Academic and nonacademic community psychologists: An analysis of divergence in settings,roles, and values

Differences between academic and nonacademic psychologists may be viewed as immutable, worthy of encouragement, or as a situation which the latter group must remedy by becoming “more scientific.” We contend that for community psychology, which perceives theory, application, and action as valid aspects of its broad paradigm, it would be most adaptive toexplicitly address the challenge of managing a balance between diversity and cohesion. There are signs that the present leadership of Division 27 recognizes aspects of this problem and is reconsidering the role and purpose of the Division as an organizing framework for the discipline (Trickett, Note 3). It is our view that engendering a commitment from various subgroups within the membership to addressing the disparities revealed by our respondents is required for resolving what we see as major obstacles to future development of the discipline. The conceptual and empirical approach presented in this study can be an important tool in forging constructive solutions to the challenges we have presented.     

A closer look at the relationship between justice perceptions and union participation.

In this study, a series of nested models was tested to assess the extent to which the relationship between process-related justice and union participation is mediated by perceived union support and union commitment. Members of a steelworkers' local (N = 615) participated in the study. Fit indices most strongly supported a fully mediated model. Unlike previous research, process-related justice was operationalized as 2 distinct variables: procedural and interactional justice. Interactional justice was found to have a substantially stronger relationship with support perceptions than procedural justice. Results also indicated union support accounted for a greater amount of unique variance in union commitment than perceived union instrumentality. The results are discussed in relation to trust theory and the generalization of organization science across different types of organizations.     

A closer look at decisions to quit

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. Survey measures of these job characteristics obtained over the next 2 years were multiplied by weights derived from nurse simulations to yield turnover likelihood estimates. These estimates exhibited 80%, 127%, and 190% more predictive power (depending on turnover operationalization) than post-employment survey estimates of turnover intention, job satisfaction, and job availability. Groups of nurses with homogeneous voluntary turnover decision models were also identified, though no groups with homogeneous job perceptions were observed. Evidence suggested nurses responded to “shocks” as predicted. March and Simon’s model of voluntary turnover was supported and implications drawn for managing voluntary nursing turnover.     

A closer look at the relationship between affective commitment to supervisors and organizations and turnover

We examined the relationships of affective organizational commitment and affective commitment to supervisors with turnover intentions and actual turnover, using three independent samples of employees. In Sample 1 (N=172) and Sample 2 (N=186), affective organizational commitment and affective commitment to supervisors were found to exert independent negative effects on turnover intentions. Moreover, in both samples, affective commitment to supervisors was more strongly related to turnover intentions when affective organizational commitment was low. In Sample 3 (N=431), affective commitment to supervisors was the single significant predictor of actual turnover and interacted with affective organizational commitment such that its effect was stronger when affective organizational commitment was low. The implications of these findings for the understanding of the commitment–turnover relationship are discussed.     

A closer look at families that work well

An understanding of healthy families is essential to effective family therapy. As in medicine and psychiatry generally, there has been an emphasis on family psychopathology and dysfunction. An effort is made to rectify this by initially defining the concepts family and normal. The characteristics and tasks of families are examined. A review of the literature and research on healthy families is offered despite the sparseness of information directly focused on those systems. Methodological difficulties are outlined as background to a consideration of the research outcomes. There is general consensus that families that work well communicate clearly and often in a noisy fashion. Generational boundaries and subsystems are well defined. Decision making is effective and efficient. Healthy families are adaptive and able to cope with the passage of time and eventual loss of their members.     

A closer look at the discrimination outcomes in the IAT literature

To what extent the IAT (Implicit Association Test, Greenwald et al., 1998) predicts racial and ethnic discrimination is a heavily debated issue. The latest meta‐analysis by Oswald et al. (2013) suggests a very weak association. In the present meta‐analysis, we switched the focus from the predictor to the criterion, by taking a closer look at the discrimination outcomes. We discovered that many of these outcomes were not actually operationalizations of discrimination, but rather of other related, but distinct, concepts, such as brain activity and voting preferences. When we meta‐analyzed the main effects of discrimination among the remaining discrimination outcomes, the overall effect was close to zero and highly inconsistent across studies. Taken together, it is doubtful whether the amalgamation of these outcomes is relevant criteria for assessing the IAT's predictive validity of discrimination. Accordingly, there is also little evidence that the IAT can meaningfully predict discrimination, and we thus strongly caution against any practical applications of the IAT that rest on this assumption. However, provided that the application is thoroughly informed by the current state of the literature, we believe the IAT can still be a useful tool for researchers, educators, managers, and students who are interested in attitudes, prejudices, stereotypes, and discrimination.     

A closer look at the ability to predict psychotherapeutic outcome

On the basis of previous findings on the varying ability clinically to predict the outcomes of psychotherapy, this study is focussed on the judgmental processes of good and not-so-good judges. To chart the mechanisms of predictive accuracy, the relations between the ratings of each judge and the criteria have been modelled in terms of structural equations. Further, the predictions of one good and one not-so-good judge have been analysed by multiple regression, with aspects of patient information as independent variables. The analyses suggest that, compared to the not-so-good judge, the good judge utilises more information and has more adequate ideas about its validity but not about its internal correlational structure. While not neglecting secondary process thinking, the good judge still leaves room for intuitive, non formalised judgment and also utilises available information in a more discriminating, or radical, manner. The not-so-good judge appears as an overly conscious and cautious person, neglecting much valid information, not discriminating among the variables, and using negatively valid information positively.     

A closer look at the complex structure of gender stereotypes

In the present paper an experimental design is introduced for the analysis of the conceptual categories used by subjects when stereotyping males and females. Subjects were asked to name as many familiar types of women and men as they could think of, and describe them in terms of various characteristic properties (e.g., traits, attitudes, interests, skills, and demographic features). The most frequently mentioned types were then sorted by a second sample according to their perceived similarity. Finally, a third group of subjects categorized the initial set of properties in terms of their relevance to either male or female types. Clustering and scaling analyses yielded a clear cut picture of the cognitive ordering principles underlying gender stereotypes. Distinct property clusters were found for the female and male types, underlining the important role of gender stereotypes in the knowledge base of the subjects.The authors would like to thank Kay Deaux for helpful comments on an earlier draft.     

Double dissociation between implicit and explicit affiliative motives: A closer look at socializing behavior in dyadic interactions

In the present research, we followed two objectives. First, we aimed to replicate the classic finding by McAdams, Jackson, and Kirshnit (1984) that strong implicit affiliative motives predict high levels of nonverbal socializing behavior (eye contact, laughing, smiling) in dyadic interactions with an unacquainted person. Second, we applied a dual-motives perspective and hypothesized a double dissociation between implicit and explicit motives. Whereas implicit motives were supposed to predict nonverbal socializing, the corresponding explicit motives were supposed to predict verbal socializing (i.e., self-disclosure). Using observational data from 123 university students in ostensibly casual conversations, the findings by McAdams et al. were replicated, and the double-dissociation hypothesis was confirmed. These results corroborate dual-motives theory in the domain of affiliative motivation.     

On the relationship between conceptual schemes and behaviour reports: A closer look1

The validity of the assertion that rated and self-reported behavior is “almost entirely under the influence of preexisting conceptual schemes” is questioned. It is argued that the approach previously used to test this thesis is inadequate, and an alternative approach is described. A comparison of findings obtained using the two approaches suggests that the thesis is in need of revision: The presumed correspondence is neither as high nor as consistent as it may be thought to be. Some implications of the present findings for future research in social cognition and in personality are discussed.     

Capturing excellence in applied settings: A participant conceptualizer and praxis explicator role for community psychologists

Community psychology faces a crisis of personpower similar to that which Albee identified in the clinical field four decades ago. It is clear that there are not, and likely never will be, a sufficient number of community psychologists to be able to provide assessment, consultation, and planned change toward facilitating an inclusive psychological sense of community and sound health and prosocial development in all settings that could benefit from such assistance. To help resolve this crisis, an expanded role for community psychologists is proposed: that of participant conceptualizer and praxis explicator. A participant conceptualizer and praxis explicator has the role not only of working within settings to understand and help conceptualize change processes but also of reflecting on action processes that are a part of the setting, of reflecting on theory, and of generating products that share relevant learnings. How action research serves as the methodology that allows the flow and interplay of theory and action to take place also is discussed. Illustrations are drawn from the work of Leonard Bernstein, Jim Henson and Kermit the Frog, and the author's work in area of school-based social competence promotion. This article is based on much further reflection after my Distinguished Contribution to Practice in Community Psychology award address at APA in Toronto, August 1993. The latter was designed as a talk and featured musical excepts from Leonard Bernstein and Kermit the Frog, who also made an appearance at the talk and spoke briefly. A tape of the talk can be obtained from APA, for the curious. I think of my work as a public corporation, shares of which belong to many colleagues, friends, and mentors, far too numerous to mention. I give special thanks to Jim Kelly and Ed Trickett, to Irma Serrano-Garcia and Jim Dalton, to Emory Cowen and Roger Weissberg, to George Spivack and Myrna Shure, to Jack Chinsky and George Allen, to Tom Schuyler and to my parents, to those who generously shared selective truths about me that Jim Kelly compiled into marvelous and deeply appreciated introductory comments, and to my chief shareholders, my family, Ellen, Sara, and Samara, whose daily love, patience, and support I am honored to receive.     

A closer look at moral dilemmas: Latent dimensions of morality and the difference between trolley and footbridge dilemmas

Although a distinction between moral-personal and moral-impersonal dilemmas (Greene, Sommerville, Nystrom, Darley, & Cohen, 2001 Greene, J. D., Sommerville, R. B., Nystrom, L. E., Darley, J. M. and Cohen, J. D. 2001. An fMRI investigation of emotional engagement in moral judgement. Science, 293: 2105–2108. doi:10.1126/science.1062872.[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) has been widely accepted as an explanation for a difference between the trolley and footbridge dilemmas (Thomson, 1985 Thomson, J. J. 1985. “The trolley problem”. In Ethics: Problems and principles, Edited by: Fischer, J. M. and Ravizza, M. Fort Worth, TX: Harcourt Brace Jovanovich.  [Google Scholar]), its psychometric properties remain a mystery. In this study 219 participants completed 62 moral dilemma tasks used in Greene et al. (2001 Greene, J. D., Sommerville, R. B., Nystrom, L. E., Darley, J. M. and Cohen, J. D. 2001. An fMRI investigation of emotional engagement in moral judgement. Science, 293: 2105–2108. doi:10.1126/science.1062872.[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), and the correlation structure among the dilemmas was analysed through factor analysis and structural equation modelling. Findings suggest that, first, moral-personal dilemmas are composed of one factor, indicating that the assumption in Greene et al. (2001 Greene, J. D., Sommerville, R. B., Nystrom, L. E., Darley, J. M. and Cohen, J. D. 2001. An fMRI investigation of emotional engagement in moral judgement. Science, 293: 2105–2108. doi:10.1126/science.1062872.[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) was supported. Second, moral-impersonal dilemmas are explained by two factors that reflect procedural and consequential aspects of decision making. Third, the trolley and footbridge dilemmas fall under the same factor category; therefore the difference between the two dilemmas cannot be attributed to emotional involvement. Additionally, the results of the structural equation modelling suggest that they differ in the engagement of rational processing.     

Competencies Through the Eyes of Psychologists: A closer look at assessing competencies

Competencies have become a leading construct in human resource practices. However, empirical research on competencies has lagged behind resulting in a gap between practice and science. In this study, the focus was on the nature of competencies by examining the relationships of three competency dimensions with cognitive ability, personality and performance during assessment center exercises. Data of 932 applicants participating in a 1‐day selection procedure were used. Results showed that to assess the competency dimension Thinking psychologists focus on cognitive ability. To assess the competency dimension Feeling psychologists rely on performance during interview simulation exercises and on measures of personality. In assessing the dimension Power psychologists focus mainly on personality, although they also rely on cognitive ability and performance during interview simulation exercises.     

A closer look at the frame-of-reference effect in personality scale scores and validity

This article contributes to the understanding of why the use of a frame-of-reference leads to increased criterion-related validity of personality inventories. Two competing explanations are described and tested. A between-subjects (N = 337) and a within-subject (N = 105) study are conducted to test the hypothesized effects of use of a frame of reference on reliability and validity. Regarding the effects on reliability, use of a frame of reference reduces within-person inconsistency (instead of between-person variability) in responding to generic items. Use of a frame of reference further leads to higher validity as a result of the reduction of between-person variability and within-person inconsistency. Yet, reducing these inconsistencies is not enough. It is also important to use a frame of reference that is conceptually relevant to the criterion. Besides implications for contextualized personality inventories, these results provide an explanation for the moderate validities of generic personality inventories.     

A closer look at self-reported suicide attempts: false positives and false negatives

The validity of self-reported suicide attempt information is undermined by false positives (e.g., incidences without intent to die), or by unreported suicide attempts, referred to as false negatives. In a sample of 1,385 Austrian adults, we explored the occurrence of false positives and false negatives with detailed, probing questions. Removing false positives decreased the rate of suicide attempters from 4.3% to 2.7%. Probing questions also revealed 0.8% false negatives. We recommend using probing questions with both those who report a suicide attempt and those who do not report a suicide attempt to increase the validity of self-reported suicide-related information.     

A closer look at the size of the gaze-liking effect: a preregistered replication

This study is a direct replication of gaze-liking effect using the same design, stimuli and procedure. The gaze-liking effect describes the tendency for people to rate objects as more likeable when they have recently seen a person repeatedly gaze toward rather than away from the object. However, as subsequent studies show considerable variability in the size of this effect, we sampled a larger number of participants (N?=?98) than the original study (N?=?24) to gain a more precise estimate of the gaze-liking effect size. Our results indicate a much smaller standardised effect size (d_z?=?0.02) than that of the original study (d_z?=?0.94). Our smaller effect size was not due to general insensitivity to eye-gaze effects because the same sample showed a clear (d_z?=?1.09) gaze-cuing effect – faster reaction times when eyes looked toward vs away from target objects. We discuss the implications of our findings for future studies wishing to study the gaze-liking effect.