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Research has recently shown that imagining intergroup contact can reduce hostility toward outgroups. The present experiment explored whether imagining intergroup contact leads to more positive perceptions of outgroups differentially stereotyped on the two fundamental dimensions of social perception, namely warmth and competence. Depending on the experimental condition, participants ( N = 123) imagined either an intergroup encounter with an outgroup member rated as high (vs. low) on warmth and competence or an outdoor scene. Results showed that imagining an intergroup encounter enhances warmth and competence perception of dehumanized groups, and promotes the perception of warmth and competence of envied and paternalized groups, respectively. These findings suggest that imagined contact could promote positive intergroup relationships toward a wide range of social groups, even dehumanized groups.

ABSTRACTThirteen goal planning manual texts commonly used with care staff who work with people with mental handicaps were anslysed for their readability, human interest, and content. Their readability and human interest levels were variable, and often below those of reading materials commonly experienced by the general public. The content of the manuals is criticised for lack of real‐life practice opportunities for staff training in assessment and teaching skills, and also for the general lack of suggested procedures to monitor and maintain staff behaviour. Areas for future development of goal planning manuals are suggested. In particular, the need for empirical assessment of the effect of alternative manual formats is highlighted.

Background: Religious themes are commonly encountered in delusions and hallucinations associated with major mental disorders, and the form and content of presentation are significant in relation to both diagnosis and management. Aims: This study aimed to establish what is known about the frequency of occurrence of religious delusions (RD) and religious hallucinations (RH) and their inter-relationship. Methods: A review was undertaken of the quantitative empirical English literature on RD and RH. Results: A total of 55 relevant publications were identified. The lack of critical criteria for defining and classifying RD and RH makes comparisons between studies difficult, but prevalence clearly varies with time and place, and probably also according to personal religiosity. In particular, little is known about the content and frequency of RH and the relationship between RH and RD. Conclusion: Clearer research criteria are needed to facilitate future study of RD and RH, and more research is needed on the relationship between RD and RH.

A growing stream of theory and research suggests that overlap in team member mental models (i.e. socially constructed theories about systems and their expected behavior) has a positive influence on team processes and outcomes. In this article we argue that for self- managing work teams (SMWTs), the content of those shared mental models is also important. We begin by reviewing theory on SMWT effectiveness to determine the content of effective teamwork mental models in SMWTs. These are proposed to include: (1) psychological ownership of team processes and outcomes; (2) a need for continuous learning; and (3) a need for heedful interrelating. We then conduct content analyses of four published longitudinal studies of SMWTs to uncover the opportunities and challenges to developing and sustaining these mental models in dynamic organizations. Results suggest these mental models flourish when organizational supports back up their existence. However, since mental models are fluid and adapt to explicit and implicit messages, they weaken if shifting priorities cause organizational support to wane. Finally, the implications of our findings are discussed.