Much Ado About Nothing?

Mary Lee Smith. Sex bias in counseling and psychotherapy Bernard E. Whitley, Jr. Sex roles and psychotherapy: A current appraisal     

Much Ado About Nothing? Some Comments on B. F. Skinner's Definition of Verbal Behavior

Some have suggested that the definition of verbal behavior offered by B. F. Skinner (1957) fails to capture the essence of language insofar as it is too broad and not functional. In this paper, I argue that the ambiguities of Skinner's definition are not an indictment of it, and that suggestions to the contrary are problematic because they suffer a critical error of scientific reasoning. Specifically, I argue that (a) no clear definition of verbal behavior is possible because there is no natural distinction between verbal and nonverbal behavior; (b) attempts at an immutable definition are essentialistic; and (c) Skinner's functional taxonomy of language is in no way affected by the particulars of any definition of verbal behavior.     

On Bayne and Chalmers’ Phenomenal Unity Thesis (or: Much Ado about Nothing)

Philosophia - According to the Phenomenal Unity Thesis (“PUT”) – most prominently defended by Tim Bayne and David Chalmers – necessarily, any set of phenomenal states of a...     

Organizational Concern,Prosocial Values,or Impression Management? How Supervisors Attribute Motives to Organizational Citizenship Behavior

Although prior studies have indicated that organizational citizenship behaviors (OCBs) tend to be positively related to supervisory ratings of employee performance, only a few studies have investigated how the motives attributed to OCB (e.g., impression management, prosocial motives, organizational concern) might influence such evaluations. Based on Weiner's (1995 ) attribution model and a study of supervisors in varied industries, we found that attributions regarding employees' motives for engaging in OCB are related to supervisors' emotional reactions to such behavior, which are, in turn, related to ratings of employee performance. Implications of the study for management research and practice are discussed.     

Principles of Behavioral Assessment and Management of “Life-Threatening Behavior” in Dialectical Behavior Therapy

Dialectical behavior therapy (DBT) in its initial iteration was developed for the treatment of suicidal and self-injuring adults. As a result, the assessment and management of suicidal and nonsuicidal self-injurious (NSSI) behavior was and is central to the conduct of standard DBT. In this paper the authors describe the DBT approach to suicide risk assessment including discussion of both comprehensive and targeted suicide risk assessment and the associated documentation. In addition, it describes when and when not to conduct such assessment. Finally, this article describes management of both imminent and distant suicide risk and the application of DBT treatment strategies that can be applied in session.     

Impression managers: Nice guys or serious criminals?

High scores on measures of impression management are traditionally thought to signal dissimulation. Some have argued, however, that impression managers (IM) are as agreeable, self-controlled and interpersonally sensitive as they profess to be. We test this claim in a sample of recently incarcerated male offenders (N = 11,370) by relating attitudes and convictions to impression management scores. Data indicate that although offenders with high IM scores are less likely to project antisocial attitudes, they are more likely than those scoring low to be convicted of the most morally reprehensible crimes (homicide, sexual assault, pedophilia, and incest), and are more likely to receive longer sentences. The data suggest that high impression managers want to convey a virtuous persona, but their behavior indicates otherwise.     

Need for social approval: Impression management or self-deception?

A bogus pipeline technique was employed to separate the self- and other-deceptive components in social desirability responding and need for social approval. The self- and the other-deceptive components of social desirability responding were found to be independent of each other but to be positively and independently related to individual differences in need for approval score. Self-deceptive persons demonstrated diminished recall while other-deceptive persons exhibited enhanced recall of negatively evaluative characteristics. Such differential association with repressive and sensitizing defensive styles is discussed within the context of defensive denial and impression management conception of approval motivation.     

Do Impression Management Scales in Personality Inventories Predict Managerial Job Performance Ratings?

Theorists have argued that impression management scales should predict job performance in jobs where interpersonal interactions are important. This research examined the correlation between impression management scale scores and overall job performance as well as its component dimensions for managerial jobs (one type of job requiring considerable interpersonal interaction). First, a meta‐analysis was conducted to determine the relationship between impression management scale scores and overall managerial performance. Results indicated that the correlation was .04 (k = 17, N = 20,069) for managers. Two additional studies were conducted to investigate the relationship between impression management and specific facets or dimensions of managerial performance. In one of these two studies, the relationships between impression management scores and supervisory ratings on 24 performance facets were investigated for 826 managers. Criterion‐related validities ranged from ‐.06 to .07. In the second study, correlations of an impression management scale with ratings on 22 dimensions of performance were examined using a sample of 257 executives. The validities ranged from .01 to .11. There appears to be little evidence that impression management scales predict job performance in at least one job category where interpersonal interactions are important (management). Potential relevance of these results for understanding social desirability in personality measurement for personnel selection is discussed.     

Organizational Citizenship Behavior in Performance Evaluations: Distributive Justice or Injustice?

Purpose  

The purpose of this study was to examine employees’ reactions to the use of organizational citizenship behavior (OCB) in performance evaluations. In addition, gender differences in such reactions were examined.     

Dialectical Behavior Therapy: Does It Bring About Improvements in Affect Regulation in Individuals with Eating Disorders?

The current investigation sought to determine whether a standard outpatient dose of dialectical behavior therapy (DBT) skills training (2 h per week) coupled with standard CBT treatment would be sufficient to produce changes in affect regulation over the course of day hospitalization treatment. In an uncontrolled pre-post treatment design, 65 women diagnosed with anorexia nervosa or bulimia nervosa were assessed at the beginning of treatment and at the end of treatment on affect regulation. Findings indicated that participants demonstrated a significant improvement in their ability to regulate affect, suggesting that weekly DBT treatment may play an important role in producing changes in affect regulation. Secondary analyses on eating disorder outcomes revealed a significant increase in weight gain as well as a significant reduction in restriction, bingeing, purging and eating disordered cognitions. Findings are discussed in the context of clinical and treatment implications for those with severe eating disorders.     

The Measurement of Organizational Citizenship Behavior: Are We Assuming Too Much?

Organizational citizenship behavior (OCB) is assessed by measuring how frequently employees display extra-role and discretionary behaviors. One hundred forty-four managerial employees responded to an OCB scale and indicated the number of behaviors on the scale they believed to be formally evaluated. None of the behaviors were believed to be unevaluated by all employees. Data suggest that a typical OCB scale is not measuring citizenship behaviors for everybody, and that OCB measurement needs refinement. Best prediction of other organizational variables was obtained when both the OCB and an index of "unevaluated" behaviors were used as predictors. Supervisor fairness interacted with OCB when predicting organizational commitment, and this interaction was contingent on the extent OCBs were believed to be unevaluated.     

Artificial grammar learning in children: abstraction of rules or sensitivity to perceptual features?

We examined sensitivity to grammatical sequences of colors in an artificial grammar learning task in a sample of 120 children aged between 5 and 8 years. The aim of the experiment was to test whether the children would preferentially learn the specific salient features of the items they were exposed to or the rules that generated these items. The children were divided into two experimental groups (identical grammar but training items differing in their surface features) and a control group (random items). The results showed that regardless of age, participants learned the most frequent salient features of the items, as well as some kind of abstract relational information. However, the 8-year-olds presented a more complex result profile, with one of the experimental groups apparently developing sensitivity to grammatical rules. These results are discussed with reference to the main current models of implicit learning. Overall, the results provided more support for stimulus-specific processing models than for rule-based models.     

Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

Correctly understanding situational demands is necessary to handle social situations appropriately. Past selection research has shown that candidates who are better at identifying the targeted dimensions in an interview or an assessment center, in fact, perform better in these procedures. However, at least two different processes might be responsible for the obtained findings. First, candidates might differ in their ability to correctly interpret given cues, meaning that some candidates generate better (i.e., more accurate) ideas than others. Second, some candidates might generally reflect more upon potential demands and therefore generate more ideas concerning potentially targeted dimensions. The present study used signal detection theory to investigate to what degree these two processes are related to interview performance. The interview was administered during a selection simulation for university graduates (N = 147). Interviewees' assumptions concerning the targeted dimensions were assessed in a postinterview questionnaire in which they had to write down any hypotheses as to what a certain question was trying to assess. We found that generating better ideas was essential for candidates' interview performance and not the degree to which they generally generated ideas about targeted interview dimension.