Empathic accuracy of intimate partners in violent versus nonviolent relationships

This study compared the empathic accuracy of men and women who had perpetrated physical intimate partner violence with that of partners in nonviolent but distressed and nonviolent and nondistressed relationships. Examined was the empathic accuracy (a) of partners for one another’s thoughts and feelings during a relationship problem discussion in the laboratory, (b) of partners’ empathic accuracy for each other with the empathic accuracy of objective observers who watched the couples’ interactions, and (c) the males’ empathic accuracy for their female partner to their empathic accuracy for female strangers. No significant group differences were found among women’s empathic accuracy, but the data suggest that violent men exhibit poor empathic accuracy when attempting to understand their female partner’s thoughts and feelings.     

Relational closeness: Comparing undergraduate college students' geographically close and long‐distance friendships

Abstract As interpersonal relationships change with the advent of new technology, researchers need to reexamine their theoretical constructs ( R. G. Adams, 1998 ). This study uses survey methodology to examine college undergraduates from the United States. It explores the concept of relational closeness by comparing how geographically close and long‐distance friends define closeness in their relationships. It assesses prior methods of defining and measuring closeness in interpersonal relationships for the impact of physical distance between the friends. Differences illustrate factors that are important in understanding relational closeness in general and in long‐distance relationships in particular.     

Do Satisfied Employees Satisfy Customers? Support‐Services Staff Morale and Satisfaction Among Public School Administrators,Students, and Parents

Data were obtained from school staff ( N = 1,567) who provided support services to schools in a major metropolitan school district. These data were analyzed in relation to data obtained from 3 customer groups (school administrators, students, and parents) who provided ratings of their satisfaction with services. Several aspects of employee morale (e. g., quality of supervision, teamwork, and goal clarity, along with workgroup service climate) were significantly and positively related to administrator and parent satisfaction, but not to student satisfaction. Relations of employee morale and workgroup service climate to administrator satisfaction and parent satisfaction were moderated by customer contact with employees. Results are discussed in relation to expectations of customers and employees that affect the nature of the service-exchange interaction.     

Putting the Image Back in Imagination

Despite their intuitive appeal and a long philosophical history, imagery-based accounts of the imagination have fallen into disfavor in contemporary discussions. the philosophical pressure to reject such accounts seems to derive from two distinct sources. First, the fact that mental images have proved difficult to accommodate within a scientific conception of mind has led to numerous attempts to explain away their existence, and this in turn has led to attempts to explain the phenomenon of imagining without reference to such ontologically dubious entities as mental images. Second, even those philosophers who accept mental images in their ontology have worried about what seem to be fairly obvious examples of imaginings that occur without imagery. In this paper, I aim to relieve both these points of philosophical pressure and, in the process, develop a new imagery-based account of the imagination: the imagery model.     

Employing the God-Family Relationship in Therapy with Religious Families

In many religious families, God functions as a crucial family member, stabilizing interpersonal relationships and engaging in daily family transactions. In the psychological role of a transitional object, God can be usefully employed by the family therapist in therapeutic interventions, when the therapist keeps the focus upon the interpersonal relationship with God rather than the specific content of religious beliefs. This approach can access a vital resource in the family, particularly when conditions for therapy are otherwise difficult, such as an isolated, enmeshed dyad presenting alone for therapy. Four case examples illustrate how one may use this approach in family therapy.     

PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS

This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.     

EFFECTS OF SELF-EFFICACY and GOAL-ORIENTATION TRAINING ON NEGOTIATION SKILL MAINTENANCE: WHAT ARE THE MECHANISMS?

In a replication and extension of Gist, Stevens, and Bavetta (1991), we examined the effects of self-efficacy and a performance- versus a mastery-oriented post-training session on trainees' negotiation skill maintenance. Sixty MBA students received salary-negotiation training and engaged in practice negotiations with a confederate. They then attended either a performance- or a mastery-oriented post-training session. A second practice negotiation was conducted 7 weeks later. Results indicated that mastery-oriented trainees engaged in more interim skill-maintenance activities, planned to exert more effort, and showed more positive affect than did performance-oriented trainees. In addition, self-efficacy interacted with the post-training condition on Time 2 performance: Low self-efficacy trainees performed more poorly than high self-efficacy trainees in the performance- but not in the mastery-oriented post-training condition. Analyses indicated that trainees' cognitive withdrawal mediated this effect. Implications for future research and practice are discussed.     

TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

Cognitive Training for Young Children: Expanding the Counselor's Role

This study encourages an expansion of the counselor's role through an evaluation of the efficacy of certain cognitive training procedures in teaching young children skills for interpersonal problem solving. Twenty-seven students were blocked on school grades, balanced for sex, and randomly assigned to cognitive modeling and self-instructions (CM-SI), cognitive modeling alone (CM), or a control group. A two-week training program focused on generating alternative solutions and consequences. Results of a delayed posttest indicate that the CM-SI group generated a significantly greater number, variety, and proportion of relevant solutions than the control group. This article relates the findings to those in the literature and discusses interpretations. Highlighted are implications for practitioners concerned with preventive program development.