Differences in the neurocognitive profiles of professional and semi-professional male South African rugby union players

This study investigated possible cognitive functioning profile differences between professional and semi-professional rugby players. Seventy-nine male rugby union players (professional = 55, semi-professional = 24; age range = 19–37 years) participated in the study. The players completed a battery of neuropsychological functioning tests covering the following domains: memory tasks, attention and behavioural tasks, sensory-motor tasks, executive functioning tasks, verbal tasks, and emotion identification tasks. Results following Fisher’s exact test comparisons revealed no significant group differences in the cognitive functioning profiles.     

Health Beliefs,Religious Values,and the Counseling Process: A Comparison of Counselors and Other Mental Health Professionals

A. E. Bergin (1985) studied the religious values and beliefs of mental health professionals and the relationship of those values to the counseling process. This study replicated Bergin's research with a sample of professional counselors. Differences were found in each of 10 beliefs areas and 10 values areas between the total sample in both studies. Within-group differences revealed greater similarities between professional counselors and social workers and marriage and family therapists and greater differences between counselors and either psychologists or psychiatrists. Implications for counseling and counselor training are discussed.     

Personality profiling of South African rugby union players

This study aimed to investigate whether differences exist in the personality profiles of professional and semi-professional rugby union players. Participants were 73 male rugby players, 52 professional players and 21 semi-professional players. All participants completed the NEO Five-Factor Personality Inventory (NEO-FFI) as part of the WebNeuro Sport online assessment. An independent sample t-test showed a statistically significant difference in neuroticism between the professional and semi-professional players. The magnitude-based inference method confirmed the results of the independent sample t-test with a moderate effect. The potential practical value of these findings is that the Neuroticism scale of the Big Five personality dimensions can be used as a screening tool for indicating which players a team would want to recruit and invest time and money in since these players will most likely be capable of progressing to the top level in their sport.     

The effects of psychological contract breach on union commitment

This research investigates the relationship between psychological contract breach and union commitment among 109 union employees. As expected, psychological contract breach is positively related to commitment to the union. The results also suggest that union instrumentality moderates the relationship between psychological contract breach and union commitment. Specifically, the findings indicate that the relationship between psychological contract breach and union commitment is stronger when individuals perceive that their union is highly instrumental in protecting their rights and benefits. Implications of this study are discussed and recommendations for future research are offered.     

Human values and counseling

The author describes some of the philosophical and practical problems concerning personal values and professional ethics that counselors encounter in their work. She discusses ethical problems in counseling research and practice and points out some of the differences among various types of deliberate influence and implicit influence.     

Mobilité pendulaire : examen du dévouement et de l’épuisement émotionnel des cadres

In relation to the professional commitment and the emotional exhaustion, this research explored the differences between the national executive commuters (NEC, 349 participants) and the international executive commuters (IEC, 242 participants) through a survey questionnaire. Regarding the professional commitment and the emotional exhaustion, no statistically significant differences emerged. For the IEC, the hierarchical support was irrelevant whereas support from colleagues was essential. The hierarchical responsibility seemed to positively impact their professional commitment and to negatively affect their emotional exhaustion. The study highlighted their great professional commitment level and their low emotional exhaustion. The results suggested examining these dynamics in order to identify specific management policies.     

Types of union participators over time: Toward a person-centered and dynamic model of participation

Previous research on union participation has been disjointed, with no clear consensus on the definition and nature of participation. Additionally, few studies have examined how participation changes over time, with those that have finding mixed results regarding its stability. We propose that these mixed and inconsistent findings are due largely to past research focusing on overall levels of participation, ignoring differences in how individuals participate. To remedy this, we adopted a person-centered approach to identify different types of union participators. Using a large sample of union members, we conducted latent transition analysis and found six union participator classes: high participators, leadership participators, formal union promoters, informal union promoters, silent supporters, and non-participators. In addition, we examined how individuals changed membership across two time points (separated by 6 years), antecedents of class membership (role tenure and union commitment), and outcomes (freerider intentions and actual financial contributions to the union's political action fund). The six classes differed uniquely, in terms of the ways people participate, changes in how people participate over time, what predicted class membership, and how class membership impacts two outcomes. The current study demonstrates that person-centered approaches can both clarify previous conflicting findings within the participation literature and predict meaningful outcomes.     

Acculturation, enculturation, and Asian American college students' mental health and attitudes toward seeking professional psychological help

In the present study, we tested a theoretically and empirically derived partially indirect effects acculturation and enculturation model of Asian American college students' mental health and attitudes toward seeking professional psychological help. Latent variable path analysis with 296 self-identified Asian American college students supported the partially indirect effects model and demonstrated the ways in which behavioral acculturation, behavioral enculturation, values acculturation, values enculturation, and acculturation gap family conflict related to mental health and attitudes toward seeking professional psychological help directly and indirectly through acculturative stress. We also tested a generational status moderator hypothesis to determine whether differences in model-implied relationships emerged across U.S.- (n = 185) and foreign-born (n = 107) participants. Consistent with this hypothesis, statistically significant differences in structural coefficients emerged across generational status. Limitations, future directions for research, and counseling implications are discussed.     

The social control of behavior control: behavior modification, Individual Rights, and research ethics in America, 1971-1979

In 1971, the U.S. Senate Subcommittee on Constitutional Rights began a three-year study to investigate the federal funding of all research involving behavior modification. During this period, operant programs of behavior change, particularly those implemented in closed institutions, were subjected to specific scrutiny. In this article, I outline a number of scientific and social factors that led to this investigation and discuss the study itself. I show how behavioral scientists, both individually and through their professional organizations, responded to this public scrutiny by (1) self-consciously altering their terminology and techniques; (2) considering the need to more effectively police their professional turf; and (3) confronting issues of ethics and values in their work. Finally, I link this episode to the formation of the National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research, whose recommendations resulted in changes to the ethical regulation of federally funded human subjects research that persist to the present day.     

A comparison of the work needs,attitudes, and preferences of professional accountants at different career stages

Although the concept of career stages has played an increasingly important role in vocational psychology, little research exists on career stage differences among professionals. In the present study, a sample of male professional accountants (N = 764) at different career stages were compared with respect to their work needs, work attitudes (intrinsic and extrinsic satisfaction, organizational and professional commitment), and vocational preferences. Accountants at different stages were found to differ significantly in their needs, work attitudes, and the extent to which they fit the Conventional type in Holland's model. In particular, accountants over the age of 60, in the preretirement stage of their career, when compared to their younger counterparts, reported significantly lower levels of job satisfaction but higher levels of organizational and professional commitment, and they demonstrate weaker higher-order needs but stronger security needs.     

Sex differences in perceptions of familial and occupational roles

Women's lower achievement level in the professions is explained by the Multiple Role Negotiation perspective as resulting from the difficulty in balancing the “active” or demanding roles of wife/mother and a high level professional role. The Value Difference perspective, on the other hand, explains this differential achievement as resulting from differences in degree to which women value professional roles and their familial role, with perceptions of “demand” serving only as “excuses” to mask values. To explore the assumptions of each position three research questions are posed and 33 first-year students in a professional program are surveyed. The findings reveal that neither males nor females perceive the female familial role as the “more active” one; females, however do anticipate less career advancement, value the higher level role less, and also perceive it as a more demanding role than the lower level role.     

When believing in the union is (not) enough: The role of threat and norms in intentions to act on union legitimacy and efficacy beliefs

Three field studies conducted with academics and students examined the dynamic role of threat and normative support for a union in qualifying the relationship between union‐related legitimacy and efficacy beliefs, and union intentions. There was evidence for interplay between threat and norms in facilitating people acting in accordance with their union beliefs, and in providing the conditions where those with weaker beliefs may be mobilised. In Study 1, students' perception of threat to group interests facilitated their preparedness to act on pro‐union legitimacy and efficacy beliefs. In Study 2, among academics who perceived low threat, acting on union legitimacy and efficacy beliefs was contingent on a pro‐union norm, while those who perceived high threat were prepared to act on their union legitimacy beliefs regardless of the normative environment. Finally, in Study 3, a pro‐union norm again facilitated acting on union beliefs in a low threat condition and overcame the importance of legitimacy and efficacy beliefs in a high threat condition. In sum, this research makes a case for the importance of union strategies attending to both the framing of intergroup threat and the communication of in‐group normative support for the union.     

Adaptation and Acculturation: Experiences of Internationally Educated Social Workers

Transnational mobility of internationally educated social workers has been on the rise for the past 20 years, with little empirical study regarding their experiences of professional adaptation. This paper contextualises and presents data from a study with 15 social workers who undertook their professional education outside Canada and have migrated to Canada within the past 10 years, regarding their professional acculturation and adaptation. The analysis focuses on elements that facilitated and mitigated their professional acculturation and the resulting adaptations participants have experienced in their practice in the Canadian context. The paper's discussion outlines the importance of a stronger grounding in professional values of social work in order to facilitate professional acculturation and adaptation of internationally educated social workers.     

Becoming a teacher of RE in a world of religious diversity

The study explores the professional learning of novice teachers of Religious Education (RE) in secondary schools in England. The focus is on the impact of an enquiry‐based approach to Initial Teacher Education on the development of two cohorts (n = 35) of Post Graduate Certificate of Education Secondary RE students during a one‐year course as they work towards achieving Qualified Teacher Status; a sub‐sample are also tracked into their induction year as classroom practitioners. Their beliefs and values regarding the role of RE in the state school curriculum and the role of practice evidence, research evidence and theory in finding an approach to teaching RE are explored through an analysis of their documented enquiries and interviews. The study makes a contribution to the wider debate regarding the professional development of teachers and the role of the university in teacher education.     

UNION INVOLVEMENT IN QUALITY-OF-WORKLIFE EFFORTS: A LONGITUDINAL INVESTIGATION

The purpose of this study is to investigate potential outcomes for unions involved in joint union-management QWL efforts. Subjects (rank-and-file union members) from three different QWL efforts within one organization were identified and measured at two points in time to determine what impact a joint QWL effort would have on their perceptions of the union. Results indicate that after QWL involvement, participants perceive a higher level of union influence in job areas where unions have not traditionally been involved (i.e., implementing technological changes, helping improve service to customers). In traditional job areas (i.e., scheduling shift changes and vacations) an interaction between the perception of QWL success and union influence was noted. The findings also indicated a desire by the "silent majority" of union members to become involved in QWL efforts. Finally, the present research suggests that after QWL involvement, a majority of the rank-and-file members who perceived QWL as successful gave equal credit for the success to both union and management. The rank-and-file members who perceived QWL as unsuccessful tended to blame management for the lack of success. Implications of these findings and the need for more research in this area are discussed.     

Commonalities in Values Among Mental Health Counselors

Mental health counselors (N = 161) from Buenos Aires, Argentina, who ascribed to distinct theoretical orientations were surveyed with regard to their personal and mental health values. Although on theoretical grounds value differences among counselors professing divergent orientations seem plausible, the empirical literature has failed to support these differences. What has been supported is a sizably shared professional culture characterized by a values profile beyond theoretical orientation. This article provides further empirical input on what the values commonalities are even among counselors who profess distinct theoretical orientations and have a different national origin from prior samples. Implications for clients are discussed.     

Professional Women's Midcareer Satisfaction: Toward an Explanatory Framework

For the last two decades, professional women have entered the workforce at an unprecedented pace. Despite their labor force participation rates, numerous studies reveal that professional women face stereotyping, struggle with bias in performance appraisal, promotion, and salary, and are confronted with serious work/life tradeoffs as they climb the corporate ladder. Yet, relatively little is known about how satisfied professional women are with their careers, particularly as they move beyond entry level into midcareer. What are the critical factors that explain women's midcareer satisfaction? What factors explain differences among women in their midcareer satisfaction? Drawing on streams of research in gender and organizations, careers, sociology, and psychology, this paper begins to map out key demographic, career history, organizational, job, and stress factors proposed to explain professional women's midcareer satisfaction. Directions for future research are highlighted.

     

Reentry Experiences and Professional Developments of International Marriage and Family Therapy Graduates in Taiwan

Reentry research has received much less attention than research on cultural adjustment in a foreign country, especially in the marriage and family therapy (MFT) field in the United States. Lack of research on international students’ job experiences and professional developments during reentry does not provide further information to evaluate the quality of MFT education in the United States. This study was intended to extend the reentry literature and specifically to understand personal and professional reentry experiences and cross-cultural transformation of MFT returnees in Taiwan. Thirteen participants were interviewed, and the resulting data was analyzed using constructivist grounded theory. Analyses results demonstrated macro contextual factors that situated unique personal and professional reentry phenomena for international MFT graduate in Taiwan. The returnees strived to explore their MFT identity and interpret cross-cultural differences by developing four coping strategies (e.g., not wanting to fit in, doing what you were supposed to do or could do, processing with others, and therapists’ multicultural awareness) that were associated with three conditions, such as personal networks linking to professional networks, supervision, and training in MFT. Findings suggested that reentry adaption was varied and fitting into Taiwanese society might not be the final goal for the returnees. Training implications in the MFT field were provided based on the findings.