussing these findings as well as the limitations and directions for future research

A implementação do ambulatório de triagem psicológica em um hospital universitário: um relato de experiência

Introduction: The role of psychologists in hospital settings encompasses specific characteristics that extend beyond the prevailing traditional clinical psychotherapy model, which continues to dominate public healthcare services. Given the necessity to reconsider the techniques employed in the hospital context, psychological triage emerges as a viable therapeutic intervention modality. It involves an evaluation of the psychological state of each individual, with the purpose of providing referrals and/or brief interventions. Objectives: This study aims to delineate the process of implementing this form of psychological care within an outpatient clinic at the University Hospital of the Federal University of Juiz de Fora (HU-UFJF). Experience Report: The implementation process of the triage outpatient clinic was led by two prominent psychologists from the hospital's psychology service and two psychology residents. Between March 2022 and February 2023, 117 patients were attended to, referred from various outpatient departments at HU-UFJF. With the implementation of the triage outpacientclinic, it was possible to establish a formal space to adress demands directed towards the psychology service; faster patient care; optimization of service time; greater patient adherence to psychology work; improved coordination and comprehension of the Regional Health Network (RAS). Obstacles encountered during the implementation of the outpatient clinic included patient non-compliance with scheduled appointments, underdevelopment of the mental health care network in the region, and a lack of understanding regarding the specificity of triage care. Conclusion: It is concluded that the triage outpatient clinic has achieved its objective of promoting patient reception, conducting in-depth investigations into their demands, and understanding the users' psychological situations. Consequently, it has facilitated more responsible referrals and brief interventions for specific demands.Introdução: A atuação do psicólogo no hospital possui características específicas que vão além do modelo clínico tradicional de psicoterapia, ainda hegemônico nos serviços públicos de saúde. Diante da necessidade de se repensar as técnicas utilizadas no contexto hospitalar, a triagem psicológica se apresenta como uma modalidade de intervenção terapêutica possível nesse contexto. Nela, é feita uma avaliação da situação psíquica de cada sujeito, para fins de encaminhamentos e/ou intervenções breves. Objetivos: Descrever o processo de implementação desta modalidade de atenção psicológica em um ambulatório do Hospital Universitário da Universidade Federal de Juiz de Fora (HU-UFJF). Relato de Experiência: O processo de implementação do ambulatório de triagem foi conduzido por duas psicólogas de referência do serviço de psicologia do Hospital e duas psicólogas residentes. Como entraves para a implementação do ambulatório, destaca-se o não comparecimento dos pacientes nas consultas marcadas, a falta de estruturação da rede de saúde mental na região e de compreensão acerca da especificidade do atendimento da triagem. Resultados: No período de março de 2022 a fevereiro de 2023, foram atendidos 117 pacientes, encaminhados por diferentes ambulatórios do HU-UFJF. Com a implementação do ambulatório de triagem, foi possível estabelecer um espaço formal de atendimento das demandas direcionadas ao serviço de psicologia; uma maior rapidez no atendimento aos pacientes; uma otimização do tempo de acompanhamento; uma maior adesão dos pacientes ao trabalho da psicologia; uma melhor articulação e conhecimento da Rede de Atenção à Saúde (RAS). Conclusão: Conclui-se que o ambulatório de triagem alcançou o seu objetivo de promover o acolhimento, a investigação aprofundada das demandas e a compreensão da situação psíquica do usuário, propiciando, assim, encaminhamentos mais responsáveis e intervenções breves de demandas pontuais

Male, National, and Religious Collective Narcissism Predict Sexism

Results of three cross-sectional studies indicate that sexism in Poland is associated with collective narcissism—a belief that one’s own group’s (the in-group’s) exaggerated exceptionality is not sufficiently recognized by others—with reference to three social identities: male, religious, and national. In Study 1 (n = 329), male collective narcissism was associated with sexism. This relationship was sequentially mediated by precarious manhood and traditional gender beliefs. In Study 2 (n = 877), Catholic collective narcissism predicted tolerance of violence against women (among men and women) over and above religious fundamentalism and in contrast to intrinsic religiosity. In Study 3 (n = 1070), national collective narcissism was associated with hostile sexism among men and women and with benevolent sexism more strongly among women than among men. In contrast, national in-group satisfaction—a belief that the nation is of a high value—predicted rejection of benevolent and hostile sexism among women but was positively associated with hostile and benevolent sexism among men. Among men and women collective narcissism was associated with tolerance of domestic violence against women, whereas national in-group satisfaction was associated with rejection of violence against women

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Women's relatively worse performance in negotiation is often cited as an explanation for gender differences in advancement and pay within organizations. We review key findings from the past twenty years of research on gender differences in negotiation. Women do underperform relative to men in negotiation, but only under limited circumstances, which means the performance gap is unlikely due to lesser skills on their part. The barriers between women and negotiation excellence are of three types: cognitive, motivational, and paradigmatic. Cognitive barriers stem from negative stereotypes about women's negotiating abilities. Motivational barriers stem from desire to prevent women negotiators from excelling in a masculine domain. Paradigmatic barriers stem from how negotiation is currently studied. We call for greater attention to motivational barriers and for changes to the negotiation paradigm. Women negotiators are not incompetent, and training them to negotiate more like men is not obviously the solution. In fact, women have greater concern for others than men do, and their cooperativeness elevates collective intelligence and enables ethical behavior. Under a new paradigm of negotiation, the value of these strengths could become more readily apparent. In particular, we advocate for greater attention to long-term relationships, subjective value, and relational capital, all of which may have important economic implications in real world negotiations

Status and new layout of the ATLAS pixel detector

The ATLAS pixel detector is based on a set of radiation-hard electronics chips able to resist a dose of 500 kGy. The implementation of these chips in the DMILL technology did not give the expected results. Re-design of the radiation-hard chips in Deep SubMicron technology is ongoing, but has implied a one and a half year delay in an already tight schedule. Major layout changes have therefore been necessary to allow installation of the ATLAS pixel detector at LHC start-up. This paper illustrates the status of the ATLAS pixel project, die motivations for the new layout, the way this should be implemented and the prototype fabrication and testing. (4 refs)