Perceptions by and of lonely people in social networks

Although past research has associated loneliness with negative perceptions of others, P. Christensen and D. A. Kashy (1998), using the social relations model (SRM), found that among new acquaintances, loneliness was associated with more positive other‐perceptions. SRM was used to examine loneliness and interpersonal perception within existing social networks. Seventy‐three university students in the United States rated themselves and others on 19 attributes and also judged how they thought others saw them (meta‐perceptions). Results indicated that lonely people tended to be more negative toward closer targets and somewhat positive toward less close acquaintances. Lonely people had lower self‐regard and perceived self‐regard, invariant across acquaintanceship, and were rated more negatively by others. Relationship contexts thus moderate effects of loneliness on other‐perceptions.     

A MULTIPLE LEVEL INVESTIGATION OF PERSONNEL RATINGS

A multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department. Data were collected as part of a managerial training needs analysis conducted at a large gold and silver mining organization. Participants included 140 incumbent managers and their immediate supervisors, who were embedded in 140 incumbent/supervisor dyads, 39 managerial work groups, and eight departments of the organization. Results from Within and Between Analysis (WABA) suggested that (a) incumbent ratings of both performance and skill importance were characterized by individual differences, (b) supervisory ratings of both performance and skill importance were primarily characterized by between-groups (supervisors) differences, (c) matched incumbent-supervisory performance ratings displayed individual differences, and (d) matched incumbent-supervisory importance ratings displayed dyadic agreement (i.e., between-dyads differences). Practical implications of these results for interpreting these and other types of personnel-related data are discussed.     

Pet Loss: Implications for Counselors

The general purpose of this article is to increase the awareness of counselors about the topic of pet loss. Specifically, this article discusses how counselors can be actively involved through practice, consultation, and research to help people deal with the emotional impact of pet loss.     

Counseling Supervision and Consultation: A Psychobehavioral Approach

The Florida Bureau of Employment Service within the Florida Department of Commerce has developed and implemented a competency-based counselor training model. The model has established competencies for counselors in the areas of relationship skills, career development, individual and group assessment, group guidance and counseling, continuity of services, community relations skills, professional development and workload, and intra-office relationships. In the supervisory portion of the model competencies were explicated in the areas of supervisory skills, assuming that all the counselor competencies are also present in the supervisor's behavior. This article is limited to a discussion of the basic components of the supervisory model and the presentation of an actual case, to illustrate its direct application in the field.     

Employability Assessment: Its Importance and One Method of Doing It

A new programmed learning package, PLACE: Guided Steps to Employment Readiness, provides a measurable definition of employability and helps clients measure their own employability and prepare themselves for work.     

POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION

Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.     

Aboriginal Right: A Conciliatory Concept

The confusion that persists over Aboriginal claim in North America calls for close examination. The paper begins by sorting out various versions of 'Aboriginal right'and some of the main factors that govern its use. Confusion is analysed as the result of conflating different frames of reference which determine different sets of expectations by Aboriginal and government representatives.
To appreciate the significance of this conflation, it is helpful if not necessary to view the move to use the concept 'Aboriginal right'as a strategic rather than a legally substantive one. Understanding the move in this way helps to explain why it is that definitions remain elusive. The effect of using the concept has indeed been to enable Aboriginals finally and effectively to table their claim. However, the strategy has its cost. Using the language of the courts places Aboriginal negotiators at a disadvantage, since that language is ineluctably tied to European social and legal sensibilities that militate against understanding Aboriginal claim.
If, in the end, we understand that the move to use the language of the courts has been conciliatory, we can better recognise the nature of Aboriginal claim. We can begin to understand that it involves a complex web of responsibilities and commitments, most of which have either been forgotten or perverted to suit government agendas. We can begin to see that it has to do with restoring a relationship of mutual respect and protection.