Unified protocol for transdiagnostic treatment of emotional disorders: a randomized controlled trial

This study further evaluates the efficacy of the Unified Protocol for Transdiagnostic Treatment of Emotional Disorders (UP). A diagnostically heterogeneous clinical sample of 37 patients with a principal anxiety disorder diagnosis was enrolled in a randomized controlled trial (RCT) involving up to 18 sessions of treatment and a 6-month follow-up period. Patients were randomly assigned to receive either immediate treatment with the UP (n=26) or delayed treatment, following a 16-week wait-list control period (WLC; n=11). The UP resulted in significant improvement on measures of clinical severity, general symptoms of depression and anxiety, levels of negative and positive affect, and a measure of symptom interference in daily functioning across diagnoses. In comparison, participants in the WLC condition exhibited little to no change following the 16-week wait-list period. The effects of UP treatment were maintained over the 6-month follow-up period. Results from this RCT provide additional evidence for the efficacy of the UP in the treatment of anxiety and comorbid depressive disorders, and provide additional support for a transdiagnostic approach to the treatment of emotional disorders.     

Correlates and implications for agreeableness in children

This study is an examination of the relationship between agreeableness and other constructs related to children's social relationships. Third through 6th graders (N = 76; 46 boys, 30 girls) completed self-reports on agreeableness (based on the adult version of the NEO Personality Inventory Manual; Costa & McCrae, 1985), social skills (Social Skills Rating System for Children; Gresham & Elliot, 1991), empathy (Feshbach, 1990) and trust (Children's Trust Scale; Imber, 1973). Using multiple regression, agreeableness was predicted by social skills, empathy, and trust for girls. There were no significant predictors of agreeableness for boys. The discussion focuses on the mutability of childhood personality.     

Semantic distance in memory structure: The retrieval of conceptual relationships

Four experiments are described which aim to distinguish the relative contributions of measures of semantic distance based on formal and normative criteria. Experiment I replicates a previous finding by Collins and Quillian (1969) that sentence confirmation RTs support a hierarchically-organised memory model. Experiments II and III minimised the role of syntactic processes and examined the times taken to “see the relationship” between pairs of concepts. The results also supported a hierarchical model but cast doubt upon the formal distinction between superset and property relationships. Experiment IV showed similar results using only property relationships of the “has” form. Multiple regression analyses of the data indicate that “number of intervening links” is a more consistent predictor of RT than “associative” measures of semantic relatendness and confirm strong linearity effects consistent with a hierarchical model of storage.     

Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012)

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Die Verleugnung der Realit?t

Denial is of great importance for the ego functions and for the constitution of the entire ego but little of this is reflected in case reports and theoretical treatises. The reason for this probably lies in the circumstance that two further problems play a role in the issue of denial: that of reality and that of truth. According to the theory of correspondence, truth is the equivalent of reality. According to this theory, subject and object are opposed. The repudiation of the theory of correspondence has led to blindness and deafness for many things. The modern concept of truth, according to which truth is constructed intersubjectively, destroys the opposition of subject and object. The destruction is an act of denial. Although the theory of correspondence may be outmoded, it could nevertheless retain its former appreciation. ??If we stopped reading canonical philosophy books??, wrote Richard Rorty, ??we would be less aware of the forces that make us think and talk as we do?? (citation from Habermas 2008, S.?34).     

Integrating turnover reasons and shocks with turnover decision processes

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. “Impulsive-type quitters,” with neither a job offer in hand nor turnover plan when they quit, reported poor management, work stress, and family demands as frequent turnover reasons, with manager conflicts and family events as frequent shocks. “Comparison quitters,” who had a job offer in hand and no plan, reported pay and advancement opportunities as top reasons with information about an alternative job being the most frequent shock. “Preplanned quitters,” who had a definite plan to quit well in advance, reported relocation and life/career changes as frequent reasons, with increasing family demand, relocation, and school starting as frequent shocks. “Satisficing quitters,” who made a plan conditional on getting an acceptable job offer, reported pay, poor management, work responsibilities, and work schedules as frequent reasons. Implications of these and other findings are discussed.