Association of Rorschach and MMPI psychosis indicators and schizophrenia spectrum diagnoses in a Russian clinical sample

In this study, I investigated the relationships among psychological test variables and schizophrenia spectrum diagnoses in a Russian sample of 180 psychiatric patients. Schizophrenia is understood somewhat differently in Russia than in the West. Analyses compared Rorschach (SCZI, PTI; Exner, 2001) and MMPI (Berezin, Mitroshinkov, & Sokolova, 1994) psychosis indicators (Sc, Sc3, Sc6, and BIZ) and 3 diagnostic systems: (a) Russian traditional, (b) the Russian-modified International Classification of Diseases (9th ed. [ICD-9]; Ministerstvo Zdravokhraneniya SSSR, 1982), and (c) the nonmodified ICD-10 (World Health Organization, 1992; comparable to the Diagnostic and Statistical Manual of Mental Disorders [4th ed.], American Psychiatric Association, 1994). Results showed modest support for the SCZI and PTI but not the MMPI indicators. While the field awaits further evidence, psychologists should proceed with caution when using the Rorschach and MMPI to assess for psychosis among Russians.     

Pastoral Conversation: A Postmodern View of Expertise

This article pursues the possibility of a changing conception of expertise following changing conceptions of knowledge. After a brief overview of some of the roots of postmodernism, it examines various postmodern ways of talking about knowledge and reality before suggesting implications for expertise in pastoral conversation. Expertise is a dialogical co-creation of knowledge relevant to the needs of the persons in the conversation and does not exist prior to the conversation.     

Margarita Von Lüttichau: Intermediary between Jung and Bill Wilson

This paper details Von Lüttichau’s relationship with Carl Jung and Bill Wilson, co-founder of Alcoholics Anonymous (AA), and her role as intermediary in the relationship between the two men. Her contribution within this mediator role has not been previously recognized but is an important factor in explaining how Jung became introduced to the AA 12-step format and validated the effectiveness of group work. After the Second World War, Von Lüttichau travelled between America and Switzerland and introduced the writings and ideas of Wilson and Jung to each other and acted as an intermediary between both titans. Jung gave Von Lüttichau extraordinarily detailed instructions on how the 12-step programme of AA could be applied to ‘general neurotics’. Von Lüttichau’s private papers provide a bridge between Jung and Wilson’s correspondence and help to piece together gaps in both Jungian and AA history.     

Does type of team matter? An investigation of the relationships between job characteristics and outcomes within a team-based environment

The authors examined the relationship between team type (consultative or substantive); job characteristics; and the outcome variables of job satisfaction, satisfaction with team processes and activities, and team commitment. The present results supported the hypothesis that job characteristics mediate the relationship between team type and team commitment and partially mediate the relationship between team type and job satisfaction and satisfaction with team processes and activities. However, contrary to the hypothesis, consultative team members perceived the content of their jobs to be more enriched and reported higher levels of satisfaction and commitment than did substantive team members.     

Perceived motivational team climate in relation to task and social cohesion among male college athletes

The purpose of the study was to examine the relationship between perceptions of the motivational team climate and task and social cohesion among male college athletes. Basketball and soccer players (n = 179) completed two response measures, the Perceived Motivational Climate in Sport Questionnaire‐II (Newton, Duda, & Yin) and the Group Environment Questionnaire (GEQ; Carron, Widmeyer, & Brawley) before practice in a team setting near the end of the competitive season. Hierarchical linear modeling analysis revealed that individual perceptions of a task‐involving climate positively predicted, and perceptions of an ego‐involving climate negatively predicted, individual‐attraction‐to‐group task cohesion. Further analysis indicated that perceptions of a task‐involving climate also significantly predicted individual‐attraction‐to‐group social cohesion and group‐integration task cohesion. Perceptions of an ego‐involving climate failed to demonstrate any other predictive value in relation to team cohesion. Discussion underscores the beneficial nature of a task‐involving motivational team climate in regard to the formation and development of task and social cohesion among competitive male college athletes.     

The Self’s Symbolic Role in Implicit Approach/Avoidance: Movement Time Evidence

Theories of self-regulation emphasize the special role that the symbolic self may play in approach and avoidance movements, but experimental evidence is lacking. In two experiments (total N = 157), participants moved either a self-relevant (e.g., “me”) or non-self (e.g., “not me”) agent to one of two locations, one occupied by a positive word and the other occupied by a negative word. In both experiments, the movement agent interacted with the destination valence such that it was only the symbolic self that moved more quickly to positive rather than negative locations. These results established a role for the symbolic self in approach/avoidance that had been questioned, thereby supporting both classic and contemporary self-related theories of approach and avoidance.     

Inching Toward Inclusiveness: Diversity Climate,Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace.