How Does the Relationship Facilitate Productive Client Thinking?

My thesis is: a) that the primary client activity that facilitates change is their productive thinking, b) that one key way the therapeutic relationship is helpful is that it facilitates this kind of activity, and c) that if we look at the therapist–client dyad as a group, then we can further understand how the therapy dialogue facilitates productive client thinking through recent ideas about socially shared cognition.     

Modulation of taxonomic (versus thematic) similarity judgments and product choices by inducing local and global processing

Perceived similarity is influenced by both taxonomic and thematic relations. Assessing taxonomic relations requires comparing individual features of objects whereas assessing thematic relations requires exploring how objects functionally interact. These processes appear to relate to different thinking styles: abstract thinking and a global focus may be required to explore functional interactions whereas attention to detail and a local focus may be required to compare specific features. In four experiments we explored this idea by assessing whether a preference for taxonomic or thematic relations could be created by inducing a local or global perceptual processing style. Experiments 1–3 primed processing style via a perceptual task and used a choice task to examine preference for taxonomic (versus thematic) relations. Experiment 4 induced processing style and examined the effect on similarity ratings for pairs of taxonomic and thematically related items. In all cases processing style influenced preference for taxonomic/thematic relations.     

The decision tree polytope and its application to sequential decision problems

This paper describes a new mathematical programming approach to sequential decision problems that have an underlying decision tree structure. The approach, based upon a characterization of strategies as extreme points of a 0–1 polytope called the ‘decision tree polytope’, is particularly suited to the direct examination of risk-return and other tradeoffs amongst strategies. However, it can also be used for conventional utility maximization if a utility function is available. Further, the approach requires no algorithmic development—it can be implemented using commercially available algebraic modeling software and can solve large problems. A related, and already known, approach can be used for some more general Markov decision problems. © 1998 John Wiley & Sons, Ltd.     

Generalizability of career orientations: A comparative study in Switzerland and Great Britain

This study examined the generalizability of types of career orientation. Exploratory latent class analyses were used to examine whether structurally the same career orientations can be found across a large sample of Swiss German (N=737), Swiss French (N=319), and British (N=1,002) employees. The finding showed that the generalizability of career orientations was not supported across the two countries and not even between the German‐ and French‐speaking parts of Switzerland. At least four career orientations were found in all samples. Country‐specific inspection of these four career orientations showed that they differed in terms of their combinations of specific components (boundaryless, protean, advancement, and time orientation). Mixtures of types of career orientations exist and make it difficult to identify fully the same type of career orientation across different cultural contexts. Explanations for differences in career orientation are discussed focusing on the cultural and economic context of Switzerland and Great Britain. Implications for organizational career management practices as well as theory of the career orientation concept are discussed.     

Effects of paraprofessional training on one aspect of generalized interpersonal effectiveness

American Journal of Community Psychology -     

The prioritization of perceptual processing in categorization

In three experiments, the effects of selective attention on perceptual processes in a complex multidimensional object categorization task were investigated. In each experiment, participants completed a perceptual-matching task to gain estimates of the perceptual salience of each stimulus dimension, then a categorization task using the same stimuli. In Experiments 1 and 2, the perceptual processing of stimulus dimensions was faster when dimensions were more diagnostic of category membership, regardless of their perceptual salience. Experiment 3 demonstrated that this prioritization of perceptual processing was evident even when stimuli were presented in unpredictable locations during categorization, indicating that the physical characteristics of the stimulus guide selective attention to diagnostic stimulus dimensions.     

Who benefits from independent careers? Employees,organizations, or both?

The traditional organizational career has been depicted as the classic example of how employers and employees can develop a mutually beneficial relationship; but changes in the competitive landscape and in individual work values have challenged its viability. Commentators have argued that a ‘new career’ deal, encapsulated by the notions of the protean and the boundaryless career, has emerged suggesting a shift in control of careers from organizations to individuals. Research has explored the implications for individuals' careers while largely neglecting consequences for organizations. Our paper seeks to remedy this by exploring both the individual and the organizational outcomes of independent career orientations and the extent to which organizations can manage these through high commitment human resource management (HRM) practices. Our study, conducted with 655 employee–supervisor dyads, indicates that a protean career orientation results in gains for both employees and organizations, whereas a boundaryless career orientation is associated with mutual losses. In addition, our findings suggest that high commitment HR practices play an important role in managing the outcomes of employees seeking traditional careers but have only a limited impact on those with a boundaryless career orientation.