The Complexities of Diversity: Exploring Multiple Oppressions

There has been a growth of identity development models in multicultural psychology for the past 20 years; these frameworks, however, rarely acknowledge the complexities of multiple identities and multiple oppressions. The purpose of this article is to challenge our understanding of cultural diversity beyond its current simplistic frameworks. Alternative worldviews, such as Afrocentric psychology, can broaden our comprehension of human diversity and are used to examine the identity development literature. Several case examples of individuals experiencing multiple identities and multiple oppressions are explored to illustrate the complexities of cultural diversity. Implications for counseling, training, and research are briefly discussed. Durante los últimos veinte años ha habido un aumento de modelos de desarrollo de identidad en la consejería multicultural; sin embargo, estos cuadros no suelen reconocer las complejidades de identidades múltiples y opresiones múltiples. El propósitio de este artículo es desafiar a nuestro conocimiento de diversidad yendo más allá de sus simplistas cuadros actuales. Visiones universales alternativas, como la consejería afrocéntrica, pueden ampliar nuestra comprensión de la diversidad humana y pueden ser usadas para examinar la literatura del desarrollo de identidad. Para ilustrar las complejidades de diversidad, se exploran varios ejemplos de individuos que sufren de identidades múltiples y de opresiones múltiples. Se discuten las implicaciones para la conserjería, el entrenamiento y la investigación.     

PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT

Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person-job (P-J) and person-organization (P-O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P-J fit, and values and personality traits more often to assess P-O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P-J and P-O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P-J and P-O fit during early interviews.     

“My way or no way”: Anarchic power,relationship satisfaction,and male violence

Abstract It was hypothesized that couples experiencing husband violence are more likely than nonviolent couples to have “anarchic” power outcomes, that is, the failure to reach agreement or make a decision when discussing relationship problems. Three groups of U.S. couples in committed relationships participated in the current study: 41 experiencing husband violence, 23 nonviolent but maritally distressed, and 39 nonviolent‐nondistressed. The power outcome was assessed by noting which partner's solution couples adopted using both hypothetical and actual marital problem discussions. The study findings suggested that power gridlocks are related to relationship dysfunction but may not be specifically linked to husband violence among a community sample. The conclusion includes a discussion of the methodological and theoretical issues that need to be considered in future research.     

Scripting sexual passivity: A gender role perspective

In two studies, we demonstrate that attitudes toward traditional sexual roles are linked with increased sexual passivity for women but decreased passivity for men. For both genders, sexual passivity predicts poor sexual functioning and satisfaction. Study 1 showed that endorsement of traditional sexual roles of male dominance and female passivity relates to greater sexual passivity among college‐aged heterosexual women but less passivity for college‐aged heterosexual men. For both young men and women, greater sexual passivity predicts less overall sexual satisfaction. The findings for Study 2 replicate Study 1 among sexually experienced adults recruited over the Internet. Autonomy mediated these relationships, which persisted when controlling for multiple potential confounds.     

Differential parenting and sibling jealousy: Developmental correlates of young adults’ romantic relationships

Data from a survey of 200 young adults assessed whether the early nonshared environment, specifically parental differential treatment, was associated with romantic relationship distress through its effects on sibling jealousy, attachment styles, and self‐esteem. Individuals who received equal affection from their parents in comparison to their sibling reported equal jealousy between themselves and their sibling, had higher self‐esteem, more secure attachment styles, and less romantic relationship distress. Receiving differential parental affection, regardless of whether the participant or their sibling was favored, was associated with more negative models of self and others, which in turn were associated with greater romantic relationship distress. Results indicate that early within‐family experiences may be particularly relevant for later healthy romantic relationship functioning.     

Evaluating Therapist Competency and Adherence to Behavioral Family Management with Bipolar Patients

The present study assessed fidelity to the behavioral family management (BFM) model for treating bipolar disorder patients and their families. The BFM Therapist Competency/Adherence Scale (BFM-TCAS) was developed to evaluate clinicians' competency and adherence to BFM, as outlined by Miklowitz' (1989) BFM Manual for use with bipolar patients. Therapist competency and treatment adherence was also evaluated with regard to two family characteristics: overall level of family difficulty and family expressed emotion (EE) status. The BFM-TCAS was used to code 78 videotaped sessions of 26 families with a bipolar member, selected from a larger treatment study of bipolar disorder patients. The findings suggest that, overall, clinicians adhered closely to the BFM manual. Specific areas in which there was high competency and treatment adherence were (a) skill in conveying factual information about bipolar illness, (b) establishment of a therapeutic environment, and (c) ability to take command of therapy sessions. The one area in which there was less compotency and relatively weak adherence to the manual was the use of between-session homework assignments to assist families in mastering the BFM exercises. Results of this study also suggest that, for the most part, therapist competency and adherence ratings were not related to overall level of difficulty or to family EE status.     

Career Encounters: Career Decision Making Through On-Site Visits

Career Encounters, a program of the Career Counseling Office of Memphis State University, provides students with opportunities for on-site visits with professionals in careers of interest to the students.     

Rethinking Power

This paper argues that feminists have yet to develop a satisfactory account of power. Existing feminist accounts of power tend to have a one-sided emphasis either on power as domination or on power as empowerment. This conceptual one-sided’ ness must be overcome if feminists are to develop an account complex enough to illuminate women's diverse experiences with power. Such an account is sketched here.     

GENDER DIFFERENCES IN NEGOTIATION OUTCOME: A META-ANALYSIS

Studies reporting the objective settlements obtained by men and women in negotiations were reviewed. Differences in outcomes were expected due to differences in perceptions, behaviors, and contextual factors between men and women. In the sample of studies, men negotiated significantly better outcomes than women. Opponent sex, relative power of the negotiator, integrative potential of the task, mode of communication and year of the study were tested as moderators of the effect. Although the overall difference in outcomes between men and women was small, none of these hypothesized moderators or several exploratory moderators reversed or eliminated this effect. The organizational significance of the findings is discussed in terms of the glass ceiling, a gender-based earnings differential and women in negotiation positions. Directions for future research in the laboratory and the field are suggested.