Attitudes toward posthumous organ donation and commitment to donate

The medical need for human organs suitable for use as transplants far exceed the supply, and is growing. More favorable attitudes about organ donation would increase people's willingness to sign posthumous donation pledges. But effective educational programs require information about the public's present views. Verbal attitude scales were constructed and administered to 110 adults, resulting in reliable measurement of two independent dimensions, prodonation and antidonation (r = .003). Cluster analysis of the instrument revealed that the positive dimension involves belief in the humanitarian benefits of organ donation and feelings of pride experienced by the donor. The negative dimension reflects fears of body mutilation and of receiving inadequate medical treatment when one's life is at risk. Pro and anti scores in combination predicted willingness to sign a donor card. A 2 X 2 analysis of variance (High-Low Positive X High-Low Negative) revealed significant main effects for both positive and negative attitude. Also, a significant interaction effect was obtained. Those subjects who had both strong positive attitudes and weak negative attitudes were especially willing to sign donor cards. Suggestions for designing educational campaigns to promote organ donation are offered.     

Influencing organizational commitment through office redesign

Prior research on the effects of office redesign on work-related outcomes has been largely atheoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is mediated by employee perceptions of the broader work environment. This conceptual model is tested using 121 financial services employees who experience office redesign and 136 who do not. Results indicate that perceptions of innovation and collaboration mediate the effects of office redesign over and above negative personal reactions such that affective organizational commitment is enhanced among those experiencing reconfigured offices. Findings provide support for an expanded rendition of social interference theory that provides for favorable (as well as unfavorable) employee reactions to office redesign. Such a theoretical explanation is asserted to increase understanding of how the physical environment influences employee attitudes.     

Asian Australian acculturation and attitudes toward seeking professional psychological help

Research with 112 Asian Australian university students found that adherence to Asian cultural values inversely predicted attitudes toward seeking professional psychological help. Students completed demographic questions, the Asian Values Scale, the Suinn – Lew Asian Self‐Identity Scale, (which is a measure of acculturation), and the Attitudes Toward Seeking Professional Psychological Help Scale. There was a significant positive relationship between the Asian Australian students' level of behavioural acculturation and their attitudes toward seeking professional psychological help. Significant differences were found between male and female participants in their attitudes, with female participants indicating greater willingness to seek help. Results also demonstrated a significant difference in gender on acculturation level as well as a significant difference in generational status and acculturation level.     

Reclaiming professional identity through postgraduate professional development: careers practitioners reclaiming their professional selves

Careers advisers in the UK have experienced significant change and upheaval within their professional practice. This research explores the role of postgraduate-level professional development in contributing to professional identity. The research utilises a case study approach and adopts multiple tools to provide an in-depth examination of practitioners' perceptions of themselves as professionals within their lived world experience. It presents a group of practitioners struggling to define themselves as professionals due to changing occupational nomenclature resulting from shifting government policy. Postgraduate professional development generated a perceived enhancement in professional identity through exposure to theory, policy and opportunities for reflection, thus contributing to more confident and empowered practitioners. Engagement with study facilitated development of confident, empowered practitioners with a strengthened sense of professional self.     

Enhancing professional performance through organizational change

Transferring the technology derived from research into the routine operation of professionals serving developmentally disabled clients may present a challenge. Assuming this is due in part to the contingencies operating within the system, methods need to be sought to alter the way they are arranged. Performance management (PM) lends itself to this type of organizational change. In the present case example, the management of psychological services at an institution for developmentally disabled people was reorganized to incorporate the key elements of PM: Selecting contextually relevant and appropriate goals (i.e., consonant with the state, institution, departmental, unit and individual client objectives), devising and applying measures of relevant performances, and intervening with feedback, reinforcement and goal setting while evaluating ongoing change. The self-selection and completion of goals among the 40 professionals participating in 4 groups was supported by biweekly review and reinforcement sessions plus occasional delivery of extrinsic rewards. Professionals increased the number of goals they reported accomplishing and the number they planned to achieve gradually began to match more closely the number reported accomplished. Results were sufficiently promising to encourage future functional analyses of such an organizational operation as well as of the components that might contribute most heavily to its success.     

United States and Japanese college students' attitudes toward seeking professional psychological help

The purpose of the study was to find how nationality, sex, and past experience of seeking professional psychological services are related to attitudes toward seeking professional psychological help. Three hundred Japanese college students and 300 US college students responded to the Attitudes Toward Seeking Professional Psychological Help (ATSPPH) questionnaire. The ATSPPH consists of four subscales: Need (recognition of need), Stigma Tolerance (the degree of tolerance against stigma associated with help‐seeking action), Openness (interpersonal openness), and Confidence (confidence in mental health professionals). As predicted, past experience of seeking professional psychological service and sex were important predictor variables of performance on the ATSPPH scales. Those who had past experience of seeking professional psychological help had more favourable attitudes toward seeking professional psychological help than those who never consulted psychological professionals. Similarly, in testing the past experience separately with the two nation groups, past experience with seeking professional psychological services was found to be a predictor of the overall attitudes toward seeking professional psychological help among Japanese and US participants. Furthermore, Japanese participants with past experience also showed greater recognition of need for professional psychological help and confidence in psychological health professions than Japanese without past experience. The degree of stigma tolerance associated with help‐seeking behaviour and the tendency of interpersonal openness, however, did not differ between Japanese participants with and without the past experience of seeking professional psychological services. The same results were also found among the US participants. In terms of sex as a predictor variable, females tended to have more positive attitudes toward seeking professional psychological help than males. There was a significant nationality by sex interaction effect. US females had significantly more favourable attitudes than the other three groups, indicating that there was sex difference in help‐seeking attitudes in the US group, but not in the Japanese group. If the sex variable is ignored, Japanese students have less favourable overall attitudes toward seeking professional psychological services than US students. Other results and limitations of the study are discussed.     

Impact of acceptance and commitment therapy versus education on stigma toward people with psychological disorders

Acceptance and commitment therapy (ACT) has previously been shown to alter stigmatizing attitudes and to be relatively useful for psychologically inflexible participants. The present study is the first to bring those two findings together by comparing ACT to an education intervention for reducing stigma toward people with psychological disorders, and examining whether results differ for psychologically inflexible versus flexible individuals. A sample of college students (N =95) was randomly assigned to a 2(1)2h ACT or educational workshop. Measures were taken before and after the workshop and at a 1-month follow-up. ACT reduced mental health stigma significantly regardless of participants' pre-treatment levels of psychological flexibility, but education reduced stigma only among participants who were relatively flexible and non-avoidant to begin with. Acceptance could be an important avenue of exploration for stigma researchers.     

Megatrends in personality assessment: toward a human science professional psychology

Societal megatrends have assessment counterparts--superempiricism, biopsychosocial perspective, person-centering, population-specificity, self-assessment--which are used to examine the contemporary status of professional psychology. A human science approach to research, training, and practice can exemplify a profession that acknowledges these megatrends. The nurture of competent professional psychologists requires a reinvestment in Boulder Model ideology, a human science that is shared with consumers on the basis of values which communicate caring and understanding.     

Scientific and lay communities: earning epistemic trust through knowledge sharing

Feminist philosophers of science have been prominent amongst social epistemologists who draw attention to communal aspects of knowing. As part of this work, I focus on the need to examine the relations between scientific communities and lay communities, particularly marginalized communities, for understanding the epistemic merit of scientific practices. I draw on Naomi Scheman’s argument (2001) that science earns epistemic merit by rationally grounding trust across social locations. Following this view, more turns out to be relevant to epistemic assessment than simply following the standards of “normal science”. On such an account, philosophers of science need to attend to the relations between scientific communities and various lay communities, especially marginalized communities, to understand how scientific practices can rationally ground trust and thus earn their status as “good ways of knowing”. Trust turns out to involve a wide set of expectations on behalf of lay communities. In this paper I focus on expectations of knowledge sharing, using examples of “knowledge-sharing whistleblowers” to illustrate how failures in knowledge sharing with lay communities can erode epistemic trust in scientific communities, particularly in the case of marginalized communities.     

The dynamic relation between organizational and professional commitment of highly educated research and development (R&D) professionals

Researchers of the work-related commitment of professionals have investigated the possibility of conflict between organizational and professional forms of commitment. Drawing on the organizational socialization literature, the authors hypothesized that both forms of commitment would change with increasing organizational tenure. Specifically, the authors proposed that the patterns of change of the 2 forms of commitment would be complementary: Organizational commitment would take a U-shaped pattern of change, whereas professional commitment would take an inverse U-shaped pattern. The results, based on data collected from a sample of 204 research and development (R&D) professionals with PhDs, confirmed the U-shaped pattern of organizational commitment and the complementary relation between the 2 forms of commitment during the first 14 months after organizational entry. These findings suggest the importance of maintaining a balance between organizational and professional commitment and provide a method for identifying the critical period for interventions designed to increase retention of R&D professionals during their early organizational socialization.     

Enhancing professional competence through developmental approaches to supervision

There has been a recent increase in interest in defining and describing the competencies for professional practice in psychology. Perhaps the most important mechanism for enabling the acquisition of competencies is the process of supervision. This article takes the position, based on a review of relevant research in supervision and the author's experiences, that developmental theories of supervision have stimulated considerable research and provide a direction for future work in research and practice. It is argued that the most detailed of these theories, the Integrated Developmental Model, provides a useful framework for understanding how supervisees change over time and how various supervision environments (broadly) and supervision interventions (specifically) can enhance or detract from the development of professional competencies.     

Gender and opinions about mental illness as predictors of attitudes toward seeking professional psychological help

Help-seeking attitudes have been an important part of research into the kinds of college students who do and do not seek psychotherapy. The current study investigated the relationship between students' opinions about mental illness and their attitudes toward seeking professional help. By also using gender as a predictor of help-seeking attitudes, the researchers examined the effects of opinions about mental illness on help-seeking attitudes above and beyond well-known gender effects. This is important because opinions about mental illness are the kind of attitudinal variables that should be more modifiable than gender identity. The results indicate that females had more positive attitudes toward seeking help than males, and that people's opinions about mental illness, especially more benevolent, less authoritarian, less socially restrictive and higher mental hygiene ideology perspectives, accounted for a significant percentage of positive help-seeking attitudes beyond the percentage accounted for by gender.     

Fostering connections between graduate students and strengthening professional identity through co-mentoring

For counsellors and counsellor educators, developing a sound sense of professional identity is a necessity in preserving and advancing the counselling field. In an effort to promote professional identity development in a group of counsellors in training, a co-mentoring programme was developed that paired master's level and doctoral level counsellors. The participants used letter writing and email to support the development of these mentoring relationships over the course of a semester. This study attempted to measure the effectiveness of the co-mentoring programme using interview data and written artefacts. An open, axial and selective coding process was employed. The participants of the study identified themes of enhanced professional identity development and collegial professional relationships as a result of participating in the co-mentoring relationship. Further research is needed to determine how best to support professional identity development for emerging professionals and the effectiveness of mentoring relationships and letter writing in this developmental process. A co-mentoring programme may offer training settings an opportunity for student self-awareness and growth in an experiential and meaningful manner, as well as providing additional opportunities for students to develop their professional identity. Implications for the use of co-mentoring and mentoring programmes to aid in the identity development of counsellors or other professionals are addressed.     

Attitudes toward seeking professional psychological help among Chinese students at a UK university

Aim: In this study we aimed to investigate whether Chinese international and British home students at a university in the United Kingdom differed in their attitudes towards seeking psychological help. Method: The total sample comprised 323 participants. Participants completed measures to assess their attitudes toward seeking professional psychological help (recognition of need for psychological help, stigma tolerance, interpersonal openness, confidence in mental health practitioners). Results: Chinese students reported significantly less interpersonal openness than that reported by British students. Contrary to prediction, however, no significant group differences were found on any of the other mental health attitudes (i.e. recognition of need for psychological help, confidence in mental health practitioners or stigma tolerance). Within‐group contrasts also showed that Chinese students reported lower scores on interpersonal openness than on stigma tolerance and confidence in mental health practitioners. In contrast, British participants reported less confidence in mental health practitioners and recognition of the need for psychological help than reported for stigma tolerance and interpersonal openness. Conclusion: The findings highlight the need for a greater understanding of students' cultural inclinations toward mental health issues and cultural attitudes that may hinder and/or facilitate students' access and engagement with psychological services in higher education institutions.     

Putting the brakes on aggression toward a romantic partner: the inhibitory influence of relationship commitment

Why do people behave aggressively toward romantic partners, and what can put the brakes on this aggression? Provocation robustly predicts aggression in both intimate and nonintimate relationships. Four methodologically diverse studies tested the hypothesis that provocation severity and relationship commitment interact to predict aggression toward one's romantic partner, with the aggression-promoting effects of provocation diminishing as relationship commitment increases. Across all four studies, commitment to one's romantic relationship inhibited aggression toward one's partner when individuals were severely (but not mildly) provoked. Study 4 tested the hypothesis that this Partner Provocation × Commitment interaction effect would be strong among individuals high in dispositional tendencies toward retaliation but weak (perhaps even nonexistent) among individuals low in such tendencies. Discussion emphasizes the importance of understanding instigating, impelling, and inhibiting processes in the perpetration of aggression toward intimate partners.     

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.     

Japanese college students' attitudes toward professional psychological services: the role of cultural self-construal and self-concealment

The utilization of professional help is affected by individual factors such as help-seeking attitudes and self-concealment as well as the availability of mental health services. The present study examined the role of cultural self-construal and self-concealment on attitudes toward professional psychological services. A survey was conducted with 214 Japanese college students. Multiple regression analyses found that interdependent self-construal significantly predicted the Recognition of Need for Psychological Services. Self-concealment was predictive of two different facets of help-seeking attitudes: Interpersonal Openness and Stigma Tolerance. Future studies are recommended to refine the model that was tested.