The Socio-Political Recruitment of Identities

A discussion is developed of Lynne Layton's argument regarding the eclipsing of empathic links among individuals and collective identifications within contemporary American culture. In this discussion I raise questions about the rhetorical strategies of this essay, about the analysis of power and of the social climate. I want to engage Layton in a closer consideration of the role of subversion and dissent, the status of developmental processes in a changing culture, the nature and reach of empathy, the role of psychoanalysis as a practice and a theory, and the role of therapeutic process in building opposition and dissent and in creating strong empathic forms of alliance to counter the dominant culture, including the culture of work.     

The Therapeutic Process with Children with Learning Disorders

Abstract

Clinicians who work with children and adolescents with learning disorders must be aware of the relationship between the learning disorder and the psychopathology the children present. This article offers a conceptual framework, based on psychoanalytic self psychology, to understand the modifications that are necessary in the treatment of this population. The author suggests that, in contrast to other approaches, it is not possible to conceptualize the treatment of these children as having a beginning, a middle, and an end. Rather, the therapeutic process is open-ended and conceived as occurring during a series of moments. The moments may be categorized as concordant, complementary, or disjunctive. During concordant moments a holding environment is created; during complementary moments the transference and countertransference is addressed; and during disjunctive moments the ruptures that inevitably occur during treatment are dealt with.     

Integrating Social Identity and the Theory of Planned Behavior: Predicting Withdrawal from an Organizational Recruitment Process

This study develops and tests a model of applicant withdrawal. Drawing on tenets from social identity theory and the theory of planned behavior, this study proposes that applicants who highly identify with an organization will experience higher pursuit intentions and subsequently be less inclined to withdraw from recruitment. Data were collected from a sample of 669 applicants to the U.S. military at 2 intervals, separated by 3 months. Strong support was found for the proposed theoretical model. Implications for research and practice will be discussed.     

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

We used the elaboration likelihood model (ELM) from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person–organization (P–O) fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and P–O fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed.     

The Effectiveness of Different Recruitment Sources: A Mediating Variable Analysis

Previous research suggests that one or more of three mediating variables account for the relationships between recruiting sources and applicant effectiveness. This paper offers a critical test of the three mediating variables: demographic characteristics, realistic expectations, and perceived person-job fit. Using a sample of 242 newly hired marketing representatives, the study found that employees recruited through college placement offices had better initial levels of performance than did employees recruited through newspaper advertisements. While all of the proposed mediating variables were associated with some recruitment sources, none of them mediated the effects of recruitment sources on performance or turnover. This paper suggests that there may be complex contingency relationships between recruitment sources and employee performance and turnover.     

The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants

Purpose  

This research examined how job pursuit and application decisions of male and female job applicants are impacted by beliefs about the organization’s culture.     

The Effect of September 11th on Job Attribute Preferences and Recruitment

This paper considers the effects of the September 11^th attacks on job attribute preferences and recruiting strategies. A survey was conducted with firms (n = 46) and college students (n = 138) in the New York, New Jersey, and Pennsylvania area. Results indicate 91% of firms believe the attack changed the job attribute preferences of students. The corresponding survey given to college students indicates that 60% of the students say the attacks would not have an impact on their preferred job attributes.     

The Art of Recruitment: The Foundation of Family and Linkage Studies of Psychiatric Illness

Family and linkage studies of psychiatric illness involve special benefits and challenges in the field of scientific investigation. The success of a family or linkage study is dependent on the recruitment process. The most informative and reliable method of data collection in this field of investigation is through direct interviews with as many family members as possible. Although there are circumstances when direct interviewing is not possible, there are other circumstances, such as refusal of relatives to participate, that deserve closer scrutiny. The complexities involved in the recruitment process while conducting medical investigations have been explored in the literature. However, special issues relevant to the recruitment process merit further exploration for working with families in the context of family and linkage studies of psychiatric illness. Careful understanding of this critical topic may minimize the incidence of family nonparticipation in such research endeavors. This article addresses these issues as they relate to recruiting individuals and their families in this field of investigation. These issues include the role of attitudes, values and beliefs, family interaction and the identification of influential members, informal communication networking, informed consent while promoting the research, and ethical concerns.     

The Value of Organizational Reputation in the Recruitment Context: A Brand-Equity Perspective

We extend the recruitment literature by examining how and why firms' reputations affect job seekers, and by expanding the outcome variables that can be used to judge recruitment success. Results from 339 individuals suggested that job seekers' reputation perceptions affected job pursuit because (a) individuals use reputation as a signal about job attributes, and (b) reputation affects the pride that individuals expect from organizational membership. Moreover, individuals were willing to pay a premium in the form of lower wages to join firms with positive reputations, and individuals' familiarity with organizations affected the amount of information they could recall about a recruitment job posting after 1 week. Finally, the results suggested that reputation advertising did not affect job seekers' reputation perceptions, suggesting that past research on fictitious companies may not generalize to actual organizations.     

Recruitment Consultant Revenue: Relationships with IQ,personality, and emotional intelligence

The objective of this paper is to address the predictive validity of the workplace Swinburne University Emotional Intelligence Test. The first aim of this research project was to identify whether financial revenue earned by consultants in an Australian professional recruitment company were related to their levels of emotional intelligence (EI). The second aim was to assess whether EI competencies were more strongly related to revenue performance than measures of IQ and personality. The study consisted of 100 recruitment consultants from a large Australian‐based company who had their IQ assessed and completed a questionnaire battery consisting of measures of personality and EI. Revenue accrued by the recruitment consultants was also collected and related to the psychometric measures. Results showed that emotional competencies and personality traits are valuable predictors of job performance as measured by the revenue accrued by recruitment consultants. Further to this, the EI competencies were observed to be more strongly related to this measure of performance, and were able to predict a significant proportion of variance in performance in comparison to IQ and personality.     

Recruitment of degrees of freedom stabilizes coordination

By showing that transitions may be obviated by recruiting degrees of freedom in the coupled pendulum paradigm, the authors reveal a novel mechanism for coordinative flexibility. In Experiment 1, participants swung pairs of unconstrained pendulums in 2 planes of motion (sagittal and frontal) at 8 movement frequencies starting from either an in-phase or antiphase mode. Few transitions were observed. Measures of spatial trajectory showed recruitment effects tied to the stability of the initial coordinative pattern. When the motion of the pendulums was physically restricted to a single plane in Experiment 2, transitions were more common, indicating that recruitment delays--or even eliminates--transitions. Such recruitment complements transitions as a source of coordinative flexibility and is incorporated in a simple extension of the Haken-Kelso-Bunz (1985) model.     

The Process of Group Treatment with the Chronically Mentally Ill

Group treatment has been used with inpatient psychiatric clients for numerous years. Only since the advent of deinstitutionalization have outpatient services begun to utilize this format. Over the ears, mental health professionals have realized that traditional talk therapy approaches do not adequately address the multiple, pressing needs resented by the person with chronic mental illness. A multi-modalry approach that utilizes case management, medication, family support, and group therapy has evolved. Specifically, activity focused group therapy has been recognized as an integral treatment modality. The author presents a model of group treatment and process which underscores the value of Occupational Therapy's contribution to the treatment of the chronically mentally ill.     

结果呈现对决策过程影响的眼动模式

采用眼动追踪技术探究了在一般决策过程中决策者的眼动规律和结果呈现对决策的影响。结果表明,在决策过程中,收益信息比概率信息更受决策者关注;决策者的注视点在选项内转换多于在选项间转换;决策前的眼动指标对最终的选择有很强的预测作用,决策者会在最终选择的选项上投入更多认知资源;结果的呈现使风险偏好型决策者在决策获益后趋于保守,更关注低风险选项;而风险回避型决策者在决策获益后会变得敢于冒险。