Effect of a participative work conference on psychosocial work environment and well-being

The aim of this study was to investigate the effect of a participative work conference based on democratic dialogue on the employee's psychosocial work environment (job control, work climate, clarity of work goals, flow of information, and support from supervisor) and well-being (emotional exhaustion and stress symptoms). The study group was male-dominated (80%) and was mostly employed in manual tasks (86%) in a municipal public works department. Pre- and postmeasurements were carried out through a questionnaire with a 2-year interval. In addition, the experiences of participating in the intervention and the perceived changes due to the intervention were examined through thematic group interviews. The intervention group (n = 253 from Department A) participated in two-and-a-half-day participative work conferences. Two control groups were applied: (1) n = 107 from Department A; (2) n = 165 from Department B. The intervention had a positive effect on the work climate and flow of information in the intervention group compared with Control group 2 after controlling for age, gender, type of work, basic education, and participation in other interventions. The intervention did not, however, have an effect on individual well-being. According to the interviews, the work climate became more open and participative regardless of some negative experiences in participating in the conferences.     

The termination phase of combined therapy

Three different kinds of termination are described and discussed. In combined therapy the group can help to resolve and clarify the meanings of moves to terminate therapy. The role of the therapist's countertransferences in this stage of the work is important to consider, and here, too, the group is an important part of the work. The author sees termination as an important part of the treatment process. In combined therapy it may be more complex but it also allows for a fuller exploration of the relevant issues.     

The Present Status of Group Therapy in United States Correctional Institutions

A time-limited group treatment program focusing on mothers of toddlers with a borderline personality disorder is reported. The project involved two intersecting groups—the toddler group and the mother group. The focus of the work with the children was to promote their social interests and skills to an expanded world beyond the maternal dyad. The focus of the work with the mothers was on their difficulties with emotional separation-individuation and on strengthening their ego functioning, particularly in the area of mothering so that they could participate positively in their child's separation-individuation phase.

Representative group process is presented as it organized around three distinct phases. The initial phase was marked by intense resistance, and ambivalence. During the middle phase, group cohesion developed around shared feelings and issues. The termination phase focused insistently on issues of separation. Conclusions drawn from the project include the utility of a group approach in influencing maternal behavior.     

Group therapy with dual-diagnosed adolescents

This paper presents an eclectic orientation to group therapy, which guides the authors' clinical work with adolescents diagnosed as both mentally ill and mentally handicapped. Highlighted are the treatment needs and the difficulties working with this population, theories of group process and their implication for treatment, and specific clinical techniques that foster individual and group growth. Specificallly, this paper outlines the clinical rationale and group interventions used in a process-oriented group for dual-diagnosed adolescents residing in a residential setting. This group is designed to develop the clients' interpersonal understanding and skills, which will hopefully enhance their overall adaptation and functioning in the residential milieu. It is believed that the integration of a variety of theoretical approaches is critical for group therapy with this population.He was Senior Cottage Therapist or Unit Director at the William Roper Hull Child and Family Services, Calgary, Alberta, while doing group work with dualdiagnosed adolescents.He was a Cottage Therapist at Hull Child and Family Services, while doing the group work cited in this pape     

Testing the Work Environment Hypothesis of Bullying on a Group Level of Analysis: Psychosocial Factors as Precursors of Observed Workplace Bullying

The present paper scrutinises the work environment hypothesis of bullying by examining relationships between psychosocial factors at work and bullying within departments on a group level of analysis, as compared to the many studies executed on an individual level of analysis. Relationships between quantitative demands, job control, role demands, leadership behaviour and social climate, and observed bullying were studied in a convenience sample consisting of 276 departments with a total of 4,064 respondents. Between‐group bivariate correlations showed relatively strong relationships (r > .52) between the predictors social climate, leadership behaviour, and role demands, respectively, and observed bullying in the department. A two‐factor higher‐level model was formulated for the independent variables yielding two latent factors reflecting an interpersonal domain and a task‐oriented domain, where the former was strongly associated with observed bullying at a group level of analysis (Beta =?.73), while the last factor yielded an insignificant contribution. The results confirm that a poor social work environment exists within departments in which bullying takes place, hence, yielding further support to the work environment hypothesis. In line with the present results, future studies on workplace bullying should include a group level of analysis.     

Strengthening parent well‐being at the work—family interface: A German trial on workplace Triple P

This study examines the efficacy of a parenting training (Workplace Triple P (WPTP)) especially designed for the needs of employed parents. The program aims to reduce stress at the work–parenting interface by targeting family risk and protective factors and assisting parents to manage competing work and family demands. Ninety‐seven part‐ and full‐time working parents (74 mothers and 23 fathers; intervention group: n = 42 parents; waitlist‐control group n = 55 parents) from multiple organizations and multiple occupations with children between 2 and 10 years were randomly assigned to an intervention and a waitlist‐control condition. After the training, parents from the intervention condition, compared to those from the waitlist‐control condition, reported a significant reduction in individual and work‐related stress. Additionally, they reported a significant reduction in dysfunctional parenting and significant higher levels of parental and occupational self‐efficacy. Within the intervention condition all effects were maintained at the 3‐ and 6‐month follow‐up examinations. The findings support the notion that WPTP promotes parental well‐being and reduces stress at the work–parenting interface. Given that strengthening parenting skills has the potential to strengthen work, strategies to implement WPTP in organizational resources and community‐based services are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

The Lonely Crowd: A Study of Changing American Character by David Riesman; in collaboration with Reule Denny and Nathan Glazer

This paper describes a form of combined psychotherapy in which the individual sessions are used as an adjunct to group therapy. Each group member is seen regularly in individual sessions to focus primarily on the member's ongoing group work. The individual sessions are scheduled on a rotating basis. Typically, each group member is seen in an individual session once every four weeks. Additional individual sessions are available only when immediate attention is appropriate and necessary. The group is viewed as the primary therapeutic component. A cost-effective therapeutic approach that uses both individual and group methods, this modality lends itself well to a clinic and to a private practice setting.     

Work-anxiety-coping intervention improves work-coping perception while a recreational intervention leads to deterioration: Results from a randomized controlled trial

Work-anxieties are costly and need early intervention. The perception of being able to cope with work is a basic requirement for work ability. This randomized controlled trial investigates whether a cognitive behavioural, work-anxiety-coping group (WAG) intervention leads to better work-coping perception than an unspecific recreational group (RG). Heterogeneous people in medical rehabilitation, who were due to return to work, were interviewed concerning their work-anxieties, and either randomly assigned to a WAG (n = 85) or a RG (n = 95). The participants (with an average of 50 years old [range 23–64]; 51% women; 70% workers or employees, 25% academics, 5% unskilled) followed the group intervention for four or six sessions. The perceived work-coping was assessed by self-rating (Inventory for Job-Coping and Return Intention JoCoRi) after each group session. Although participants had a slight temporary decrease in work-coping after group session two (from M₁ = 2.47 to M₂ = 2.28, d_Cohen = ?.22), the WAG led to the improvement of perceived work-coping over the intervention course (from M₁ = 2.47 to M₆ = 2.65, d_Cohen = .18). In contrast, participants from the RG reported lower work-coping after six group sessions (from M₁ = 2.26 to M₆ = 2.02, d_Cohen = ?.18). It is considered that people with work-anxieties need training in work-coping. By focusing on recreation only, this may lead to deterioration of work-coping. Indeed, intervention designers should be aware of temporary deterioration (side effects) when confronting participants with work-coping.     

Organizing Patterns in a Dyad and in a Group: Theoretical and Clinical Implications

This paper describes the importance of group experience in relation to affect regulation for the individual and the group. After surveying work that has significantly influenced the psychoanalytic perspective on the group, the author illustrates how group experience can be a key affect regulator during some developmental phases and can have an important role in development of a person's identity. From an inter-subjective perspective, the author emphasizes how group identity is attained through shared and repeated expectations that regulate the affective life of the group—what he calls group organizing principles. Last, using clinical examples, the author emphasizes the importance of affect regulation and the creation of expectations and group organizing principles in the therapeutic arena.     

“The unbearable embeddedness of being”: Self psychology,intersubjectivity and large group experiences

Studying the large group from a self psychological perspective is a new area of exploration. The purpose of this work is to consider an expansion of the selfobject concept to include experiences in group. The groupobject is conceived as a function which addresses the inherent group needs of the individual. Just as the selfobject serves to fill in missing aspects of the self, the groupobject fills in missing aspects of the group self. The development of this concept emerged from an ongoing large group experience. It has its roots in the idea that effective group treatment can result from the recognition and support of groupobject as well as selfobject needs.This phrase, first coined by Stolorow and Atwood (1993) represents their attempt to clarify the fallacy of the isolated mind.Contexts of Being. Hillsdale, NJ: Analytic Press, 1993.     

Effects of Job Conditions on Worker Perceptions: Ambient Stimuli vs. Group Influence1

This study identifies the direct effects of objective job conditions on individual perceptions of job conditions. The assumptions that (1) group perceptions mediate the relationship between objective job conditions and individual perceptions of job conditions, and (2) group consensus enhances the relationship be-between group perceptions and individual perceptions were tested. Respondents were white, male, blue collar workers (N= 1240) in a tire and rubber manufacturing plant. Work groups (N= 156), consisting of four or more men on the same shift, in the same department, and who had the same supervisor, were identified. Objective job conditions included work group size, pay style, shift, and job technology. Group and individual perceptions of amount of work-load, role conflict, responsibility pressure, and intrinsic rewards were measured. The findings indicated that objective job conditions have important effects on individual perceptions of stressful and rewarding job conditions. Smaller work groups, and jobs that pay on an hourly rather than a piece-work basis, allow for some control over the pace of work, and allow for interaction among fellow workers resulted in higher levels of intrinsic rewards and lower levels of workload, role conflict, and responsibility pressures. An intriguing pattern appeared where, in perceptions involving interpersonal relations, work group influence was relatively more important than objective job conditions. When assessing task oriented aspects of work, objective job conditions were more important than group perceptions.     

Ambient Sexual Harassment: An Integrated Model of Antecedents and Consequences

Research on sexual harassment as a prevalent job stressor has focused primarily on outcomes for the direct targets of harassment; the antecedents and consequences ofindirectexposure to sexual harassment have not been explored. Ambient Sexual Harassment is proposed as an assessment of indirect exposure to sexual harassment. Ambient Sexual Harassment is defined as the general or ambient level of sexual harassment in a work group as measured by the frequency of sexually harassing behaviors experienced by others in a woman's work group. The integration of Ambient Sexual Harassment into the model of sexual harassment developed by Fitzgerald, Drasgow, Hulin, Gelfand, and Magley (1997) proposes that indirect exposure to sexual harassment will have similar antecedents and job-related, psychological, and health outcomes as direct exposure. An empirical test of the model, using samples of female employees from a public utility company (N= 455) and a food processing plant (N= 194), generally supports predictions.     

Termination in a work group: Four models of analysis and intervention

Four alternative models for understanding and consulting with work groups are presented. The major propositions of each model are summarized and then applied to the same case of work group functioning. The author is interested in the application of theory and especially how differing models focus upon the same or different group phenomena. The author advocates the importance of increased attention to the functioning of professional work groups as a means of improving training and the delivery of health services. However, such analysis should include the use of social science models as well as the more commonly employed understandings derived from an intrapsychic model of group behavior.The author wishes to thank Dr. Marvin Aronson, Dr. Nina Fieldsteel, Dr. Marcia Lawler and Dr. Bennett Roth for their encouragement and assistance during the development of this paper.     

States, state types, and the causation of behavior

An earlier version of this paper has been read at a conference on Mental Causation which was held on March 12–14, 1990, at the Center for Interdisciplinary Research (ZiF), University of Bielefeld, as an integral part of the work of the research group Mind and Brain. I am very grateful to ZiF for the financial support that made it possible for me to take part in the research group. Thanks also to the organizers of the conference Peter Bieri and Jaegwon Kim.     

Running: An adjunctive group therapy technique

Group therapists who work with severely disturbed patients know that group sessions are often characterized by verbal rambling, frequent and prolonged pauses and high levels of anxiety on the part of group members. This article focuses on the use of a group activity— namely, running—as an adjunct to group psychotherapy. A brief case report will illustrate the application of this innovative treatment technique; then issues that may arise when one leads a running group are dealt with in a question- and -answer format.The author wishes to express his appreciation to Mrs. Vera Kohn for editorial assistance in the preparation of this article.     

Defensive patterns in reflective group supervisions at Child Health Centres

Reflective group supervision with infant healthcare workers has been described in several publications. It aims to enhance their ability to help distressed families, and to comprehend and relieve themselves of the distress that they encounter in such work. The ultimate aim has been formulated as an effort at increasing the professional's reflective function. The present article adds to the literature by applying an ego-psychological perspective on the group process and investigating defensive patterns in such supervisions. This approach includes a critical discussion of the place of the reflective function concept in psychoanalytic metapsychology. The article also suggests a Bionian perspective to account for skewed communicative patterns in groups, so-called basic assumptions. Some technical recommendations are provided on the frame in group supervision. They aim to disarm such defenses and facilitate the group participants’ possibilities of understanding and thus helping their colleague's problematic relationship with the family. To illustrate the discussion, and to help readers form an image of the supervision process, brief detailed accounts of such work are submitted.     

The Integrated Therapy of Family Members—A Case Report

Winnicott's concept of the “transitional space” is used in an effort to develop a conceptual unity between intra- and interpersonal dynamics. It is proposed that in their work together, the members of a therapy group develop a shared psychic “group space” derivative from the interaction of the “transitional space” of each, and within which the actual interpersonal transactions and influences take place. Possible underlying bases for such a theoretical concept are considered, as well as its implications for group therapy.     

Social Exchange and Emotional Investment in Work Groups

This study applied a social exchange perspective to examine three related aspects of work group behavior: individuals' assessment of the personal costs and rewards of group membership, the overall level of emotional investment in a group, and the external evaluation of group performance. Regression analyses of survey data from 28 ongoing student work groups (134 individuals) indicated that perceptions of personal rewards resulting from interaction over a ten-week period are an important precursor of emotional investment, defined as a relational orientation that encourages mutual caring, group loyalty, and commitment to the group as a whole. Consistent with our expectations, personal costs influenced neither emotional investment nor group performance after considering the effects of personal rewards. Emotional investment mediated the effects of personal rewards on externally rated group performance. Thus, emotional investment was a pivotal dimension of group effectiveness. Results extend our understanding of group behavior by acknowledging the relationship between personal and group development while confirming the compelling role of emotions in social exchange.     

Counselling in the workplace: How time‐limited counselling can effect change in well‐being

Background: Many employers provide counselling support on work and personal issues for their employees, but in times of economic pressure such services can be at risk if their effectiveness is not demonstrated. Aim: To evaluate whether time‐limited counselling in a workplace can effect sustained change in well‐being. Method: The study was carried out by a staff counselling team in a university setting. The Warwick‐Edinburgh Mental Well‐being Scale (WEMWBS) was completed by clients at the beginning and end of counselling, and at three and six months following. A non‐treatment comparison group completed the survey at the same intervals. Results: The results of our investigation show clearly that the effect of time‐limited counselling (average seven sessions) on distressed clients is positive. The evidence of our treatment group suggests that they acquire an increased sense of well‐being as a result of the experience of counselling with a significant statistical difference between pre‐and post‐counselling treatment group scores on the WEMWBS and consistently higher scores found post counselling. The improvement was maintained at the same level for at least six months following the end of counselling. Conclusions: The provision of time‐limited counselling by employers is an effective support for personal difficulties affecting work.