Family-of-origin work and family therapy skills training: both-and.

Since the inception of field, theoreticians and teachers of family therapy have advocated for either problem-solving, skill-based training, or transgenerational training that emphasizes the therapist's own family-of-origin work. This article proposes an end to these polarized positions and argues for both-and, that is, a model of training that integrates the trainee's own family-of-origin work with live supervision and skills training. A family-of-origin curriculum designed for this purpose is described.     

Reducing work–family conflict through different sources of social support

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work–family conflict were examined as well. The relationship between the sources of support and work–family conflict was tested using multiple regression analyses. Results showed that women reported more strain-based work-to-family conflict than men. Social support from spouse and from colleagues were related to family-to-work conflict, while none of the sources of social support were related to work-to-family conflict. Social support from supervisor and from colleagues were related differently to work-to-family conflict (time-based) and family-to-work conflict (strain-based) for men than for women. We conclude that social support is especially important in reducing family-to-work conflict.     

Clarifying relationships among work and family social support, stressors, and work-family conflict

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and clarify relationships. Results revealed that social support, controlling for role involvement, is best viewed as an antecedent of role stressors and subsequent work-family conflict. Controlling for work and family involvement, work and family social support were most related to same domain role conflict (β = −.46, p < .05; β = −.43, p < .05) and role ambiguity (β = −.28, p < .05; β = −.33, p < .05). Subsequently, work role conflict and time demands were most related to work-to-family conflict (β = .39, p < .05; β = .21, p < .05), while family role conflict and role ambiguity were most related to family-to-work conflict (β = .22, p < .05; β = .24, p < .05). Implications for research and practice, along with suggestions for theoretical advances, are discussed.     

Application of family therapy theory to complex social issues: using the WebQuest in family therapy training

This paper describes how the WebQuest is used to foster critical thinking and application of theory to complex social problems in a Master's level class on contemporary family therapy theories. The issue of child trafficking and prostitution is explored through the web‐based inquiry learning where scaffold learning is provided. Scaffolding includes resource links and guidance on cognitive and social skills, which are provided to facilitate the learner's development. The WebQuest design includes the task, the process and the evaluation rubrics. Student feedback on the WebQuest was positive and included increased motivation in learning, critical thinking and global awareness.     

Role of personality and affect on the social support and work family conflict relationship

The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFOP), 2. family supportive organizational climate (FSOC), 3. perceived organizational support (POS), and 4. perceived supervisor support (PSS), and work interfering with family conflict (WIF) using a sample of working adults (N=435). In Study 2, we examine if Big Five personality traits and negative affect moderate the relationship between co-worker support and (WIF) using a large national sample (N=1130) of working respondents from the “midlife in the US” (MIDUS) study of health and well-being. Taken together, the current research examines the moderating effect of several key personality variables on the relationship between important forms of social support and work family conflict. Results based on these two samples indicate CSE moderates the relationship between POS and WIF, and PSS and WIF, but does not moderate the relationship between FFOP and WIF, or FSOC and WIF. Further, conscientiousness and agreeableness moderate the relationship between co-worker support and WIF. Co-worker support and WIF is stronger for individuals with higher levels of negative affect. We discuss the implications for research and practice relating to work family conflict.     

AIDS/HIV in the work of family therapy trainees

A group of family therapy trainees were asked about their experience at work and knowledge of AIDS/HIV. The majority had already encountered AIDS-related issues in the context of their work. On the whole, they were well informed about AIDS/HIV, although specific gaps in their knowledge were identified. It is recommended that provision be made for the training of family therapists in this area.     

The skeleton in the cupboard: experiential geneogram work for family therapy trainees

This paper outlines the experiences of five family therapy trainees, relating to seminars which involved visual geneogram analysis and research into their extended families of origin. Changes induced by the seminars and their impact on the trainees' personal lives and clinical performance will be examined. These findings are discussed in the light of some of the literature dealing with the relevance, for the family therapy trainee, of an appropriate family-oriented experiential training.     

On work environments and social roles

Whether instructions to be creative will act as goals or constraints was examined by comparing creative, practical, and analytical performance ratings under special instructions to be creative, practical, analytical, or under no special instructions at all, for 110 students with 2 different thinking styles. Consistent with goal-setting theory, specific-related instructions resulted in higher performance for each of the 3 performance ratings over no special instructions. In line with a person-situation fit model, people who prefer to play with their own ideas (i.e., those with a legislative thinking style) showed higher creative performance, whereas people who prefer to analyze and evaluate ideas (i.e., those with a judicial thinking style) showed lower creative performance when not given any special instructions.     

Gender-related inequalities in the division of family work in close relationships: A social psychological perspective

We offer a social psychological perspective on gender-related inequalities in close relationships and integrate two lines of research that have focused on the intrapersonal perceptions and interpersonal consequences respectively of the gendered division of labour. We start with a brief summary of research on gender-related inequalities in the division of labour and discuss prior explanations and paradigms. We then address the extent to which spouses consider the division of labour as fair and the factors that contribute to perceptions of (un)fairness. Central to our argument is the distributive justice framework (&lt;citeref rid="b76"&gt;Major, 1987&lt;/citeref&gt;, &lt;citeref rid="b77"&gt;1993&lt;/citeref&gt;; &lt;citeref rid="b113"&gt;Thompson, 1991&lt;/citeref&gt;) which claims that fairness judgements are affected by people's wants and values, comparison standards, and justifications. In the following section, we address the question of whether dissatisfaction over the division of labour causes relationship conflict and how couples manage these conflicts. The main argument is that conflict over the division of labour generally comprises an asymmetrical conflict structure (with wives as complainants and husbands as defenders of the status quo), which elicits asymmetrical conflict interaction patterns (i.e., demand/withdraw interaction) that result in asymmetrical outcomes (i.e., status quo maintenance). Finally, we summarise the main conclusions and address contributions to theory and research as well as directions for further research.