Dialectical Behavior Therapy for Adolescents: Theory, Treatment Adaptations, and Empirical Outcomes

Dialectical behavior therapy (DBT) was originally developed for chronically suicidal adults with borderline personality disorder (BPD) and emotion dysregulation. Randomized controlled trials (RCTs) indicate DBT is associated with improvements in problem behaviors, including suicide ideation and behavior, non-suicidal self-injury (NSSI), attrition, and hospitalization. Positive outcomes with adults have prompted researchers to adapt DBT for adolescents. Given this interest in DBT for adolescents, it is important to review the theoretical rationale and the evidence base for this treatment and its adaptations. A solid theoretical foundation allows for adequate evaluation of content, structural, and developmental adaptations and provides a framework for understanding which symptoms or behaviors are expected to improve with treatment and why. We first summarize the adult DBT literature, including theory, treatment structure and content, and outcome research. Then, we review theoretical underpinnings, adaptations, and outcomes of DBT for adolescents. DBT has been adapted for adolescents with various psychiatric disorders (i.e., BPD, mood disorders, externalizing disorders, eating disorders, trichotillomania) and problem behaviors (i.e., suicide ideation and behavior, NSSI) across several settings (i.e., outpatient, day program, inpatient, residential, correctional facility). The rationale for using DBT with these adolescents rests in the common underlying dysfunction in emotion regulation among the aforementioned disorders and problem behaviors. Thus, the theoretical underpinnings of DBT suggest that this treatment is likely to be beneficial for adolescents with a broad array of emotion regulation difficulties, particularly underregulation of emotion resulting in behavioral excess. Results from open and quasi-experimental adolescent studies are promising; however, RCTs are sorely needed.     

Bridging the Distance Between Us: How Initial Responses to Sales Team Conflict Help Shape Core Selling Team Outcomes

Intra-team conflict within core selling teams can shape team outcomes. Using congruency theory, we propose how conflict responses impact the relational distance between individuals in a core selling team, creating positive/negative team outcomes. Our framework suggests managers may improve team outcomes by monitoring sales team members' responses to conflict, encouraging internal cognitive voice behaviors, and intervening in teams not using internal cognitive voice behaviors when relational or process conflict exists. Our model helps explain the paradox in which an individual who is part of a “winning” team (one achieving its team goals) may still choose to exit the team.     

Informal Support among Low-Income Mothers Post Welfare Reform:A Systematic Review

The vulnerability and instability of low-income mothers situated in a context with a weak public safety net make informal social support one of few options many low-income mothers have to meet basic needs. This systematic review examines (a) social support as an empirical construct, (b) the restricted availability of one important aspect of social support—informal perceived support, hereafter informal support—among low-income mothers, (c) the role of informal support in maternal, economic, parenting, and child outcomes, (d) the aspects of informal support that influence its effects, and (e) directions for future research. Traditional systematic review methods resulted in an appraisal of 65 articles published between January 1996 and May 2017. Findings indicated that informal support is least available among mothers most in need. Informal support provides some protection from psychological distress, economic hardship, poor parenting practices, and poor child outcomes. To promote informal support and its benefits among low-income families, future research can advance knowledge by defining the quintessential characteristics of informal support, identifying instruments to capture these characteristics, and providing the circumstances in which support can be most beneficial to maternal and child well-being. Consistent measurement and increased understanding of informal support and its nuances can inform intervention design and delivery to strengthen vulnerable mothers’ informal support perceptions thereby improving individual and family outcomes.     

Production uncertainty as a contextual moderator of employee reactions to job design.

A number of authors in the job design field have proposed production uncertainty, the degree to which a qualified incumbent faces unexpected problems in the course of job performance, as a possible moderator of the effectiveness of job design. However, empirical support for this view is limited and has not been explicitly recognized within mainstream job design theory. This study of production operators in a waste water treatment setting provides further empirical support for production uncertainty as a contextual variable influencing job design outcomes, demonstrating that the relationship between job control and affective outcomes (job satisfaction and intrinsic motivation) varies with the level of production uncertainty.     

On-line computerized career guidance

The background, rationale, and development of an on-line computerized career guidance system are presented. Special emphasis is placed on the relationship between the conceptual theory and the working design for the system.     

Providing a Rationale in an Autonomy-Supportive Way as a Strategy to Motivate Others During an Uninteresting Activity

When motivating others during uninteresting activities, people typically use extrinsic contingencies that promote controlling forms of extrinsic motivation. In contrast, we investigated a motivational strategy that could support another person's capacity to personally endorse and value the effort he or she put forth during the uninteresting activity. That strategy is the provision of an externally provided rationale when communicated in an autonomy-supportive way. In two studies, we tested and found support for a motivational mediation model, based on self-determination theory, in which the presence of such a rationale (vs. its absence) adds to participants' identification with the task's personal value which, in turn, explains participants' subsequent effort. These studies suggest that extrinsically motivated behaviors can become self-determined through the process of identification and that the promotion of this identification experience depends on the presence of a rationale that is communicated in an autonomy-supportive way.     

Career adaptability and proactive work behaviour: A relational model

Research on career adaptability has found that it helps people adapt at work. However, in modern uncertain and dynamic work environment, people need to perform proactive work behaviour to ensure individual effectiveness. Thus, to understand how career adaptability advances career development, it is necessary to examine its influences on proactive work behaviour. Adopting a relational perceptive, the current paper proposed leader-member exchange and perceived coworker support as the mediators and future work self salience as a moderator. Data were collected with a three-wave design in China. Findings largely supported the propositions, albeit showing partial mediation effects. This study extends existing understandings of the role of career adaptability at work, provides a new perspective about why it influences work-related outcomes and enriches the knowledge about the antecedents of proactive work behaviour.     

Combining scenario planning and multi-criteria decision analysis in practice

The integrated use of scenario planning and multi-criteria decision analysis (MCDA) has been advocated as a powerful combination for providing decision support in strategic decisions. Scenario planning helps decision makers in devising strategies and thinking about possible future scenarios; while MCDA can support an in-depth performance evaluation of each strategy, as well as in the design of more robust and better options. One of the frameworks proposed recently, by Goodwin & Wright, suggests the use of scenario planning with multi-attribute value theory, a mathematically simple, yet extensively researched and widely employed multi-criteria method. However, so far, such framework has been presented only using hypothetical problems. In this paper, we describe two case studies where this approach was used to support real-world strategic decisions. We discuss the challenges and limitations we encountered in applying it and suggest some possible improvements that could be made to such framework. Copyright © 2007 John Wiley & Sons, Ltd.     

How successful would a phone‐pillow be: Using dual process theory to predict the success of hybrids involving dissimilar products

Drawing on dual process theory from psycholinguistics, results reveal that, in order for respondents to develop preferences for hybrids from dissimilar categories the products underlying the hybrid need to be structurally aligned based on links between individual functions, and that these links also need to be situated in concrete consumer goals (study 1). In addition, it was found that category similarity interacts with these two factors (study 2). Specifically, prompting the potential consumer to think about structural alignment and consumer goals increased the success of hybrids made up of dissimilar products, but decreased the success of hybrids involving similar products.     

COMMUNICATION RESEARCH AND THE ATTITUDE-VERBAL REPORT-OVERT BEHAVIOR RELATIONSHIP: A CRITIQUE AND THEORETIC REFORMULATION1

Although communication theory provides a significant rationale for the relationship of messages to both attitudes and behaviors, relatively few researchers have examined systematically the effects of communication on attitude statements and related behaviors. Those studies which have assessed communication effects on both classes of behavior have yielded conflicting findings concerning verbal report-overt behavior correspondence, as well as the role of communication and mediating variables in underlying attitude-verbal report-overt act relationships. It is argued that inconclusive results have been the product of: (1) inadequate theoretical formulation of the relationship of attitudes to behaviors, and of communication to both attitudes and behaviors; (2) inadequate conceptual and operational definitions of these and other relevant variables; (3) inadequate control of factors influencing the relationships. Theoretical reformulations are suggested in each of these areas, hypotheses are offered concerning conditions for verbal report-overt behavior compliance correspondence, and a path analytic model is proposed for empirical test.     

In Praise of a Cumulative Prevention Science

Durlak and Wells (1997) provide a pivotal appraisal of prevention research on children and adolescents. Their meta-analytic approach has the advantages of reducing scientific misjudgments based on single studies, and providing a more balanced evaluation of impact of various interventions; it provides an opportunity for hypothesis finding, helps set methodological standards, allows assessment of working classifications in the field, and an evaluation of the maturity of the prevention field itself. New developmental tasks for the field include incorporating and pursuing the leads produced by these findings, conducting similar research syntheses with other populations and outcomes, and using the results as an impetus to increased operational precision and parsimony.     

Responses of Clergy to 9/11: Posttraumatic Stress, Coping, and Religious Outcomes

This study examines posttraumatic stress, religious coping, and nonreligious coping in relation to positive religious outcomes following the tragedies of 9/11. In November 2001, a mailed survey of 814 active, ordained ministers in the Presbyterian Church (U.S.A.) measured posttraumatic stress, perceived threat, coping activities, positive and negative religious coping, positive religious outcomes, and perceived congregational responses. A majority of the respondents (75 percent) experienced some posttraumatic stress symptoms, with 63 percent feeling threatened for their personal safety. Nonreligious coping behaviors included contributing money (60 percent) and displaying the flag (56 percent). Looking to God for strength, support, and guidance was the most frequently used strategy; increased prayer was second. High stress was associated with higher frequency of coping strategies, both religious and nonreligious. More frequent positive religious coping was related to less severe stress symptoms of numbness and avoidance, and higher positive religious outcomes. Although religion failed to provide protection against stress in a population of religiously dedicated individuals, it provided a pathway for positive and effective coping strategies that resulted in positive religious outcomes .     

Identity and commitment in emergency teams

This paper adopts Tajfel's social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples' behavior in organizations.     

Paradoxical Leader Behaviors: Leader Personality and Follower Outcomes

We examined leaders’ Big Five personality traits as the antecedents and followers’ in-role and innovative performance behaviors as outcomes of paradoxical leader behavior (PLB) in people management. We also examined the moderating effect of followers’ psychological capital on PLB and its relationship with followers’ outcomes. We drew on the trait theory of leadership, social learning theory, and the conservation of resources theory to derive our hypotheses. We tested our predictions with a sample of 131 managers and 609 followers. By and large, we found support for our predictions. More specifically, leaders’ traits of extraversion and openness to experience were positively related to followers’ PLB ratings. Conversely, agreeableness, conscientiousness, and neuroticism among leaders were negatively related to followers’ PLB ratings. PLB in turn was positively related to followers’ in-role and innovative performance behaviors. Followers’ psychological capital was found to moderate the relationship between PLB and followers’ in-role performance such that the relationship was stronger when followers’ psychological capital was high than when it was low. The implications of these findings were discussed.     

The Lessons of HEP: Education,Career Education,and Enrichment

Abstract linking theory and practice is often difficult. This article describes how the theory is used on project-assisted migrant students for applying cognitive knowledge to the real world of work and how it helps these workers translate global goals into concrete, obtainable steps.     

诚实的奖励:员工自我效能感、差错承认与绩效评估关系探究

犯错在组织中并不少见。但基于建立良好形象的动机,员工很少会主动承认差错。基于自我认知和信息加工理论,提出员工积极自我认知会促进差错承认,同时差错承认会向上级传递信号影响其对员工的绩效评估。通过对675名员工及其配对上级两阶段的调研,使用三明治分析方法,发现员工自我效能感正向影响差错承认;差错承认对上级评价员工任务绩效无显著影响,但会显著降低上级对员工反生产行为的评估,由此说明了差错承认的奖励。     

Career-learning space: New-dots thinking for careers education

For more than 20 years, both careers education and guidance have drawn much of their rationale from the DOTS analysis which analyses practice for coverage of decision learning (D), opportunity awareness (O), transition learning (T), and self awareness (S). Its assumptions are rooted in theory, unifying the aims of careers education and careers guidance as enabling choice. More recent theory and practice engage a wider range of thinking: they acknowledge the complexity of contemporary career planning, and accommodate interactions which occur in the social and community life of the 'choosing person'. The practical implications are for more progressive career learning, in conditions which enable 'due process' to establish viable bases for both choice and change of mind. This thinking more sharply differentiates careers education from guidance, setting out a strong rationale for the former. It does not replace DOTS, but extends it into a new-DOTS re-conceptualisation termed 'career-learning space'. The effectiveness of career learning is determined by its transferable outcomes. New-DOTS thinking resonates with the conditions for transferable learning. There are possibilities here for building a strong consensus between practice, theory and policy.     

Virtues in Participatory Design: Cooperation, Curiosity, Creativity, Empowerment and Reflexivity

In this essay several virtues are discussed that are needed in people who work in participatory design (PD). The term PD is used here to refer specifically to an approach in designing information systems with its roots in Scandinavia in the 1970s and 1980s. Through the lens of virtue ethics and based on key texts in PD, the virtues of cooperation, curiosity, creativity, empowerment and reflexivity are discussed. Cooperation helps people in PD projects to engage in cooperative curiosity and cooperative creativity. Curiosity helps them to empathize with others and their experiences, and to engage in joint learning. Creativity helps them to envision, try out and materialize ideas, and to jointly create new products and services. Empowerment helps them to share power and to enable other people to flourish. Moreover, reflexivity helps them to perceive and to modify their own thoughts, feelings and actions. In the spirit of virtue ethics—which focuses on specific people in concrete situations—several examples from one PD project are provided. Virtue ethics is likely to appeal to people in PD projects because it is practice-oriented, provides room for exploration and experimentation, and promotes professional and personal development. In closing, some ideas for practical application, for education and for further research are discussed.