THE ASA FRAMEWORK: AN UPDATE

In 1987, B. Schneider proposed a person-oriented model of organizational behavior based on the proposition that it is the collective characteristics of people who define an organization. He further proposed that, over time, organizations become defined by the persons in them as a natural outcome of an attraction-selection-attrition (ASA) cycle. We provide a brief overview of the ASA cycle and review literature relevant to two facets of the theory. The literature reviewed provides some indirect support for the proposal that founders and the members of top management have long-term effects on organizations through the ASA cycle. The literature reviewed provides both indirect and direct evidence supporting a central proposition of ASA theory–that organizations over time become relatively homogeneous with regard to the kinds of people in them. Suggestions for future research on ASA are presented.     

Assessing Individual Family Members' Constructions of Family Problems

Much contemporary family therapy theory and practice takes into account clients' cognitive constructions of their family problems. Recent calls for therapists to elicit and work with clients' causal explanations and narratives parallel accumulating evidence in the social-clinical literature about the predictive importance of attributions in family relationships. In this article, we introduce the Constructions of Problems Scale (CPS), provide preliminary evidence of its reliability and validity, and suggest ways in which it can be used clinically to reveal new areas for questioning and to generate new ideas. The CPS is a brief questionnaire that can be used to create a profile of each individual family member's private constructions. To complete the CPS, each family member writes a free-form narrative of the presenting problem and then rates his or her perceptions of the contributing causes. The CPS profiles can be used to compare the perspectives of different family members and to assess cognitive constructions at different points in treatment. We discuss its potential for these and other clinical uses.     

Career Counseling With Couples

As an outgrowth of the developmental and systemic trends characterizing career counseling in recent years, the role of the family has been highlighted. Nonetheless, inadequate attention has been given to incorporating family members in the career counseling setting with adult clients. This article explores a career counseling paradigm that takes into account the couple dynamics active in the adult's career choice process. Unique elements of the conjoint model, such as couple career assessment, along with directions for further study, are offered.     

Gender,Marital Status,and Alcohol Behavior: The Neglected Role of Religion

Substantial previous research indicates that married persons enjoy better mental and physical health than others. One prominent explanation for these patterns is that married persons practice better health behaviors, including lower levels of alcohol consumption, particularly heavy drinking. However, studies of marital status differences in health behaviors have ignored the role of religious homo/heterogamy and attendance, important potential confounding and moderating factors. Focusing on alcohol behavior, we analyze 1977–1994 General Social Survey data, finding that lower levels of drinking are especially pronounced among homogamous conservative couples, and to a lesser extent among mixed-faith unions with one conservative partner. Controlling for other background characteristics, nonconservatives married to nonconservatives do not consistently consume less alcohol than unmarried persons, suggesting that much of the apparent marital status effect on drinking is actually due to religious factors. Contrary to some prior theory and research, these patterns are broadly consistent for both men and women.     

Religion and Attitudes Toward Physician-Assisted Suicide and Terminal Palliative Care

We assess religious differences in attitudes toward physician-assisted suicide and terminal palliative care, and go further than previous research by attempting to explain these variations. Using data from the 1998 General Social Survey, we fit OLS regression models to estimate the main effects of religious affiliation and indirect effects via religious involvement (church attendance and strength of affiliation). Both conservative and moderate Protestants are generally less accepting of physician-assisted suicide and terminal palliative care than nonaffiliates. However, both relationships are at least partially explained by church attendance and/or strength of affiliation.     

A NEW LOOK AT BERKELEY'S IDEALISM

In this note I firstly give a formulation of Berkeleyean Idealism in modern anti-realist terms. Secondly, I supply a reading of Berkeley that serves to do three things: 1. It makes clear that the formulation of the position in modern terms is acceptable. 2. It offers a revealing insight into the reasons why Berkeley accepted the position. 3. It allows us to see that these reasons are, in fact, bad ones.     

Faith as Self-Understanding: Towards a Post-Barthian Appreciation of Rudolf Bultmann

Abstract:  The tradition of post-Barthian systematic theology has consistently criticized Rudolf Bultmann's doctrine of faith. Following Barth's critique, contemporary theologians have argued that Bultmann's concept of faith as self-understanding undermines the reality of God and reduces theology to anthropology. This article argues that such arguments rest on a misreading of Bultmann. Far from anthropologizing theological knowledge, Bultmann identifies faith with self-understanding precisely in order to maintain the distinctiveness of God's reality. According to Bultmann, the locus of all true knowledge of God is the living christological event of divine–human encounter in which God is both related to and differentiated from humanity. This conception of God and faith remains relevant, and it offers valuable resources to theological reflection today.     

EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS,AND CUSTOMER SATISFACTION

The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR‐attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit‐level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.     

Perceived versus reported social referent approval and romantic relationship commitment and persistence

The current study examined social network influence processes on romantic relationship outcomes by obtaining the reported opinions of social referents as well as romantic relationship members’ perceptions of social network members’ opinions. Participants were 254 (151 women) college students from the United States involved in romantic relationships along with a male and female friend who all completed surveys regarding the participants’ romantic relationship. This work demonstrated that perceived normative beliefs of social network members significantly mediated the effects of reported social network approval on relationship commitment. Participants’ reports of relationship commitment were found to mediate the effect of subjective norms on relationship persistence. Along with network members’ relationship approval, participants’ satisfaction was found to predict participants’ normative beliefs.