Perceptions of personal control and conformity of vocational choice as correlates of vocational development

This study examined differences in vocational maturity of women across different levels of internal-external control and typical versus atypical vocational choice. It was predicted that internally controlled women would have higher vocational maturity scores than externally controlled women; women who make atypical vocational choices would have higher vocational maturity scores than women who make typical choices. Data from the Attitude Scale of Crites' Career Maturity Inventory, MacDonald and Tseng's I-E Scale, and dichotomized ratings of typical versus atypical vocational choice were obtained from 179 freshmen to senior female student volunteers in a large New England university. Analysis of variance indicated that internally controlled women had significantly higher vocational maturity than externally controlled women (p <. 01); no differences were found in vocational maturity between those making typical or atypical vocational choices; the lowest level of vocational maturity was found for externally controlled females making atypical vocational choices. Implications of these findings for counseling are discussed.     

Internet-Based Acceptance and Commitment Therapy: A Transdiagnostic Systematic Review and Meta-Analysis for Mental Health Outcomes

Internet-based acceptance and commitment therapy (iACT) primarily targets the process of psychological flexibility. Its accessibility and low-intensity delivery are applicable across different treatment and prevention scenarios. This transdiagnostic meta-analysis reviews the effectiveness of iACT on anxiety, depression, quality of life, and psychological flexibility across individuals with different psychological and somatic conditions/complaints, or undiagnosed complaints. Seven databases were searched for randomized controlled trials that reported on anxiety, depression, quality of life, and psychological flexibility outcomes from iACT in any adult population. Engagement with iACT was summarized and methodological and population-related variables were investigated as potential moderators of effectiveness. Across 25 studies, small pooled effects were found for all outcomes at post-assessment and maintained at follow-up time-points. Interventions with therapist guidance demonstrated greater effectiveness in improving depression and psychological flexibility outcomes compared to nonguided iACT, and populations defined by a psychological condition or symptoms (e.g., depressed samples) demonstrated greater improvements in anxiety compared to nonclinical or somatic populations (e.g., chronic pain samples or students). Participants completed on average 75.77% of iACT treatments. While we found iACT to be effective in improving and maintaining mental health outcomes across diverse populations, there was limited evidence of reliable, clinically significant effects. PROSPERO registration number: CRD42020140086.     

Employee Happiness: Why We Should Care

Albert Schweitzer once stated that “success is not the key to happiness, happiness is the key to success.” Despite this widespread belief, employee happiness is often perceived by organizations as an insubstantial topic, irrelevant to bottom-line outcomes. Equally as problematic, past investigations have primarily utilized other positive emotion variables as a proxy for happiness, thus convoluting the relationships between happiness and work outcomes. As such, taking a scientist-practitioner approach, the present study sought to address the need to: (a) directly measure employees’ happiness, (b) link employee happiness to outcomes of organizational interest, and (c) assess the impact that organizational psychosocial factors have in decreasing employee happiness levels. Therefore, by measuring employee happiness, job demands, and organizational outcomes through a two-wave full panel design, the present study provided evidence for employee happiness’s ability to significantly mediate the relationship between job demands and organizational outcomes. Explicitly, a high level of job demands decreased employee happiness, which subsequently decreased employees’ organizational commitment, task performance, and contextual performance, while increasing turnover intentions and counterproductive work behaviors. These results carry significant theoretical and practical implications. Future QOL (Quality of Life) and organizational research would benefit from building on the present findings and establishing a nomological net of employee happiness. Additionally, practitioners have the opportunity to utilize this evidence to demonstrate the impact that employee happiness has on organizationally-relevant outcomes and the role that organizations can have in fostering employee happiness.

     

Readers and service commissioners require clear financial disclosures: Comment on innovation,research integrity,and change: A conflict of interest management framework for program developers (Sanders et al., 2019)

Sanders et al.'s proposal for a management framework for conflicting interests among program developers is very welcome. The underlying principles of such a framework must nevertheless prioritise the need for researchers and commissioners of services to make objective assessments of the impact of interventions reported in journal articles. This is particularly important in the field of randomised trials which may influence public sector expenditure. Using a strict definition derived from known financial conflict of interest, we have demonstrated that child-based effect sizes are much lower for independent studies than for studies with developer involvement. On this basis, we propose that journals publishing evaluations of psychosocial interventions should agree a standardised format for declarations of conflicts of interest based on that recommended by the International Committee of Medical Journal Editors.     

The self and eating disorders

In our review, we focus on self-related constructs in the context of eating disorders with four aims. First, we examine a variety of self-related constructs that have been theoretically and empirically linked to the development and course of eating disorders. In addition to the more well-researched constructs of self-esteem and self-efficacy, we also report on findings related to selflessness, contingent self-worth, self-objectification, ego-syntonicity, self-concept clarity, self-compassion, social comparison, self-oriented perfectionism/self-criticism, and narcissism. Second, we discuss self-related constructs that may be especially relevant to comorbidities common among those with eating disorders. Third, we review intervention and prevention programs where self-related constructs play a prominent role. Lastly, we share future research directions regarding self-related constructs and eating disorders that we believe will advance a deeper understanding of the role of the self in the eating disorders.