The Effect of Other-Oriented Values on Decision Making: A Test of Propositions of a Theory of Concern for Others in Organizations

Based on recent theoretical work by Simon (1990, 1993), we proposed that the value of concern for others would reflect a general process whereby individuals place less value on personal outcomes and are less disposed to engage in rational calculations involving costs and benefits. We conducted two studies to examine whether these mechanisms generalize to situations that do not involve helping others. In the first study, persons high in concern for others were less attracted to choices involving the prospect of personal gain and were less discerning about the value and risk involved in making choices than were individuals low in concern for others. The second study showed that positive affective arousal, which is likely to focus attention on personal concerns, moderated the effects observed in the first study. Results suggest that other-oriented values such as concern for others may have a substantial impact on a wide range of organizational processes beyond helping.     

“Should Have Known Better than to Fraternize with a Black Man”: Structural Racism Intersects Rape Culture to Intensify Attributions of Acquaintance Rape Victim Culpability

Sex Roles - Rape culture is characterized by prevalent rape of women by male acquaintances, which is exacerbated in the aftermath by negative social responses including attributions of victim...     

Five Years, Twelve Steps, and REBT in the Treatment of Dual Diagnosis

A five-year NIDA-funded grant is described that compared client-centered 12-step-oriented and REBT/SMART Recovery-oriented intensive outpatient treatment/partial hospitalization programs with severely impaired clients with dual diagnosis (serious mental illness/substance abuse). Results are presented and suggestions made for applying the findings.     

Effects of paraprofessional training on one aspect of generalized interpersonal effectiveness

American Journal of Community Psychology -     

Social influence and perceived organizational support: A social networks analysis

We suggest that employees’ perceptions of organizational support (POS) are not solely a product of independent evaluations of treatment offered by the organization, but are also shaped by the social context. We argue that coworkers will directly (through inquiry via cohesive friendship and advice ties) and indirectly (through monitoring of employees structurally equivalent in advice and friendship networks) affect employees’ perceived organizational support. Network studies in the admissions department of a large public university and a private company specializing in food and animal safety products indicate that employees’ POS are similar to those of coworkers with whom they maintain advice relationships as well as to those who hold structurally equivalent positions in organizational friendship and advice networks. Our work contributes to organizational support theory by developing and testing a theoretical explanation for the relationship between the social context and perceptions of support among employees. Implications for research and practice are offered.     

Conceptualising the family-friendly career: the contribution of career theories and a systems approach

Mainstream theories of career have been charged with a lack of 'critical, multidisciplinary, gendered, and contextualised work'. This suggests that they would not readily be able to encompass the notion of the family-friendly career. This paper contextualises their shortcomings, notes some responses to them over time, and identifies some recent theorising that seems more likely to be able to contribute to 'joined-up thinking' on career and family-friendly issues. It then proposes the value of a systems approach and soft systems thinking to conceptualising a (family-friendly) career, and introduces the concept of a 'family career'.     

What Do White Counselors and Psychotherapists Need to Know About Race? White Racial Socialization in Counseling and Psychotherapy Training Programs

Multicultural training in academic counseling and psychotherapy programs is often designed to address the needs of minority populations, and it rarely places Whiteness in the spotlight. Its structure, in fact, risks mirroring the very dynamics embedded in White privilege. Using the framework of feminist theory, we build on key findings on White racial socialization—which has a profound impact on the quality of communication and interaction within and across racial groups—to outline the skills and awareness needed for White counselors and psychotherapists to promote racial justice in both their individual/counseling and community/advocacy work.