Relationships among client and counselor agreement about the working alliance, session evaluations, and change in client symptoms using response surface analysis

Two studies explored how counselor and client agreement on the therapy alliance, at the beginning of treatment, influenced early session evaluations and symptom change. Unlike prior studies that operationalized alliance convergence as either a profile similarity correlation or a difference score, the present study used polynomial regression and response surface analysis to examine agreement. Study 1 explored the impact of working alliance congruence on session depth and smoothness at the 3rd session of treatment with 36 client-counselor dyads. Results revealed that session smoothness was greater when clients' and therapists' perceptions of the working alliance were in agreement and high compared with when they were in agreement and low. In addition, clients rated sessions less smooth when their ratings of the alliance were lower than their therapists' ratings of the alliance, and they rated sessions as more smooth when their ratings of the alliance were higher than their therapists' ratings of the alliance. The authors did not find a significant relationship with session depth. In Study 2, the authors explored the impact of working alliance congruence, at the 3rd session of therapy, on symptom change for 63 client-counselor dyads. Results revealed that as the therapist and client have more positive agreement on the perceived alliance at the beginning of the treatment, there is greater symptom change. The authors also found that the consequences of alliance disagreement are the same regardless of who rated the alliance higher than the other. Implications and recommendations for future research are discussed.     

When managers and their teams disagree: a longitudinal look at the consequences of differences in perceptions of organizational support

The authors argue that over time the difference between team members' perception of the organizational support received by the team (or team climate for organizational support) and their manager's perception of the organizational support received by the team has an effect on important outcomes and emergent states, such as team performance and team positive and negative affect above and beyond the main effects of climate perceptions themselves. With a longitudinal sample of 179 teams at Time 1 and 154 teams at Time 2, the authors tested their predictions using a combined polynomial regression and response surface analyses approach. The results supported the authors' predictions. When team managers and team members' perceptions of organizational support were high and in agreement, outcomes were maximized. When team managers and team members disagreed, team negative affect increased and team performance and team positive affect decreased. The negative effects of disagreement were most amplified when managers perceived that the team received higher levels of support than did the team itself.     

Signal-detection analysis of group decision making

How effectively can groups of people make yes-or-no decisions? To answer this question, we used signal-detection theory to model the behavior of groups of human participants in a visual detection task. The detection model specifies how performance depends on the group's size, the competence of the members, the correlation among members' judgments, the constraints on member interaction, and the group's decision rule. The model also allows specification of performance efficiency, which is a measure of how closely a group's performance matches the statistically optimal group. The performance of our groups was consistent with the theoretical predictions, but efficiency decreased as group size increased. This result was attributable to a decrease in the effort that members gave to their individual tasks rather than to an inefficiency in combining the information in the members' judgments.     

Dominant group members in intergroup interaction: safety or vulnerability in numbers?

An experiment examined how low- and high-prejudice dominant group members' (LPs' and HPs') reactions to intergroup contact were affected by whether they were accompanied by fellow ingroup members who exhibited prejudice-relevant behavior. Participants answered questions alone or in a group and then estimated how they were viewed by an observer who was an ingroup or an outgroup member. HPs believed that they were viewed more negatively by an outgroup member in the individual than the group condition. LPs showed the opposite effect, which led them to evaluate the outgroup member more negatively in the group condition. All participants in the group condition expected an outgroup member to exaggerate their similarity to the other ingroup members present, and LPs evaluated the other ingroup members more negatively when the observer was an outgroup member. The results suggest that intergroup attitudes guide the types of intergroup contact situations that are experienced most positively.     

Adapting to fill the void: Dynamic group coordination as a function of differing domain roles and instrumentality

In groups, member coordination is influenced by a complex set of factors including who has what knowledge (which implies who is responsible for different task domains) as well as the differing incentives associated with performing within those domains. We show that the distribution of members' expert roles interacts with the desirability of different task domains to impact member perceptions of the task, coordination, and performance. Group members who have expertise in a highly desirable domain (i.e., key experts) perceive the task differently than members who do not and report that their approach to the task is determined to a greater extent by an attention to capturing highly desirable contributions for the group than do other members. Furthermore, when a group lacks a key expert, groups divide the work involved within a highly desirable domain across multiple members. This results in the group doing well in the highly desirable domain itself, but overlooking other domains and performing poorly, overall. We discuss the theoretical implications of this research as well as its practical applications.     

Combat veterans' symptoms of PTSD and partners' distress: the role of partners' perceptions of veterans' deployment experiences

Romantic partners of combat veterans with posttraumatic stress disorder (PTSD) report elevated relationship and psychological distress. One recent study suggests that this association may be weaker when partners perceive that veterans experienced higher levels of traumatic deployment events, but such results have not yet been replicated. We replicated and extended these findings in a sample of 206 National Guard service members who deployed overseas since 2001 and their partners. We used multivariate structural equation models to explore whether partners' perceptions of service members' deployment experiences moderated the associations of severity of service members' overall PTSD and specific PTSD clusters with partners' psychological and relationship distress. The significant association of overall PTSD symptom severity with partners' distress was not moderated by partners' perceptions. When examining PTSD symptoms at the cluster level, only the numbing/withdrawal cluster was significantly associated with distress. However, this association was moderated by partners' perceptions of service members' deployment experiences, such that the associations weakened as these perceptions increased. These results are in line with research indicating that the avoidance cluster of PTSD symptoms is particularly detrimental for partners of those with PTSD. Furthermore, they indicate that such symptoms are associated with less distress in partners who perceive that service members experienced high levels of potentially traumatic deployment events. Such perceptions may be linked with external attributions for symptoms, which suggests that psychoeducation regarding the causes of PTSD and the totality of PTSD symptoms may be useful in intervening with such partners.     

Destructive and reparative transference in multiple levels of group psychotherapy

Group members are challenged to form psychologically meaningful relationships with therapists, other members, and the group as a whole. The way in which individuals perceive this challenge is based on their past experiences. Early relationships establish a perceptual frame in which fears of being hurt and concern about hurting others coexist. Balance between these two ways of generating meaning enables individuals to form relatively healthy relationships. Imbalance in this perceptual frame results in distorted perceptions and maladaptive patterns emerging as transference manifestations. Working through involves repeatedly addressing distortions as members relate to therapists, others and the group as a whole.     

Integrating the levels of person-environment fit: The roles of vocational fit and group fit

Previous research on fit has largely focused on person-organization (P-O) fit and person-job (P-J) fit. However, little research has examined the interplay of person-vocation (P-V) fit and person-group (P-G) fit with P-O fit and P-J fit in the same study. This article advances the fit literature by examining these relationships with data collected from 167 employees and their respective supervisors. As predicted, P-V fit related positively to both P-O and P-J fit, while P-O and P-J fit together fully mediated relations between P-V fit and outcome variables. Also as predicted, P-G fit moderated several relations of P-O and P-J fit with such outcome variables as in-role and extra-role performance. The article concludes with directions for future research on relations among these four different types of fit and implications for management practice.     

Intergroup retaliation and intra‐group praise gain: The effect of expected cooperation from the in‐group on intergroup vicarious retribution

Intergroup vicarious retribution is the phenomenon whereby, after an out‐group member attacks an in‐group member, a member of the victim's group retaliates against a member of the perpetrator's group. This study examined the effect of expected cooperation from the in‐group on intergroup vicarious retribution through intra‐group reputation based on praise gain and exclusion avoidance. In the experiment, we conducted a one‐on‐one match in which, after participants learned that an out‐group member (as the winner) had imposed a fine on an in‐group member (as the loser) in a previous round, winning participants were allowed to impose an arbitrary fine on the other losing out‐group member. As a result, participants imposed a larger fine on their out‐group member opponent in retaliation when they were expected by in‐group members to cooperate than when such cooperation was not expected. Furthermore, participants regarded a fine as intra‐group cooperation. Since a path analysis revealed a mediating effect of praise gain, but no mediating effect of exclusion avoidance, expected cooperation from in‐group members facilitated vicarious retribution because those involved in retribution sought praise from other in‐group members. These findings suggest that the intra‐group reputation dynamics of expected cooperation and praise gain escalate intergroup conflict.     

What Motivates People to Participate More in Community‐based Coalitions?

The purpose of this study was to identify potential opportunities for improving member participation in community-based coalitions. We hypothesized that opportunities for influence and process competence would each foster higher levels of individual member participation. We tested these hypotheses in a sample of 818 members within 79 youth-oriented coalitions. Opportunities for influence were measured as members' perceptions of an inclusive board leadership style and members' reported committee roles. Coalition process competence was measured through member perceptions of strategic board directedness and meeting effectiveness. Members reported three types of participation within meetings as well as how much time they devoted to coalition business beyond meetings. Generalized linear models accommodated clustering of individuals within coalitions. Opportunities for influence were associated with individuals' participation both within and beyond meetings. Coalition process competence was not associated with participation. These results suggest that leadership inclusivity rather than process competence may best facilitate member participation.     

Therapeutic alliance and cohesion variables as predictors of outcome in short-term group psychotherapy

The current study explored the relative ability of aggregate therapeutic alliance and cohesion variables to predict short-term group therapy outcome. Data were collected from a comparative trial of two forms of time-limited group psychotherapy for complicated grief (Piper, McCallum, Joyce, Rosie, & Ogrodniczuk, 2001). The therapeutic alliance and elements of the cohesion construct were measured from the perspectives of each patient and the group therapist at intervals during the groups; scores were aggregated across assessments. Hierarchical multiple regression analyses, adjusting for the effects of treatment approach (interpretive vs. supportive) and specific group membership, demonstrated that the patient-rated alliance was a consistent predictor of outcome. Two cohesion measures, reflecting other participants' (therapist, other members) views of the patient's "fit" with the group, also accounted for variation in outcome. Implications of the findings for research and clinical practice, and the limitations of the measurement approach taken in this study, are considered.     

LEADERSHIP TRAINING IN ORGANIZATIONAL JUSTICE TO INCREASE CITIZENSHIP BEHAVIOR WITHIN A LABOR UNION: A REPLICATION

In a replication of a quasi-experiment by Skarlicki and Latham (1996), we investigated the effect of training union leaders ( N = 25) in the administration of organizational justice principles on union members' ( N = 177) perceptions of their leaders' fairness and the members' subsequent citizenship behavior toward their union. Despite the fact that the union members were also shareholders of the company, the results were replicated. Union leader training increased members' perceptions of their leaders' fairness as well as union members' citizenship behavior directed both toward the union as an organization (OCBO) and fellow union members (OCBI). Organizational justice was found to partially mediate the effect of the training on OCBO, but not OCBI.     

The moderating and mediating role of group identification in observers' reactions to intragroup disrespect

The current research examines observer reactions to disrespectful treatment of another ingroup member by an ingroup authority. In an empirical study which identifies both the moderating and mediating role of group identification in tandem, specifically with regard to the observed intragroup disrespect, relational motives appeared to underlie subsequent observer evaluations of the group as a whole. Respondents' pre‐transgression identification with the group in which the injustice occurred moderated reactions to intragroup disrespect; only when group members identified strongly with the group did they react to more severe disrespect with worse evaluations. Group identification also mediated the impact of disrespect on subsequent reactions toward the group. Additionally, the relationship between observed disrespect severity and post‐transgression identification with the group was further mediated by perceptions of membership value in the group. Copyright © 2007 John Wiley & Sons, Ltd.     

When group members admit to being conformist: the role of relative intragroup status in conformity self-reports

Five studies examined the hypothesis that people will strategically portray the self as being more group influenced the more junior they feel within the group. Among social psychologists (Study 1), ratings of self-conformity by group members were greater when the status of the participant was low than when it was high. These effects were replicated in Studies 2, 3, and 4 in which relative intragroup status was manipulated. In Study 3, the authors found junior group members described themselves as more conformist than senior members when they were addressing an ingroup audience, but when they were addressing an outgroup audience the effect disappeared. Furthermore, junior members (but not senior members) rated themselves as more conformist when they were led to believe their responses were public than when responses were private (Study 5). The discussion focuses on the strategic processes underlying low-status group members' self-reports of group influence and the functional role of conformity in groups.     

The influence of diversity context on white men's and racial minorities' reactions to disproportionate group harm

The author examined the influence of organizational diversity management on White men's and racial minorities' perceptions of fairness when members of their identity group were disproportionately harmed in a layoff. Using a scenario design, the author studied the reactions of 284 White male and racial minority layoff survivors under 2 different diversity contexts. White men saw the layoff as less fair to their group when other White men were laid off disproportionately in an active-diversity context versus an inactive-diversity context. Racial minorities' perceptions of fairness when other minorities were laid off disproportionately were not influenced by the diversity context, but they perceived the layoff as more fair to their group in an active-diversity context when White men were laid off disproportionately. The findings suggest that during layoffs or other significant organizational changes where job insecurity is heightened, different identity groups might perceive diversity management differently.     

Social facilitation of eating novel food in tufted capuchin monkeys (Cebus apella): input provided by group members and responses affected in the observer

Learning about food palatability from watching what conspecifics eat might be one of the advantages of group living. A previous study investigated whether group members' presence or eating activity account for social facilitation of eating of foods never previously tasted. Capuchins encountered novel colored foods when (1) alone (Alone condition) or (2) with group members visible in the nearby cage (Group-present condition) or (3) with group members present and eating a familiar food that had not been colored (Group+food condition). Social facilitation of eating occurred when group members were eating, despite the difference in color between the familiar food eaten by them and the novel food presented to the experimental subject. To clarify what subjects learnt from group members when social facilitation occurred, we further analyze here the data from the previous study. The number of visual exposures to the colored novel food (as a group member) correlated with increased consumption of that novel food when encountered later (as experimental subject). In contrast, the number of times that an individual fed on the familiar food (as a group member) did not decrease its consumption of novel food (as experimental subject). Therefore, capuchins (1) habituated to the colors of the novel foods, and (2) did not take into account that seeing group members eating a food does not provide information about the palatability of a differently colored food. Since social facilitation of eating occurs when foods do not match in color, at least in capuchins, social facilitation of eating should not be considered as a way of learning about a safe diet, but rather as a way of overcoming neophobia. Accepted after revision: 18 August 2001 Electronic Publication     

The threat of moral transgression: The impact of group membership and moral opportunity

When other ingroup members behave immorally, people's motivation to maintain a moral group image may cause them to experience increased threat and act defensively in response. In the current research, we investigated people's reactions to others' misconduct and examined the effect of group membership and the possible threat‐reducing function of moral opportunity—the prospect of being able to re‐establish the group's moral image. In Study 1, students who were confronted with fellow students' plagiarism and who received an opportunity to improve their group's morality reported feeling less threatened than students who did not receive such opportunity. In Study 2, students reacted to a recent academic fraud case, which either implicated an ingroup (scholar in their own discipline) or an outgroup member (scholar in another discipline). Results indicated that participants experienced more threat when an ingroup (versus an outgroup) member had committed the moral transgression. However, as hypothesized, this was not the case when moral opportunity was provided. Hence, the threat‐reducing effect of moral opportunity was replicated. Additionally, participants generally were more defensive in response to ingroup (versus outgroup) moral failure and less defensive when moral opportunity was present (versus absent). Together, these findings suggest that the reduction of threat due to moral opportunity may generally help individuals take constructive action when the behavior of fellow group members discredits the group's moral image.     

Joining group psychotherapy: developmental considerations.

This article examines the experience of new members joining an ongoing psychotherapy group. The group's stage of development and the new member's personality development are suggested to be important variables in this significant event. The experience of joining is found to share some things in common with the beginning phase of group for the group as a whole, but also noted are some unique elements. The process of joining is viewed as a highly anxious event for the new member, with antecedents in the individual's life experience. The new member is compromised by not knowing the group members, nor their shared history, norms, and dynamics. Concurrently, the group may experience a range of fears, wishes, and anxieties about the new member. Developmental considerations for the new member and the stage of group help to inform intervention strategies.     

Abstinence and well-being among members of Alcoholics Anonymous: personal experience and social perceptions

The authors examined the subjective experience of well-being (WB) among abstinent Alcoholics Anonymous (AA) members and social perceptions of an abstinent alcoholic's WB among 3 nonalcoholic French-Canadian samples: male police officers, Catholic nuns, and university women. The short-term abstinent AA members, along with the university women, reported the lowest self-ratings of WB, whereas the Catholic nuns reported the highest. However, among the abstinent AA members, the level of WB was positively related to the length of abstention. The 3 nonalcoholic groups evaluated an abstinent AA member more positively than a nonabstinent alcoholic. These evaluations of an abstinent AA member converged with the AA members' self-evaluations on the measure of WB.     

Deviant but desirable: Group variability and evaluation of atypical group members

Two studies investigated how group variability affects reactions to atypical group members. In Study 1 (N = 65) we manipulated group variability and found that an atypical group member was evaluated more positively when the group was heterogeneous than when the group was homogeneous. In Study 2 (N = 276) we also manipulated group value and found a significant interaction whereby an atypical group member was evaluated more positively when the group was homogeneous and group members valued heterogeneity, but was evaluated more negatively when the group was heterogeneous and group members valued homogeneity. The results suggest that deviant or atypical members will not inevitably be rejected by the group, but rather that reactions to deviance are shaped and guided by the dynamic relationship between how the group is perceived by its members and their ideological beliefs about what is good for the group.