Relational closeness: Comparing undergraduate college students' geographically close and long‐distance friendships

Abstract As interpersonal relationships change with the advent of new technology, researchers need to reexamine their theoretical constructs ( R. G. Adams, 1998 ). This study uses survey methodology to examine college undergraduates from the United States. It explores the concept of relational closeness by comparing how geographically close and long‐distance friends define closeness in their relationships. It assesses prior methods of defining and measuring closeness in interpersonal relationships for the impact of physical distance between the friends. Differences illustrate factors that are important in understanding relational closeness in general and in long‐distance relationships in particular.     

Brief Christian and Non-Christian Rational-Emotive Therapy With Depressed Christian Clients: An Exploratory Study

The current outcome study operationalized a brief “Christian” form of rational-emotive therapy (CRET) and compared the therapeutic efficacy of this treatment with a standard version of brief rational-emotive therapy (RET) with depressed Christian clients. Results indicated that both treatments were effective in reducing depression and automatic negative thoughts, while only the CRET reduced clients' irrational beliefs. No between-group differences were obtained for clients' perceptions of the counselor. Findings are discussed in terms of applied integration issues and the long-standing antagonism of rational-emotive philosophy toward religious beliefs.     

Do Engineers have Social Responsibilities?

ABSTRACT Most American engineers believe that they have a responsibility for the safety and well-being of society, but whence does this responsibility arise? What does it entail? After describing engineering practice in America as compared with the practice of other professions, this paper examines two standard types of accounts of the social responsibilities of professionals. While neither provides a satisfactory account of the social responsibilities of American engineers, several lessons are learned by uncovering their weaknesses. Identifying the framework in which professional rights and responsibilities are justified, I argue that an end or primary good is the starting place for conceptualizing a profession, and justifying its existence and shape. Too little attention has been paid to the end(s) of engineering. The social responsibilities of American engineers as defined in the present system of engineering are ambiguous and weak. I indicate how the case for assigning American engineers stronger social responsibilities must be made by starting with the end(s) of engineering. I argue that, at present, American engineers do not have social responsibilities as engineers, though they do have social responsibilities as persons.     

ATTITUDES AND EFFECTIVENESS: EXAMINING RELATIONS AT AN ORGANIZATIONAL LEVEL

Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, and turnover were examined at the branch level for a large automobile finance company. Using data from 142 branches in 2 consecutive years, several significant relations between attitude factors and performance were observed. In addition, causal analyses conducted at the branch level suggested that customer satisfaction led to employee attitudes, rather than the opposite. Additional analyses to explain this result suggested that economic conditions and related factors might be the causal mechanism at the aggregated level. Other potential interpretations of these findings and caveats about generalizing organizational-level findings to the individual level are discussed.     

EFFECTS OF SELF-EFFICACY and GOAL-ORIENTATION TRAINING ON NEGOTIATION SKILL MAINTENANCE: WHAT ARE THE MECHANISMS?

In a replication and extension of Gist, Stevens, and Bavetta (1991), we examined the effects of self-efficacy and a performance- versus a mastery-oriented post-training session on trainees' negotiation skill maintenance. Sixty MBA students received salary-negotiation training and engaged in practice negotiations with a confederate. They then attended either a performance- or a mastery-oriented post-training session. A second practice negotiation was conducted 7 weeks later. Results indicated that mastery-oriented trainees engaged in more interim skill-maintenance activities, planned to exert more effort, and showed more positive affect than did performance-oriented trainees. In addition, self-efficacy interacted with the post-training condition on Time 2 performance: Low self-efficacy trainees performed more poorly than high self-efficacy trainees in the performance- but not in the mastery-oriented post-training condition. Analyses indicated that trainees' cognitive withdrawal mediated this effect. Implications for future research and practice are discussed.