The multidisciplinary training team: Issues and problems

The need for interdisciplinary training and collaboration is well documented. In this paper some of the issues and recurring problems in operating Multidisciplinary Training Teams in school settings are recounted, and principles and procedures for dealing with such matters as initial attachment of the team to a school, problems within the MDTT team itself, and modification of roles are discussed.     

Clinical supervisor training in Australia: A review of current problems and possible solutions

Clinical supervision cuts to the heart of professional psychology training. It is the most expensive single investment of staff time in the training of the psychology practitioner, and it appears to be the single most important contributor to training effectiveness, repaying that investment. Now there are changes afoot internationally which may change its pivotal role. For example, the Psychology Board of Australia has recently proposed that supervisors undergo approved supervisor training; in the USA, a competence‐based emphasis is gaining ground; while in the UK, supervisors within the Improving Access to Psychological Therapies initiative are receiving unprecedented training and support. It is therefore timely to clarify the need for such training and to consider promising options for its effective delivery. Following a summary of the changes within Australia, we next address these emergent problems and promising solutions by examining the available scientific evidence and by considering professional consensus statements.     

Space-based visual attention models and object selection: Constraints,problems, and possible solutions

Summary One of the functions of visual attention is the selection of object information. This seems to be in line with an influential group of attentional models that assume that attentional selection is space based. These models assume that the selection of an object in vision is realized by selection of the location of that object. Whether this relatively simple idea of space-based attention and the corresponding, more elaborated space-based models are sufficient to handle selected constraints and problems of object selection is the main issue of this article. The first step toward an answer is to describe the common computational structure of space-based attentional models. Two model classes will be distinguished: capacity-limited models (e.g., Treisman, 1988; LaBerge & Brown, 1989) and models that do not assume a capacity limitation (e. g., Van der Heijden, 1992). Next, three kinds of task and data on object selection are introduced that are especially challenging for space-based models. The first type of data refers to experiments that require selection between overlapping objects. The second type of data concerns the influence of early perceptual grouping - a strong object-defining factor- on late response competition, and the third type consists of a selection task in which a high-level (semantic) attribute defines an object and controls selection. In all three cases, problems of space-based models are analyzed and possible solutions are sketched. Finally, a brief evaluative summary is given.     

Interpersonal problems and personality: using three factor solutions

Attempting to bridge the gap between psychotherapy research on interpersonal discord and personality research on factors of normal and abnormal personality, the present study uses personality factors to predict interpersonal problems. Eysenck's P-E-N (Psychoticism-Extraversion-Neuroticism) model of personality and its correspondent index, the Eysenck Personality Questionnaire-Revised is used as a schema from which to conceptualize and measure personality. Horowitz's Inventory of Interpersonal Problems, which includes six problems commonly reported by psychotherapy patients at intake (hard to be assertive, hard to be submissive, hard to be intimate, hard to be sociable, too controlling, and too responsible), was used as an index of interpersonal distress. Hierarchical multiple regression, in which the most significant predictor was entered into the equation first, indicate significant prediction of various problems by the personality factors considered here. Results are discussed in the context of interpersonal theory.     

Emotional and behavioral problems in children of depressed mothers: a school-based study in Southern Brazil

The present study aimed to verify the association between maternal depression and emotional and behavioral problems in school children in Pelotas, Southern Brazil, considering that maternal depression increases children’s vulnerability for developing psychiatric disorders. This is a cross-sectional study with a school-based sample conducted between August 2015 and November 2016 and it is part of a major project entitled ‘Healthy Childhood in Context: A Multidisciplinary Investigation’. Schoolchildren aged between 7 and 8 years and one of their respective parents or a primary caregiver were included in the study. Maternal depression was assessed using the Mini International Neuropsychiatric Interview (MINI). The presence of emotional and behavioral problems in children was verified by the Strengths and Difficulties Questionnaire (SDQ) – parents version. Children of depressed mothers exhibited higher mean scores in all SDQ domains and in the total score when compared to children of non-depressed mothers. Lower socio-economic status was also associated with higher SDQ scores. Our results showed the effects of both maternal depression and poverty on children emotional and behavioral problems, which evidence the need for child mental health preventive care, and free quality assistance for both mothers and their children.     

The differential effect of team members' trust on team performance: The mediation role of team cohesion

This study examines team performance as affected by various trusting relationships: trust between team members and the team's trust in their direct manager and in top management. Data for the study were collected from a survey of 690 professional elite athletes (belonging to 59 different sports clubs) playing in the regular, top professional Spanish leagues. The model was tested at the team level. Findings reveal that team member trust with respect to the different foci has both a direct and indirect effect on team performance, and that team player trust and cohesion play a mediating role. This study illustrates the dynamic relationship within teams, and, as such, trust among teammates mediates the relationship between trust in the coach as well as team cohesion in determining team performance. The implications for managing teams in other contexts are also evaluated.     

Interpersonal aggression and team effectiveness: The mediating role of team goal commitment

This study examines the detrimental effect that interpersonal aggressive behaviours may have on two dimensions of team effectiveness, namely team performance and team viability. Moreover, this study investigates the mediating role of team goal commitment in these relationships. Data were collected from 97 work teams (341 members and 97 immediate supervisors) working in a public safety organization. The results indicate that interpersonal aggression is negatively related to team performance and team viability. The results also show that team goal commitment exercises a complete mediating role with regard to these relationships. Overall, this study highlights potential negative consequences of interpersonal aggression at the team level.     

The effectiveness of school-based anger interventions and programs: A meta-analysis

Twenty peer-reviewed journal articles that described outcomes of interventions that took place in school settings and either focused on anger or included anger as a dependent variable were meta-analyzed. No differences in outcomes were found for group comparisons by school setting, special education status, entrance criteria, or treatment agents. Although 60% of articles discussed its importance, only two articles actually measured treatment integrity. Across outcomes, the weighted mean effect size of the interventions post treatment was determined to be .31. The largest effects were found for anger and externalizing behaviors, internalizing, and social skills, with mean effect sizes of .54, .43, and .34 respectively. Weighted mean effect sizes for follow-up studies were also calculated, but given the small number of studies that reported follow-up effects, those must be interpreted with caution. The results of this meta-analysis are discussed as they relate to research, practice, and intervention with children.     

Measuring individual differences in statistical learning: Current pitfalls and possible solutions

Most research in statistical learning (SL) has focused on the mean success rates of participants in detecting statistical contingencies at a group level. In recent years, however, researchers have shown increased interest in individual abilities in SL, either to predict other cognitive capacities or as a tool for understanding the mechanism underlying SL. Most if not all of this research enterprise has employed SL tasks that were originally designed for group-level studies. We argue that from an individual difference perspective, such tasks are psychometrically weak, and sometimes even flawed. In particular, the existing SL tasks have three major shortcomings: (1) the number of trials in the test phase is often too small (or, there is extensive repetition of the same targets throughout the test); (2) a large proportion of the sample performs at chance level, so that most of the data points reflect noise; and (3) the test items following familiarization are all of the same type and an identical level of difficulty. These factors lead to high measurement error, inevitably resulting in low reliability, and thereby doubtful validity. Here we present a novel method specifically designed for the measurement of individual differences in visual SL. The novel task we offer displays substantially superior psychometric properties. We report data regarding the reliability of the task and discuss the importance of the implementation of such tasks in future research.     

Phase- or energy-based face discrimination: some problems

Fourier analysis may be used to obtain the amplitude and phase spectra of images. Spectra from two images can then be recombined in an attempt to produce images with identical phase spectra but different amplitude spectra or with identical amplitude but different phase spectra. Kleiner and Banks (1987) and Kleiner (1987) used this technique to determine if the amplitude (energy) or phase characteristics of images form the basis for infant face preferences. This article describes how some of the procedures used by these researchers, for example, luminance normalization and photographic production of transparencies of images, probably prevented the images from having the desired characteristics, thus making interpretation of their studies very difficult. Additional potentially confounding issues to be addressed when repeating these or similar experiments are also discussed. These difficulties arise from the distinction between the numerical phase values obtained through the mathematical process and those that are visually effective.     

Flow experience and team performance: The role of team goal commitment and information exchange

While a number of studies show that the flow experience is related to different outcomes at the individual level, the role of flow in work teams remains unclear. This study contributes to the advancement of knowledge on flow by testing the relationships between this psychological state, team goal commitment and team performance. Data were gathered from 85 teams comprised of graduate and undergraduate students who participated in a project management simulation. The results show that the flow experience is positively related to team performance. This relationship is mediated by team goal commitment and moderated by the level of information exchange between team members. In practical terms, the results of this study show that managers should implement interventions fostering the flow experience in their teams, while at the same time encouraging information exchange between members.     

Lamps,cubes, balls and walls: Zeno problems and solutions

Various arguments have been put forward to show that Zeno-like paradoxes are still with us. A particularly interesting one involves a cube composed of colored slabs that geometrically decrease in thickness. We first point out that this argument has already been nullified by Paul Benacerraf. Then we show that nevertheless a further problem remains, one that withstands Benacerraf’s critique. We explain that the new problem is isomorphic to two other Zeno-like predicaments: a problem described by Alper and Bridger in 1998 and a modified version of the problem that Benardete introduced in 1964. Finally, we present a solution to the three isomorphic problems.     

Masking by uniform field flicker: some practical problems

The technique of uniform field flicker (UFF) masking has frequently been used to address issues concerning the relative performance of sustained and transient neural channels in the human visual system. Unfortunately there has been an artifact in the implementation of this method in most published experiments which has meant that the contrast of the target has been flickered in synchrony with the mean luminance. A study is reported in which the artifact was corrected and the effects of UFF masking on the contrast sensitivity function then examined. With this correction, masking was still restricted to low spatial frequencies but it was much weaker than reported originally. It is argued that the original evidence suggesting that UFF masking can be used to examine the functioning of transient and sustained channels has not been interpreted correctly and that the basis for such a claim is weak.     

Effects of guided reflexivity and team feedback on team performance improvement: The role of team regulatory processes and cognitive emergent states

The effectiveness of decision-making teams depends largely on the quality of information processing. Prior research has shown that guided team reflexivity and team feedback are important means of advancing team information processing and outcomes. However, the nature of the relationships, and how these relate to team regulatory processes, cognitive emergent states, and ultimately team performance, is currently poorly understood. Drawing on reflexivity and team information-processing theory, we proposed and found that teams that received guided team reflexivity or a combination of both guided reflexivity and feedback showed higher levels of actual reflection than teams that received neither a reflexivity intervention nor feedback. Conditional process analysis showed that the effects of team reflection on team performance improvement were mediated by a path from shared team mental models to shared task mental models and to adaptation. Finally, we also expected that team reflection would be lower in virtual teams than in face-to-face teams. These hypotheses were tested experimentally among 98 student teams that communicated either face-to-face or virtual (via chat) while completing a collective decision-making task. The information distribution among team members constituted a hidden profile. The results supported all our hypotheses, except for the one relating to virtuality.     

When team members’ values differ: The moderating role of team leadership

Integrating theory and research on values, diversity, situational strength, and team leadership, we proposed that team leadership moderates the effects of values diversity on team conflict. In a longitudinal survey study of national service teams, we found significant, but opposite, moderating effects of task-focused and person-focused leadership. As predicted, task-focused leadership attenuated the diversity–conflict relationship, while person-focused leadership exacerbated the diversity–conflict relationship. More specifically, task-focused leadership decreased the relationship between work ethic diversity and team conflict. Person-focused leadership increased the relationship between traditionalism diversity and team conflict. Team conflict mediated the effects of the interactions of leadership and values diversity on team effectiveness.