The role of the school psychologist: Teachers'' preferences as a function of personal and professional characteristics

Teachers were surveyed concerning the importance of 12 potential roles for school psychologists (e.g., counseling, case or program consultation, community liaison, psychodiagnostics). Results showed that direct and remedial services which did not require the school psychologist to intrude on the teacher's prerogatives were in general considered to be most important. However, teachers who reported using “open education” methods were significantly more likely to value more indirect, preventive, and collaborative school psychology services than their colleagues. Grade level taught, gender, experience, and teaching specialty had virtually no effect on respondents' ratings of the school psychologist roles.     

Measurement of communal strength

Communal strength refers to a person's degree of motivation to respond to a communal partner's needs. The development and testing of a questionnaire measure of communal strength is described. Study 1 involved item selection. Studies 2 and 3 found that the 10‐item communal strength measure taps a construct distinct from behavioral interdependence as measured by the Relationship Closeness Inventory of Berscheid, Snyder, and Omoto (1989) and distinct from liking for the partner. As expected, the measure correlated highly with Rubin's (1970) Love Scale. Studies 4 and 5 found the measure predicted allocation of benefits to peers and reports of giving help to, and receiving help from, friends. Study 6 found that, when answered in relation to the respondent's spouse, the measure predicted the spouse's marital satisfaction, after controlling for the respondent's communal orientation and own marital satisfaction.     

Effects of role model exposure on STEM and non‐STEM student engagement

Studies examining factors (e.g., STEM stereotypes) that underlie the recruitment and retention of STEM students are critical as the demand for STEM professionals is rapidly increasing. This experimental study tested the effects of role model biographies that challenge common STEM stereotypes (i.e., STEM is for gifted individuals and for European American males) on 1035 STEM and non‐STEM undergraduate students. Findings showed that role model exposure had positive effects on both STEM and non‐STEM students’ interest in STEM as well as their perceived identity compatibility between the self and STEM. Role model exposure had a positive impact on academic sense of belonging among STEM and non‐STEM students, and a positive impact on academic self‐efficacy among STEM students, but not non‐STEM students.     

Evidence for utilitarian motives in emotion regulation

This investigation demonstrates that emotion regulation can be driven by considerations of utility per se. We show that as participants prepared for a negotiation, those who were motivated to confront (vs. collaborate with) another person believed that anger would be more useful to them. However, only participants who were motivated to confront another and expected to receive a monetary reward for their performance (i.e., high utility), were motivated to increase their anger in preparation for the negotiation. Participants who were motivated to confront another but did not expect their performance to be rewarded (i.e., low utility), did not try to increase their anger, even though they expected anger to be useful in the negotiation. Such patterns demonstrate that people are motivated to experience even unpleasant emotions to maximise utility.     

The Roles of Perceived Identity Compatibility and Social Support for Women in a Single-Sex STEM Program at a Co-educational University

Single-sex programs have been implemented in a variety of educational settings to help promote greater engagement of women in STEM fields. However, the mechanisms through which single-sex programs increase women??s engagement in STEM fields are unclear. Drawing from research in social and health psychology, we examined two theoretically-guided predictors of women??s sense of belonging in their STEM majors and belonging at the university: perceived identity compatibility between being a woman and being in a STEM field, and perceived social support. Participants were 65 racially, ethnically, and socioeconomically diverse women enrolled in a single-sex STEM program at a co-educational university in Northeastern United States. Participants completed online surveys before the start of their first year of college, and again at the beginning of their second year of college. Findings from multiple regression analyses support hypotheses that across STEM women??s first or transitional year of college, perceived identity compatibility, perceived support from close others, and perceived support from the single-sex program for STEM women were each independently associated with greater sense of belonging in their major. Additionally, perceived identity compatibility and perceived support from the single-sex program were associated with greater sense of belonging at the university. These findings suggest that perceived support from sources such as single-sex programs and perceived compatibility between one??s field and being female may sustain women pursuing training in nontraditional fields such as STEM. Continued investigation of these factors may elucidate the impact of single-sex programs and inform interventions to increase the retention of women in STEM.     

Job-occupation misfit as an occupational stressor

Drawing from theory on met expectations, person–environment fit, and social information processing, misfit between the pressure and autonomy experienced by workers and that which would be expected given their occupational roles was examined as a predictor of job satisfaction, perceived support, and depression. Results from a nationally (U.S.) representative sample using response surface methods indicate that job pressure had much stronger effects on job satisfaction, perceived support, and depression when it exceeded the pressure that would be expected given the occupational role's norms for time pressure and critical decision-making demands. When pressure fell short of occupational norms, effects were much weaker and in some cases reversed. Satisfaction was also highest and depression lowest when the autonomy was at or slightly above the norms for autonomy for one's occupational role. These results have implications for job design, realistic job previews, and the use of normative occupational information in developing work roles that fit worker abilities and interests.     

When getting angry is smart: emotional preferences and emotional intelligence

People who prefer to feel useful emotions, even when they are unpleasant to experience, must understand emotions and seek to regulate them in strategic ways. Such people, therefore, may be more emotionally intelligent compared with people who prefer to feel emotions that may not be useful for the context at hand, even if those emotions are pleasant to experience. We tested this hypothesis by measuring emotional intelligence and preferences to feel pleasant and unpleasant emotions in contexts in which they are likely to be useful or not. We found significant positive associations between emotional intelligence and preferences for useful emotions, even when controlling for trait emotional experiences and cognitive intelligence. People who prefer to feel anger when confronting others tend to be higher in emotional intelligence, whereas people who prefer to feel happiness in such contexts tend to be lower in emotional intelligence. Such findings are consistent with the idea that wanting to feel bad may be good at times, and vice versa.     

Should people pursue feelings that feel good or feelings that do good? Emotional preferences and well-being

Is it adaptive to seek pleasant emotions and avoid unpleasant emotions all the time or seek pleasant and unpleasant emotions at the right time? Participants reported on their preferences for anger and happiness in general and in contexts in which they might be useful or not (i.e., confrontations and collaborations, respectively). People who generally wanted to feel more happiness and less anger experienced greater well-being. However, when emotional preferences were examined in context, people who wanted to feel more anger or more happiness when they were useful, and people who wanted to feel less of those emotions when they were not useful, experienced greater well-being. Such patterns could not be explained by differences in the perceived usefulness of emotions, intelligence, perceived regulatory skills, emotional acceptance, social desirability, or general emotional preferences. These findings demonstrate that people who want to feel unpleasant emotions when they are useful may be happier overall. (PsycINFO Database Record (c) 2012 APA, all rights reserved).