Empfehlungen zur Behandlungspraxis bei psychotherapeutischen Kriseninterventionen

Ohne Zusammenfassung     

Reviews

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W underli , J ürg , Stirb und Werde: Wandlung und Wiedergeburt in der Pubertät und in der Lebensmitte.
B rivic , S. R. Joyce Between Freud and Jung.
W olberg , L ewis R.; A ronson , M arvin L. Group and Family Therapy, 1980.
W heelwright , J ane H ollister . The Death of a Woman; How a Life became Complete.
P aolino , T homas J. Psychoanalytic Psychotherapy: Theory, Technique, Therapeutic Relationship and Treatability.     

Exploring ease in thinking aloud

Thinking aloud seems unnatural and difficult to most subjects. The present study explored the relation between Ease in Thinking Aloud, verbal fluency, Self-talk, and Big Five personality traits for a heterogeneous sample of 101 German-speaking adults (50 women and 51 men). Ease in Thinking Aloud positively correlated with scores on verbal fluency (r =.31) and Conscientiousness (r =.38). The discussion considers implications for further research on ease in thinking aloud.     

Striatal activity in concept learning

Striatal learning systems have been implicated in learning relationships between visual stimuli and outcomes. In the present study, the activity of the striatum during visual concept learning in humans was examined by using functional magnetic resonance imaging (fMRI). Participants performed three concept-learning tasks and a baseline task. The participants were trained to criterion before fMRI scanning on two tasks, verbal and implicit. In the verbal task, classification could be performed on the basis of a simple verbal rule, but in the implicit task, there was no simple verbal rule. The novel-implicit learning task, in which an implicit structure was used, was not encountered by the participants before scanning. Across all three concept-learning tasks, there was significant activation in the striatum, in comparison with the baseline task. The striatum was recruited similarly in classification when the participants had different levels of expertise (novel-implicit vs. verbal and implicit) and were able to verbalize their learning to different degrees (verbal vs. implicit and novel-implicit). There was left lateral occipital activation when learning was implicit (implicit and novel-implicit), but not when learning was easily verbalized (verbal).     

Resisting the therapeutic reduction: on the significance of sin.

Sin-talk, though politically incorrect, is indispensable. Placing human life under the "hermeneutic of sin" means acknowledging that one ought to aim flawlessly at God, and that one can fail in this endeavor. None of this can be appreciated within the contemporary post-Christian, mindset, which has attempted to reduce religion to morality and culture. In such a secular context, the guilt-feelings connected with the recognition of sin are considered to be harmful; the eternal benefit of a repentance is disregarded. Nevertheless, spirituality appears to have therapeutic benefits. Therefore attempts are made to re-locate within healthcare a religion shorn of its transcendent claims, so as then to harvest the benefits of a spirituality "saved from sin". This reduction of religiosity to its therapeutic function is nourished by a post-modern constructivist construal of religion. This article critically examines the dis-ingenuity marring such recasting, as well as the incoherence of related attempts to reduce transcendence to solidarity, and to re-shape the significance of religious rituals.     

Trick or trait? The combined effects of employee impression management modesty and trait modesty on supervisor evaluations

Prior research on the benefits of modest self-presentation in organizational contexts has shown positive effects on several career-related outcomes, including employees' reputation, organizational support, and mentoring. However, little is known about the nature, mechanisms, and boundary conditions of this promising impression management tactic. Our study addresses this research gap by integrating two theoretical conceptions of modesty, i.e., impression management modesty (IM modesty) and trait modesty. We developed and tested an overarching theoretical model that postulates positive interactive effects of employees' IM modesty and trait modesty on supervisor ratings of employees' likeability, competence, and job performance. Data on 233 employee–supervisor dyads were analyzed using hierarchical regression and conditional process analyses. As expected, the effects of IM modesty were systematically moderated by employees' trait modesty: For employees with high trait modesty, IM modesty demonstrated significant positive effects on supervisor ratings of employee likeability and competence, which in turn were associated with higher job performance ratings. For employees with low trait modesty, however, using IM modesty was neither beneficial nor detrimental to supervisor evaluations. Implications for theory, practice, and avenues for future research are discussed.     

Reflexivity in Teams: A Review and New Perspectives

Team reflexivity posits that the extent to which teams reflect upon and adapt their functioning is positively related to team performance. While remarkable progress has been made to provide evidence of this relationship, the underlying framework is missing elements of current theoretical streams for analyzing and describing teamwork, leaving the diversity of effects of team reflexivity often untouched. In this article, we present an update for this framework, by reviewing previous research on reflexivity, addressing gaps in the literature, and revising the original model by integrating feedback and dynamic team effectiveness frameworks for describing temporal developments of reflexivity. We furthermore propose a new dimensional structure for reflexivity, relying on prior work conceptualizing teams as information-processing systems that learn and advance through social-cognitive elements. Our model is therefore not only suitable for explaining the diverse set of relationships between team reflexivity on outcomes, but also provides valuable directions for viewing reflexivity as process that takes place during both transition and action phases of teamwork. We conclude with implications for managers, identify limitations, and propose an agenda for further research into this area. This article contributes an extended perspective relevant for further theory development and for effectively managing reflexivity in teams.