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In today's episode,  the references used are as follow:

References

Baddeley, A. (1992) Working Memory. Science, 255, 556-559.

Beck, A. T. (1964). Thinking and depression: II. Theory and therapy. Archives of General Psychiatry, 10, 561-571.

Beck, J. S. (2011). Cognitive behavior therapy: Basics and beyond. Guilford Press. 

Ellis, A (1962). Reason and Emotion in Psychotherapy. Secaucus, NJ: Citadel Press.

Evans, J.M.G., Hollon, S.D., DeRubeis, R.J., Piasecki, J.M., Grove, W.M., Garvey, M.J., et al (1992). Different relapse following cognitive therapy and pharmacology for depression. Archives of General Psychiatry, 49, 802-808.

Fernyhough, C. (1996). The dialogic mind: A dialogic approach to the higher mental functions. New Ideas in Psychology, 14, 47-62.

Freels, S. A., Richman, J.A., & Rospenda, K. M. (2005). Gender differences in the causal direction between workplace harassment and drinking. Addictive Behaviors, 30, 1454-1458.

Greenberger, D. & Padesky, C.A. (1995). Mind over Mood. New York: Guilford.

Hollon, S. D., DeRubeis, R. J., & Seligman, M. E. P. (1992). Cognitive therapy and the prevention of depression. Applied And Preventive Psychiatry, 1, 89-95.

Rospenda, K. M., Fujishiro, K., Shannon, C. A., & Richman, J. A. (2008). Workplace harassment, stress, and drinking behavior over time: Gender differences in a national sample. Addictive Behaviors, 33, 964-967. 

Rosen, H. (1988). The constructivist-development paradigm. In R.A. Dorfman (Ed), Paradigms of clinical social work, 317-355. New York: Brunner/Mazel.

Skinner, B.F. (1957). Verbal behavior. Acton, MA: Copley Publishing Group.

Townend, A. (2008). Understanding and addressing bullying in the workplace. Industrial and Commercial Training, 40, 270-273.

Weisharr, M. E. (1996). "Developments in Cognitive Therapy' in W.Dryden (ed.), Developments in Psychotherapy: Historical Perspectives. London: Sage Publication.

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In today's episode, some of the references used are as follow:

[1] Bishop, S. R., Lau, M., Shapiro, S., Carlson, L., Anderson, N. D., Carmody, J., … Devins, G. (2004). Mindfulness: A proposed operational definition. Clinical Psychology: Science and Practice, 11(3), 230–241. https://doi.org/10.1093/clipsy.bph077

[2] Jamieson, S. D., & Tuckey, M. R. (2017). Mindfulness interventions in the workplace: A critique of the current state of the literature. Journal of Occupational Health Psychology, 22(2), 180– 193. https://doi.org/10.1037/ocp0000048

[3] Michel, A., Bosch, C., & Rexroth, M. (2014). Mindfulness as a cognitive–emotional segmentation strategy: An intervention promoting work–life balance. Journal of Occupational and Organizational Psychology, 87, 733– 754.

[4] Rexroth, M., Michel, A., & Bosch, C. (2017). Promoting well-being by teaching employees how to segment their life domains: Effects of an online-based mindfulness intervention. Zeitschrift Für Arbeits- Und Organisationspsychologie, 61, 197– 212.

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

References for the research cited or mentioned in the podcast are below

• Sakulku, J., & Alexander, J. (2011). The Impostor Phenomenon. International Journal of Behavioural Science, Vol 6, NO 1, 75-97.
• Clance, P. R. (1985). The Impostor Phenomenon: Overcoming the fear that haunts your success. Georgia: Peachtree Publishers
• Harvey, J. C., & Katz, C. (1985). If I'm so successful, why do I feel like a fake? New York: Random House.
• Kolligian, J., Jr., & Sternberg, R. J. (1991). Perceived Fraudulence in young adults: Is there an ‘Imposter Syndrome’? Journal of Personality Assessment, 56(2), 308-326.
• Sonnak, C., & Towell, T. (2001). The impostor phenomenon in British university students: Relationships between self-esteem, mental health, parental rearing style and socioeconomic status. Personality and Individual Differences, 31(6), 863-874.

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested to help James in his validation study and you are based in Hong Kong, please contact James directly through the link below:

https://www.linkedin.com/in/james-morley-kirk-b244443/

References for the research cited or mentioned in the podcast are below

• Rosnow, R. L. (2001). Rumour and gossip in interpersonal interaction and beyond: A Social Exchange Perspective. In R. M. Kowalski (Ed.), Behaving badly: Aversive behaviours in interpersonal relationships (pp. 203–232). Washington, DC: APA.
• Rosnow, R. L., & Georgoudi, M. (1985). Killed by idol gossip: The psychology of small talk. In B. Rubin (Ed.), When information counts: Grading the media (pp. 59–73). Lexington, MA: Lexington Books
• Ben-Ze’ev, A. (1994). The vindication of gossip. In R. F. Goodman & A. Ben-Ze’ev (Eds.), Good gossip (pp. 11–24). Lawrence: University of Kansas Press.
• Kurland, N. B., & Pelled, L. H. (2000). Passing the word: Toward a model of gossip and power in the workplace. Academy of Management Review, 25, 428–438.
• Noon, M., and Delbridge, R. (1993). News from behind my hand: gossip in organizations. Organ. Stud. 14, 23–36. doi: 10.1177/017084069301400103
• Dunbar, R. I., Marriott, A., and Duncan, N. D. (1997). Human conversational behavior. Hum. Nat. 8, 231–246. doi: 10.1007/BF02912493
• Dunbar, R. I. (2004). Gossip in evolutionary perspective. Rev. Gen. Psychol. 8,100–110. doi: 10.1037/1089-2680.8.2.100
• Foster, E. K. (2004). Research on gossip: taxonomy, methods, and future directions. Rev. Gen. Psychol. 8, 78–99. doi: 10.1037/1089-2680.8.2.78
• Barkow, J. H. (1992). “Beneath new culture is old psychology: gossip and social stratification,” in The Adapted Mind: Evolutionary Psychology and the Generation of Culture, eds J. H. Barkow, L. Cosmides, and J. Tooby, New York, NY: Oxford University Press), 627–637.
• Davis, H., and McLeod, S. L. (2003). Why humans value sensational news: an evolutionary perspective. Evol. Hum. Behav. 24, 208–216. doi: 10.1016/S1090- 5138(03)00012-6
• Baumeister, R. F., Zhang, L. Q., and Vohs, K. D. (2004). Gossip as cultural learning. Rev. Gen. Psychol. 8, 111–121. doi: 10.1037/1089-2680.8.2.111
• Duffy, M. K., Ganster, D. C., and Pagon, M. (2002). Social undermining in the workplace. Acad. Manag. J. 45, 331–351.
• Baumeister, R. F., and Leary, M. R. (1995). The need to belong: desire for interpersonal attachments as a fundamental human motivation. Psychol. Bull. 117, 497–529. doi: 10.1037/0033-2909.117.3.497
• Ellwardt, L., Labianca, G. J., andWittek, R. (2012). Who are the objects of positive and negative gossip at work? A social network perspective on workplace gossip. Soc. Netw. 34, 193–205. doi: 10.1016/j.socnet.2011.11.003
• Aquino, K., and Thau, S. (2009). Workplace victimization: aggression from the target's perspective. Annu. Rev. Psychol. 60, 717–741. doi: 10.1146/annurev.psych.60.110707.163703
• Chandra, G., and Robinson, S. L. (2010). “They’re talking about me again: the impact of being the target of gossip on emotional distress and withdrawal,” in Paper Presented at the Annual Meeting of the Academy of Management, Boston, MA.
• Waddington, K., and Michelson, G. (2007). “Analyzing gossip to reveal and understand power relationships, political action and reaction to change inside organizations,” in Paper Presented at the 5th International Critical Management Studies Conference, Manchester.
• Bok, S. (1989). Secrets: On the Ethics of Concealment and Revelation. New York, NY: Vintage.
• Grosser, T. J., Lopez-Kidwell, V., Labianca, G., and Ellwardt, L. (2012). Hearing it through the grapevine: positive and negative workplace gossip. Organ. Dyn. 41, 52–61. doi: 10.1016/j.orgdyn.2011.12.007
• Kniffin, K. M., and Wilson, D. S. (2010). Evolutionary perspectives on workplace gossip: why and how gossip can serve groups. Group Organ. Manag. 35,150–176. doi: 10.1177/1059601109360390
• Salmansohn, K. (2016). Think happy: Instant peptalks to boost positivity. Berkeley, CA: Ten Speed Press.
• Danziger, E. (1988). Minimize office gossip. The Personnel Journal, 67, 31–35.
• Porterfield, E. (2008). Gossip can be toxic to the workplace – And your reputation. The Seattle Times. http://www.seattletimes.com/life/ lifestyle/gossip-can-be-toxic-to-the-workplace-8212-and-yourreputation/.
• Wu, L., Birtch, T. A., Chiang, F. F., & Zhang, H. (2018). Perceptions of negative workplace gossip: A self-consistency theory framework. Journal of Management, 44, 1873–1898. https://doi.org/10.1177/0149206316632057.
• Kuo, C., Chang, K., Quinton, S., Lu, C., & Lee, I. (2015). Gossip in the workplace and the implications for HR management: A study of gossip and its relationship to employee cynicism. The International Journal of Human Resource Management, 26,2288–2307. https://doi.org/10.1080/09585192.2014.985329.
• Foster, E. K. (2004). Research on gossip: Taxonomy, methods, and future directions. Review of General Psychology, 8, 78–99. https://doi.org/ 10.1037/1089-2680.8.2.78.

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For any comments and suggestions, please send them via email to [email protected] or tweet to psych_chat. Remember to subscribe to PsychChat on all good podcast platform. You can now find us on Vurbl.

Some of the research mentioned in this podcast are as follow:

1) Kets de Vries, M.F. (1998). Leadership in Organizations. INSEAD, Fontainebleau, France.  https://flora.insead.edu/fichiersti_wp/inseadwp1998/98-89.pdf

2) Zenger, J., & Folkman, J. (2020).  Research: Women are better leaders during a crisis. https://hbr.org/2020/12/research-women-are-better-leaders-during-a-crisis

3) Costa, P.T., Terracciano, A., & McCrae, R. R. (2001). Gender differences in personality traits across cultures: robust and surprising findings. Journal of Personality and Social Psychology, 81(2) 322-331. doi: 10.1037/0022-3514.81.2.322. PMID: 11519935.

4) Vianello, M., Schnabel, K., Sriram, N., & Nosek, B. (2013). Gender differences in implicit and explicit personality traits. Personality and Individual Differences 55, (994-999).

5) Del Giudice, M., Booth, T., & Irwing, P. (2012). The Distance Between Mars and Venus: Measuring Global Sex Differences in Personality. PLoS ONE, 7(1), e29265.

If you have enjoyed listening to this episode, please share this with your friends and colleagues. You can also put your reviews at Podchaser.

For any comments and suggestions, please send them via email to [email protected] or tweet to psych_chat. Remember to subscribe to PsychChat on all good podcast platform. You can now find us on Vurbl.

Some of the research discussed in this podcast as follows

Duckworth, A. L.,  Peterson, C.,  Matthews, M. D.,  & Kelly, D. R. (2007). Grit: Perseverance and Passion for Long Term Goals. Journal of Personality and Social Psychology, Vol 92, No 6, 1087-1101.

Eskries-Winkler, L., Duckwork, A. L., Shulman, E. P., & Beal, S. (2014). The grit effect: Predicting retention in the military, the workplace, school and marriage. Frontiers in Psychology, 1-30.

Von Culin, K. R., Tsukayma, E., & Duckworth, A. L. (2014). Unpacking grit: Motivational correlates of perseverance and passion for long term goals. The Journal of Positive Psychology, 9:4, 306-312.

Zissman, C., & Ganzach, Y. (2020). In a representative sample grit has a negligible effect on educational and economic success compared to intelligence. Social Psychological and Personality Science, 1-8.

Credé, M., Tynan, M. C., & Harms, P. D. (2017). Much ado about grit: A meta-analytic synthesis of the grit literature. Journal of Personality and Social Psychology, 113(3), 492–511.

https://angeladuckworth.com/qa/#faq-152

What can I use the Grit Scale for?

I created the Grit Scale so that I could study grit as a scientist.  Why? Because you cannot study what you cannot measure.

I also think this questionnaire is useful as a prompt for self-reflection. For example, some of the most effective coaches and teachers I know give this questionnaire to their players and students in order to prompt a conversation about their evolving passion and perseverance.

However, I hasten to point out that all psychological measures, including the Grit Scale, have limitations. You can fake a higher grit score without much effort, for example. Another very serious but not-so-obvious limitation of questionnaires is called “reference bias.” This distortion of scores comes from people holding different standards by which they judge behavior. So, your score not only reflects how gritty you are but also the standards to which you hold yourself. I talk about this limitation, among others, in this article on measurement which I co-authored with my friend and colleague David Yeager.

In sum, I think the Grit Scale can be used for research and for self-reflection, but its limitations make it inappropriate for many other uses, including selecting employees, admitting students to college, gauging the performance of teachers, or comparing schools or countries to each other.

I had the pleasure of recording this session with Dr Richard Mackinnon, Chartered Psychologist & Coach and  Managing Director at WorkLifePsych. He shared his insights and tips on wellbeing.

He can be contacted via 
https://www.linkedin.com/in/richardmackinnon/

If you have enjoyed listening to this episode, please share this with your friends and colleagues. For any comments and suggestions, please send them via email to [email protected] or tweet to psych_chat.

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