Treating the Troubled Family by Nathan W. Ackerman

Abstract

Group therapy is a widely accepted model of care for sex offenders. However, most group therapy takes place in prison utilizing a cognitive-behavioral, psychoeducational model of care. Given that over 250,000 sex offenders are in ambulatory treatment, newer models of care may need to be employed to address their specific needs. I present a naturalistic outpatient study involving my private practice of 109 consecutive sex offenders treated over a 10-year period. A multimodal model of care informed by psychodynamic theory is presented with detailed case material from one group session. Preliminary results of recidivism are presented.     

工作场所中员工创新的内驱力：员工创造力自我效能感

自我效能感在创新领域具体运用后,发展为创造力自我效能感, 是指个体对创造成功的信念。以往的研究多集中于教育领域。随着员工创新在组织创新中地位提升, 研究者发现, 对创新成功所抱有的信念是支撑员工将创新行为实施到底的重要内在力量, 创造力自我效能感的研究开始向组织领域拓展。文章对创造力自我效能感在组织领域的最新研究进行归纳,总结了影响员工创造力自我效能感的主要因素：领导支持、工作的复杂度等;提炼了员工创造力自我效能感与员工创新的关系, 说明员工创造力自我效能感无论是作为员工创新心理的一个维度, 还是作为一个独立变量在个体创新机制中起中介或者调节作用, 均与员工创新紧密相关; 最后, 提出下一步的研究需要对员工创造力自我效能感的测量以及影响因素进行深入研究, 为管理实践提供更多的理论依据。     

The Troubled Success of Black Women in STEM

We examine the experiences of 3 high-achieving Black undergraduate and graduate women in science, technology, engineering, and mathematics (STEM). Our findings reveal that structural racism, sexism, and race-gender bias were salient in the women's STEM settings. These experiences were sources of strain, which the women dealt with in ways that demonstrate both resilience and trauma. We discuss how their experiences might motivate institutions to offer support for high-achieving students who sometimes face risks from multiple sources.     

The Newly Widowed Employee

Although significant numbers of the recently widowed are in the labor force, little attention has been directed to how employment counselors, supervisors, personnel managers, and colleagues can be more supportive to grieving employees and maintain harmony, productivity, and employer-employee satisfaction. This article outlines normal reactions to the death of a spouse, the needs and problems of the newly widowed, and techniques of helping the recently bereaved worker. The author discusses the benefits of those involved in counseling, supervising, or advising employees in terms of investment in employee productivity, good personnel practices, and improving human relations.     

The Effect of Employee Assistance Services on Reductions in Employee Absenteeism

Personal and work-related stressors experienced by employees can result in substantial costs to employers in the form of employee absenteeism. Employee Assistance Programs (EAPs) provide an important vehicle to assist employees with behavioral health issues, personal concerns, and work-related problems that impact employee absenteeism. This study tested the impact of EAPs on reducing employee absenteeism utilizing a well-matched control group and human resource timecard data. The study recruited employees from 20 areas of state government and used a prospective, quasi-experimental design with propensity score matching. EAP (n = 145) users were matched to non-EAP (n = 145) users on baseline demographic, psychosocial, and work-related characteristics that differentiate the groups. Hours of sick time recorded were provided by human resource offices. Differences in sick leave usage were tested using mixed model repeated measures. A steeper decline in sick leave usage for EAP than non-EAP employees was found, with estimates of 4.8 to 6.5% fewer hours lost per month to illness. Further analysis found that EAP services were most effective in helping clients move from moderate to low levels of sick leave rather than in reducing sick leave for those experiencing chronic absenteeism. Research on the effectiveness of EAPs rarely utilizes well-matched control groups and frequently relies on self-reported outcomes. Using an objective measure of work time lost, this study provides empirical evidence that users of EAP services tend to reduce their absenteeism at a faster pace than non-EAP users experiencing similar challenges to maintaining productivity.     

The Meaning of Employee Engagement

The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys.     

The Psychology of Voluntary Employee Turnover

ABSTRACT— Most research on voluntary turnover has focused on dissatisfaction-induced and rational decisionmaking processes, with some attention paid to external market influences. This focus leaves unexplained a large portion of the variance in why people choose to quit a job. Recently, however, researchers are considering the alternative ways that the turnover process is enacted, as well as what businesses can do to prevent turnover.     

Employee substance use and on-the-job behaviors.

Substance use and job behaviors were assessed in a sample of municipal employees from a large city in the southwestern United States. Job behaviors included psychological and physical withdrawal, positive work behaviors, and antagonistic work behaviors. Employees who reported substance use at or away from work were found to more frequently engage in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors. We tested hierarchical regression models to determine whether substance use contributed unique variance to the prediction of job behaviors after we controlled for variance associated with personal and job background domains. Substance use added unique variance to the prediction of psychological and physical withdrawal behaviors but not to positive or antagonistic work behaviors.     

员工为何沉默:领导权力距离倾向与员工调控焦点的跨层次交互作用

基于跨层次的调节-中介模型,检验了员工沉默的影响因素、中介变量及作用边界。来自82个团队447名员工的数据表明:(1)领导权力距离倾向与员工沉默行为显著正相关。在这一关系中,建言有用感起完全中介作用,心理安全感起部分中介作用,且控制建言有用感后,心理安全感的中介效应不再显著;(2)员工的促进焦点会增强"权力距离倾向→建言有用感→沉默行为"间接效应,防御焦点会减弱"权力距离倾向→心理安全感→沉默行为"间接效应。结论有助于揭示员工沉默的产生机制。     

The Anticipation of Plant Closing: Employee Reactions

Abstract

In the United States, the Worker Adjustment and Retaining Notification Act requires that companies give employees a 60-day notice in the event of layoffs or a plant closing. A manufacturing plant in the southeastern United States gave over 400 hourly employees a 6-month advance notice before the closing of the plant in which they worked; they also received considerable severance benefits. The present study examined the feelings and reactions of these employees shortly after the announcement of the plant closing. Survey results showed that the majority of these employees had been involved in job search activities during this 6-month advance notice period; some had already been offered jobs. Nevertheless, many had feelings of resignation and sadness. The results are discussed in light of the psychological costs of a plant closing and a corporation's sense of social responsibility.     

冲击事件对员工主动离职的影响

冲击事件(shocks)指激发员工主动离职心理决策过程的具体事件。国外学者主要从冲击事件各维度间的关系和各维度与离职路径的关系两个方面研究冲击事件对主动离职的影响, 实证研究表明冲击事件对员工主动离职有显著影响。针对现有研究的不足, 未来研究可以从明晰冲击事件, 优化研究方法, 细分研究对象, 加强冲击事件本土化研究等方面进行探索。     

模拟员工招聘过程中的有意遗忘效应

以隐私信息和非隐私信息为目标信息,以66名大学生为被试,采用类似字表范式,探讨了模拟员工招聘过程中三种提示条件下的有意遗忘效应。结果发现:①在模拟员工招聘过程中,有意遗忘效应显著,不同的提示会影响决策的结果;②简历上的与工作无关的个人隐私信息对招聘者的决策过程有一定的消极影响;③一定的干预手段可以部分消除个人隐私信息对聘用决策的消极影响,但不能完全消除。