The Bulimia Workshop: A Unique Integration of Group Treatment Approaches

The time constraints of weekly group therapy and the slow evolution of group cohesion attenuate the direct confrontation that is essential with bulimic patients. Consequently, a three-phase, multidimensional group program was devised to accelerate the treatment process. Treatment begins with an intensive weekend workshop during which members formulate contracts for interrupting the binge–purge cycle and changing symptomatic behavior. During a follow-up session problems in fulfilling the contracts are dealt with and successes are reinforced, in the final phase, group members convene without their therapists to provide peer support, reevaluate contracts, and share feelings regarding treatment progress. The unique implications for treatment process and therapist interventions prompted by this new format are discussed, and preliminary research findings are highlighted.     

Diversity climate promises in ideological psychological contracts: racial differences in responses to breach and fulfilment

ABSTRACT

Diversity, a major societal force that exerts an important influence on contemporary workplaces, may play a role in shaping present-day workers’ psychological contracts. In two studies, we explored diversity as an ideological commitment in psychological contracts and its impacts on workers and organizations. In Study 1, a three-wave longitudinal study following workers from pre- to post-hire, organizations’ use of diversity recruitment was positively associated with job-seekers’ perceptions that ideological diversity climate promises were made pre-employment. In addition, we found that subsequent perceptions of breaching these promises have negative effects on worker attitudes and behaviours above and beyond the consequences of traditional (i.e., transactional and relational) psychological contract breach. Unexpectedly, fulfilment and breach of ideological diversity climate promises were more weakly related to racial minority than majority group workers’ attitudes and behaviours. In Study 2, using both between- and within-person experimental designs, we largely replicate this counter-intuitive moderating effect and uncover that racial minority versus majority workers’ differential reactions can be explained by their prior experiences with racial discrimination. Our work substantiates that diversity is an important ideological commitment and provides novel insights as to the mechanisms and consequences of ideology for workers’ psychological contracts.     

Marxism and Surrogacy

In this article, 1 argue that the liberal framework—its autonomous individuals with equal rights—allows judges to justify enforcing surrogacy contracts. More importantly, even where judges do not enforce surrogacy contracts, the liberal framework conceals gender and class issues which insure that the surrogate will lose custody of her child. I suggest that Marx's analysis of estranged labor can reveal the class and gender issues which the liberal framework conceals.     

Campaign Contributions,Post-War Reconstruction Contracts,and State Crime

This article presents a case-control study of the relationship between Federal-level campaign contributions, corporate political connections, and the awarding of post-war reconstruction contracts in Iraq and Afghanistan. Cases are 135 companies that received post-war contracts and controls are 135 randomly selected companies matched on industry. Results reveal that both campaign contributions and political connections significantly increase a company's odds of receiving a contract. Results are situated in the context of current theory on state crime. It is argued that awarding contracts on this basis may constitute a form of state crime, but alternative explanations for the findings are also discussed.     

Trust,Distrust, and Feminist Theory

I explore Baier, Held, Okin, Code, Noddings, and Eisler on trust and distrust. This reveals a need for reflection on the analysis, ethics, and dynamics of trust and distrust—especially the distinction between trusting and taking for granted, the feasibility of choosing greater trust, and the possibility of moving from situations of warranted distrust to trust. It is impossible to overcome the need for trust through surveillance, recourse to contracts, or legal institutions.     

Psychological contracts and their implications for commitment: A feature-based approach

Two studies were conducted to examine the link between employee perceptions of the psychological contract and their affective and normative commitments to the organization. The authors adapt a new approach to the study of psychological contracts by developing a generalizable measure of contract features (e.g., scope; time frame). In Study 1 (N = 301), the authors predicted and found that employees’ perceptions of the contract’s features contributed beyond perceptions of contract type (i.e., transactional; relational) and fulfillment to the prediction of affective and normative commitment. In Study 2 (N = 147), the features measure was refined and results from the first study were largely replicated. In both studies, affective and normative commitment were greater when employees viewed the contract as broad, trust-based, equal, negotiated, tangible, and long-term, and weaker when they saw it as unequal, imposed, and short-term. We also found evidence for patterns of features that correspond to transactional and relational contracts, as well as to recently proposed balanced contracts and I-Deals. Implications for theory and the management of psychological contracts are discussed.     

BETWEEN EXAMPLE AND DOCTRINE Contract Law and Common Morality

In Democracy and Tradition, Jeffrey Stout contends that American constitutional democracy constitutes a well‐functioning moral and political tradition that is not hostile to religion, although it does not depend on any specifically religious claims. I argue that Stout's contention is supported by a consideration of the great common law subject of contracts, as taught to first‐year law students across the United States. First, I demonstrate how contract law can fruitfully be understood as a MacIntyrean tradition. Second, I illustrate the moral richness of this tradition, and the mutually interpreting nature of rules and facts, by close attention to one particularly colorful case, Syester v. Banta. I conclude by suggesting that both religious and secular ethicists might find common law cases in general and contract law cases in particular to be a source of moral reflection that is substantively rich without being religiously divisive.     

The movement from ethics to social relationships for Levinas,and why decency obscures obligation

According to Emmanuel Levinas, the individual bears an infinite obligation to the other person. In the Talmudic reading “Judaism and revolution,” Levinas suggests that we move from the ethical encounter (and infinite obligation) to social relationships (with limited obligations) using contracts—both particular contracts and the social contract. So social relationships are created by limiting obligation, and as a result these relationships can only be practically acceptable, not ethical. Jewish religious practice for Levinas should also be understood as a set of negotiated limits to our infinite obligation.     

Mary Astell: Defender of the “Disembodied Mind”

This paper demonstrates how Mary Astell's version of Cartesian dualism supports her disavowal of female subordination and traditional gender roles, her rejection of Locke's notion of “thinking matter” as a major premise for rejecting his political philosophy of “social contracts” between men and women, and, finally, her claim that there is no intrinsic difference between genders in terms of ratiocination, the primary assertion that grants her the title of the first female English feminist.     

J. S. Mill on Coolie Labour and Voluntary Slavery

This article discusses John Stuart Mill's voluntary slavery argument in On Liberty. The author shows that standard interpretations of the argument rely on the assumption that part of Mill's objection to voluntary slavery is the permanent nature of the decision. However, in correspondence, Mill also objects to voluntary ‘coolie’ labour contracts, which he regards as a form of slavery. This produces difficulties for standard interpretations of the voluntary slavery argument. Finally, the author provides a revised interpretation of Mill's argument to solve this problem.     

Profiles of commitment in standard and fixed-term employment arrangements: Implications for work outcomes

This paper develops and tests a framework for understanding the relative importance and predictive efficacy of commitment to one’s profession, organization, supervisor and job in both standard and fixed-term employment arrangements. Drawing from the commitment and employment arrangement literatures, we test a set of hypotheses identifying distinct patterns of commitments (i.e., commitment profiles) to these four targets that should yield desired work-related outcomes in standard and fixed-term employment arrangements. We test our hypotheses using latent profile analysis on data collected from two Finnish universities (N1 = 235, N2 = 233). A high macro profile, characterized by high commitment to profession, organization and job, and moderate commitment to supervisor, emerged for employees in standard employment relationships, and this profile was associated with significantly higher positive work behaviours and work effort and lower turnover intentions than the other profiles. For employees with fixed-term employment contracts, a high cosmopolitan profile emerged, characterized by high commitment to the profession and job and low commitment to the organization and supervisor. For these employees, this profile was associated with positive work behaviours and work effort comparable to the high macro profile. Implications for theory, research and practice are discussed.     

Noncompetition Agreements: How Informed Are Counselors?

A noncompetition agreement is a contract between employer and employee prohibiting the practice of a trade or profession for a specified time or within a specified region upon an employee's leaving an employer's hire (A. Valiulis, 1985). The authors assessed American Mental Health Counselor Association members' knowledge of the legal bases for these contracts and their agreement with the legal opinions and also assessed the degree of similarity and dissimilarity between members' knowledge of and agreement with the legal opinions. Results showed that counselors are better prepared to look after the welfare of their clients than their own employment interests. Implications for counselor training are discussed.     

ABCs of principal–agent interactions: Accurate predictions,biased processes,and contrasts between working and delegating

We experimentally investigate people’s evaluations of incentive pay contracts and people’s predictions of others’ evaluations of incentive pay contracts. We emphasize that the construction of evaluations and predictions often includes two substeps, involving likelihood judgment and likelihood weighting. Predictors appear to be biased at both substeps but in opposing directions. Accurate overall predictions thus sometimes reflect two errors that are of the same magnitude and thereby offset. Moreover, predictions can become more inaccurate if one step is debiased but the other is left untouched. Importantly, principals deciding whether to delegate a task are susceptible to just one of the biases. Delegation assessments are thus often flawed, reflecting a single error that is not offset.     

Behavior contracts in marriage counseling

Abstract

Followup data from 10 couples who used behavior contracts in marriage counseling are presented. Conclusions suggest that contracts are edfective in initiating positive marital behavior but not necesrary for continued marital satisfaction. Rationale and spacifics of contract construction are detailed.     

Stressors and Coping Strategies among Early and Middle Adolescent Premier League Academy Soccer Players: Differences According to Age

The purpose of this study was to examine stressors and coping strategies among early (12–14 years) and middle adolescents (15–18 years). Forty male academy soccer players, aged between 12–18 years (M age = 14.22 years), participated in semi-structured interviews, which were inductively and deductively content analyzed. Findings revealed that middle adolescents reported more stressors than early adolescents and that these two groups experienced both common and different stressors. Early adolescents identified making errors, opponents, team performance, and family as salient stressors. Making errors, team performance, coaches, selection, contracts, social evaluation, and playing at a higher level were more prominent among middle adolescents. Middle adolescents reported a greater number and repertoire of coping strategies than early adolescents, and used more problem- and emotion-focused strategies, but fewer avoidance strategies than early adolescents. Based on these findings, it is recommended that applied practitioners working within soccer academies take into account the players' age when providing psychological support.     

Predicting the Strength of Preference for Labor Contracts Using Policy Modeling

This study tests the predictive accuracy of policy models that describe the cognitive strategies used when subjects evaluate labor contracts. Subjects rated labor contracts that varied in wage offered, job security, and profit sharing plans. Profit sharing plans varied in two dimensions: the time when the profit was received and level of stability that was known about the company′s ability to maintain a profit. All the subjects appeared to average the subjective values of the contract features; however, subjects differed in the way they weighted the outcomes. One week later, subjects returned to choose between labor contracts and to indicate how much they preferred each choice. The preference orderings that were predicted by the policy model for the majority of the subjects were fairly consistent with the observed preference ratings. However, in the preference task, the observed preference ratings for the acceptable contracts were stronger than predicted by the policy model. Furthermore, contracts that were rated as least attractive were rated in the preferences task as more similar to each other than predicted. For the majority of subjects, these results indicated that policy modeling would be a useful method of representing information about an individual′s point of view to predict how they might compare contracts when asked to trade off the features. One small group of subjects rated the contracts based almost exclusively on wage during the rating task and then used wage, security, and profit sharing when comparing the contracts. The advantages of the policy model as a method of anticipating the value of labor contracts in the preference task are discussed as an approach to studying the resolution of conflict between two parties.     

Technology-based versus in-person deposit contract treatments for promoting physical activity

Deposit contracts involve participants depositing their own money and earning it back contingent on behavior change. Deposit contracts are empirically supported treatments for promoting health behavior, but they have a history of poor uptake. We compared the effectiveness and acceptability of technology-based versus in-person deposit contracts for promoting physical activity with 12 individuals. Participants' daily step counts were monitored using Fitbits across 6 weeks, and treatment preferences were assessed at the end of the study. The 2 types of treatments were equally effective in increasing physical activity, but the technology-based deposit contracts were preferred by most participants. Most participants also reported that their preference was related to convenience. Technology-based implementation may be one way to improve deposit contract uptake, while maintaining similar effectiveness compared to in-person procedures.     

Different temporary work status, different behaviors in organization

This study examined the contributions of the psychological contract framework to an understanding of the effects of different work statuses on employees’ behavior. We compared temporary firm workers (n=71) with core workers (n=268) and direct-hire temporary workers (n=149) with core workers (n=42) in two different samples. As expected, temporary firm workers consider that they receive fewer socio-emotional inducements from the organization they work for (opportunities for promotion, career development, long-term employment), but direct-hire temporary workers who succeeded in having their contracts extended had a psychological contract in which socio-emotional components predominated. A psychological contract with a predominance of socio-emotional components was important for organizations because it mediated the influence of work status on civic virtue behaviors on the part of temporary firm workers, and directly and positively influenced these behaviors in direct-hired temporary workers (behaviors as assessed by their supervisors). Contrary to the hypothesis, psychological contract had a direct and positive influence on the in-role behavior of direct-hire temporary workers. The implications of the findings for psychological contract research are discussed.