Child Conduct Problems Across Home and School Contexts: a Person-Centered Approach

To examine patterns of conduct problems across the home and school context, we used latent class analysis to analyze primary caregivers’ and teachers’ ratings on the conduct problems subscale of the Strengths and Difficulties Questionnaire (Goodman Journal of Child Psychology and Psychiatry, 38, 581–586, 1997) in the Family Life Project (N?=?1,292), a prospective study of child development in rural and small town contexts. We found a similar four-class solution at 5 and 7 years of age. In decreasing prevalence, the following classes were identified: (1) low symptoms reported by both informants (low cross-context); (2) high parent-reported symptoms, low teacher-reported symptoms (home context); (3) low parent-reported symptoms, moderate teacher-reported symptoms (school context); and (4) high symptoms reported by both informants (high cross-context). Classes exhibited stability from age five to age seven: children were more likely to remain in the same class than to transition to a different class, and longitudinal stability was especially high for children in the low cross-context class at age 5. A number of child and family characteristics measured in early childhood (executive function, verbal ability, poverty-related risk, sensitive parenting, and parental depressive symptoms) were associated with class membership at age five and age seven, but were generally not associated with longitudinal transitions between classes.     

A Person-Centered Approach to Subjective Well-Being

Rooted in Diener’s (Psychol Bull 95:542–575, 1984) three-component model of subjective well-being (SWB), the present work employed a person-centered approach to studying SWB based on Shmotkin’s (Rev Gen Psychol 9:291–325, 2005) dynamic systems framework. Within-individual configurations of life satisfaction (LS), positive affect (PA), and negative affect (NA) were explored using cluster analysis. Five distinct SWB configurations replicated within and across two samples (N = 756 first-year undergraduates; N = 550 community adults). A substantial number of participants reported a profile indicative of “high SWB” (high LS, frequent PA, infrequent NA). Consistent with expectations, these individuals were characterized by elevated mental, physical, and interpersonal functioning. In contrast, people with a “low SWB” profile reported the greatest dysfunction. Across the five clusters, however, adaptive functioning was not unique to individuals reporting a high SWB profile, nor was dysfunction unique to people characterized by a low SWB configuration. Results are discussed in terms of compensation and strain processes hypothesized by Shmotkin (2005). Implications for future research on SWB are considered.

Adolescent Coping with Peer Exclusion: A Person-Centered Analog Approach

Journal of Child and Family Studies - Peer exclusion is a significant stressor that can have detrimental effects on adolescents, depending on how they cope with such exclusion. As adolescents...     

Personal and Social Facets of Job Identity: A Person-Centered Approach

Purpose

The purpose of this study was to examine ego-identity (Erikson, Psychol Issues 1:1–171, 1959; Identity, youth and crisis, Norton, New York, 1968; Marcia, J Pers Soc Psychol 3:551–558, 1966) and social identity (Tajfel and Turner, In: Austin WG, Worchel S (Eds.) The social psychology of intergroup relations. Brooks/Cole, Monterey, pp 33–47 1979; Turner et al., Rediscovering the social group: A self-categorization theory. Blackwell, Oxford, 1987) theories within the organizational literature. We adopted a person-centered approach to analyze whether employees classified in various identity statuses and identification profiles exhibited differences in job outcomes (i.e., burnout, job satisfaction, and organizational citizenship behaviors). We also analyzed interconnections among identity statuses and identification profiles.

Design/methodology/approach

Participants were 515 employees (85.4 % women) between 24 and 64 years old. They completed self-reported questionnaires assessing personal identity, social identity, and job outcomes.

Findings

Cluster analysis indicated that participants could be classified into four identity statuses (i.e., achievement, early closure, moratorium, and searching moratorium) and into four identification profiles (i.e., orthogonal combinations of high vs. low organizational and group identification, respectively). Employees classified in the various identity statuses and identification profiles reported meaningful differences on job outcomes. Further, findings highlighted significant associations between identity statuses and identification profiles, giving rise to various identity configurations associated with job outcomes.

Implications

This study highlights the importance of integrating different facets of job identity. These findings have relevant implications in terms of suggesting which dimensions of identity should be promoted in order to reduce workers’ burnout, and enhance their satisfaction and organizational citizenship behaviors.

Originality/value

This study provides evidence for integrating ego-identity and social identity theories. In doing so, it bridges developmental psychology literature on personal identity with social and organizational psychology literature on social identity, setting the basis for a comprehensive line of research.     

A Person-Centered Approach to African-American Gender Differences in Racial Ideology

This study uses a person-oriented approach to examine gender differences in the meaning of race in the lives of a sample of African-American college students. Seven hundred twenty-four self-identified African-American students from two universities completed the ideology subscales of the Multidimensional Inventory of Black Identity. Cluster analysis was used to group students into five groups with distinct patterns of responses to the ideology subscales. Results showed relatively few gender differences in cluster distribution, in separate male and female cluster solutions, or in the relationship between cluster membership and racial background and race-related behavioral outcomes. Overall, clusters did not vary in terms of SES, but did reflect the racial context of participants' upbringing and race-related choices made in college.     

Natural Leaders: Some Interlocutors Elicit Greater Convergence Across Conversations and Across Characteristics

Are there individual tendencies in convergence, such that some speakers consistently converge more than others? Similarly, are there natural “leaders,” speakers with whom others converge more? Are such tendencies consistent across different linguistic characteristics? We use the Switchboard Corpus to perform a large-scale convergence study of speakers in multiple conversations with different interlocutors, across six linguistic characteristics. Because each speaker participated in several conversations, it is possible to look for individual differences in speakers' likelihood of converging and interlocutors' likelihood of eliciting convergence. We only find evidence for individual differences by interlocutor, not by speaker: There are natural leaders of convergence, who elicit more convergence than others across characteristics and across conversations. The lack of similar evidence for speakers who converge more than others suggests that social factors have a stronger effect in mediating convergence than putative individual tendencies in producing convergence, or that such tendencies are characteristic-specific.     

Neurodevelopmental Disorders Across the Lifespan: A Neuroconstructivist Approach.

Objectives. To investigate neuropsychological and neurobehavioral outcome in children with arterial ischemic stroke (AIS).

Background. Childhood stroke can have consequences on motor, cognitive, and behavioral development. We present a cross-sectional study of neuropsychological and neurobehavioral outcome at least one year poststroke in a uniquely homogeneous sample of children who had experienced AIS.

Method. Forty-nine children with AIS aged 6 to 18 years were recruited from a specialist clinic. Neuropsychological measures of intelligence, reading comprehension, attention, and executive function were administered. A triangulation of data collection included questionnaires completed by the children, their parents, and teachers, rating behavior, executive functions, and emotions.

Key Findings. Focal neuropsychological vulnerabilities in attention (response inhibition and dual attention) and executive function were found, beyond general intellectual functioning, irrespective of hemispheric side of stroke. Difficulties with emotional and behavioral regulation were also found. Consistent with an “early plasticity” hypothesis, earlier age of stroke was associated with better performance on measures of executive function.

Conclusions. A significant proportion of children poststroke are at long-term risk of difficulties with emotional regulation, executive function, and attention. Data also suggest that executive functions are represented in widespread networks in the developing brain and are vulnerable to unilateral injury.     

A Person-Centered Approach to P-E Fit Questions Using a Multiple-Trait Model

The current study first longitudinally examines the validity of person-environment (P-E) RIASEC congruence, adopting a job analytic method to assess the environment and using P-E difference scores to compute congruence, to predict a range of intrinsic career outcomes—including job satisfaction, skill development, work involvement, and perceived stress—in a sample of 401 college seniors involved in the labor market. Second, the incremental validity of an alternative conceptualization of the P component (i.e., the Five-Factor Model of personality [FFM]) is examined over and beyond RIASEC congruence scores. Congruence across RIASEC types significantly predicted job satisfaction and skill development, but FFM traits significantly and substantially contributed to the prediction of all intrinsic career outcomes. Finally, a person-centered perspective to P-E questions is introduced, demonstrating that cluster analysis of individuals' FFM scores resulted in two clusters (i.e., internalizers/externalizers and resilients) showing very different positions on the labor market and reporting differing initial career outcomes. It is concluded that RIASEC P-E fit congruence studies should be complemented with FFM assessment to increase predictive validity. Applications of an FFM-based, person-centered approach in I/O and P-E fit research and practice are discussed.     

Creativity Profiles and the Role of Interpersonal Relationships in Primary School Pupils: A Person-Centered Approach

This study aimed to investigate the heterogeneity of creativity and the role of interpersonal relationships for creativity subgroups among primary school students. We used latent profile analysis to identify subgroups of creativity among pupils. We then used logistic regression analysis to investigate the role of teacher-student and peer relationships in these subgroups. A total of 1,047 primary school students (M_age = 10.97, SD = 0.91; 47.80% girls) completed the Chinese version of the Torrance Test of Creative Thinking Figural Form A, the Teacher-Student Relationship Scale, and peer nominations. First, the results revealed five creativity profiles for pupils in primary school: high-creativity individuals, innovators, medium-creativity individuals, adaptors, and low-creativity individuals. Heterogeneity across the five subgroups was reflected in the differing creativity levels and differences in creativity dimensions. Second, students who had better teacher-student relationships were more likely to be high-creativity individuals and innovators than low-creativity individuals. In addition, students who had higher perceived popularity tended to be high-creativity individuals, innovators, adaptors, and medium-creativity individuals than low-creativity individuals. The results of this study provide a theoretical basis and empirical support for the targeted cultivation of creativity in primary schools.     

Psychological Types of Male Evangelical Church Leaders

A sample of 57 male evangelical church leaders completed a measure of psychological type. The data demonstrated that between one-quarter and one-third (28%) displayed a preference for sensing, feeling, and judging as either ESFJ or ISFJ. This is consistent with findings from other recent studies concerned with the personality profile of clergy.     

Variability in Personality Expression Across Contexts: A Social Network Approach

The current research investigated how the contextual expression of personality differs across interpersonal relationships. Two related studies were conducted with college samples (Study 1: N = 52, 38 female; Study 2: N = 111, 72 female). Participants in each study completed a five‐factor measure of personality and constructed a social network detailing their 30 most important relationships. Participants used a brief Five‐Factor Model scale to rate their personality as they experience it when with each person in their social network. Multiple informants selected from each social network then rated the target participant's personality (Study 1: N = 227, Study 2: N = 777). Contextual personality ratings demonstrated incremental validity beyond standard global self‐report in predicting specific informants' perceptions. Variability in these contextualized personality ratings was predicted by the position of the other individuals within the social network. Across both studies, participants reported being more extraverted and neurotic, and less conscientious, with more central members of their social networks. Dyadic social network–based assessments of personality provide incremental validity in understanding personality, revealing dynamic patterns of personality variability unobservable with standard assessment techniques.     

The Role of Organizational Leaders in Sexual Orientation Equality at Organizational and Federal Levels

Purpose

This article expands the discourse of the impact of the passage of the Civil Rights Act (CRA) of 1964 to sexual orientation minorities (SOM).

Design/Methodology/Approach

We first discuss the challenges faced by SOM in the workplace. We then present a model adapted from Edelman’s “Handbook of employment discrimination research (pp. 337–352). Dordrecht, The Netherlands: Springer (2005)” theory of endogeneity of law to discuss the impact that such leaders and their supportive organizational SOM policies can have on the passage of nationwide SOM legislation. Finally, we discuss how organizational leaders’ beliefs and actions can play a major role in affecting organizational SOM policies.

Findings

We argue that the presence of organizational protective policies can facilitate the passage of federal SOM legislation by establishing and legitimizing social norms. We also highlight how beliefs about religion, morality, controllability, and occupational stereotypes contribute to prejudice and lack of support for SOM-protective organizational policies.

Implications

We discuss the importance that organizational SOM policies have on larger societal legislative issues, and outline how specific individual-level beliefs can impact organizational-level support for SOM.

Originality/Value

We take a novel approach by focusing on what organizational leaders can do to enact SOM policies that may further influence protective laws. We also draw upon neo-institutional theory to show specifically how organizations can affect legislation; a topic often ignored in organizational psychology.     

Leadership in the Organizational Context: A Conceptual Approach and its Applications1

The present research reviewed the literature on leadership, and noted the lack of a well-founded theoretical conception of leadership that would provide a general, cross-situational approach to leadership identification and develoment. Subsequently, it was suggested systems theory might be used to gain some understanding of leadership as it occurs in bureaucratic organizations. This led to the hypothesis that formal leadership activities will always be focused on the attainment of certain goals specified in the leadership role, and so will represent a form of problem-solving activity. The literature supporting this hypothesis was reviewed. The personal characteristics of a leader which would be likely to facilitate goal attainment and problem solving across situations were outlined as well as certain problem-specific processes. Finally, some implications of this approach to leadership identification and development were considered.     

When Leaders Are Seen as Transformational: The Effects of Organizational Justice1

In 2 studies, we attempted to make a first step toward integrating the literature on transformational leadership and organizational justice. We examined the extent to which justice affects perceptions of transformational leadership. We predicted that especially interactional justice should have strong effects. Study 1 was a vignette study (N = 100) in which distributive, procedural, and interactional justice were manipulated orthogonally. As expected, only interactional justice affected transformational leadership perceptions. Study 2 replicated these results in an organizational field study (N = 257). Distributive and procedural justice affected perceptions of transformational leadership, but when interactional justice was entered in the regression equation, their effects disappeared. Implications for integrating the literature on transformational leadership and organizational justice are discussed.     

A Comparison of Adult Witnesses' Suggestibility Across Various Types of Leading Questions

The current study directly compared witnesses' susceptibility to suggestion across various structures of misleading interview questions. We examined four question structures that varied on numerous dimensions; whether they narrowed the response option to yes or no, whether they included highly specific detail about the witnessed event and whether they presumed the information being suggested to be true. Susceptibility to misinformation was measured by witnesses' responses to the initial interview questions and their responses to subsequent recognition questions. Interview questions that narrowed the response option and contained specific details and questions that encouraged broader responses but presumed certain information were found to be the most harmful. Participants were more likely to agree with the misleading suggestions contained in these question structures—and more likely to falsely report those suggested details at subsequent interview—than misleading suggestions contained in other question structures. The implications are discussed. Copyright © 2011 John Wiley & Sons, Ltd.