Religiosity and Adolescent Narcissism: Implications for Values Counseling

The authors show that the distinctive character of values counseling as a therapeutic intervention can be justified on empirical grounds. The fact that religiosity has been consistently associated with positive mental health outcomes is a warrant for counselors to explore the resources of one's religious tradition for therapeutic change. The authors also argue that pastoral counseling is particularly suited for addressing the ego development needs of adolescents and that the vicissitudes of adolescent narcissism can be effectively mobilized to support self-transcendence and relational autonomy, tasks that have both developmental and religious significance.     

Attachment and expectations about future relationships: Moderation by accessibility

This article examined the relationship between internal working models of self and other (Bowlby, 1969) and expectations for satisfaction in a future relationship, and how that relationship is moderated by the accessibility of one's internal models. Study one showed that the model of self was predictive of expected satisfaction, but the model of other was not. In study two, the results of study one were replicated. However, using a reaction time task to measure the chronic accessibility of internal models, it was shown that the relationship between model of self and expected satisfaction existed only for people with highly accessible internal models. The implications of these findings for a more cognitive view of attachment-processes is discussed.     

THE IMPACT OF APPEAL SYSTEM STRUCTURE ON DISCIPLINARY DECISIONS

This article examines how the evaluation of disciplinary appeals in nonunion organizations is affected by the use of procedural guidelines. Data were collected from 142 managers in a simulation study designed to assess the impact of procedures that are common within arbitration and judicial systems but less common within non-union appeal systems. Procedures which allowed decision makers to evaluate the reasonableness of the disciplinary rule, which specified a stringent standard of proof, and which restricted the availability of work history information significantly increased the likelihood of affirmative responses to disciplinary appeals. It was also found that the effect of the standard of proof guideline significantly increased when the evidence against the employee was weak. The implications of these findings for the design of appeal systems and for future research are discussed.     

The perception of collative properties in visual stimuli

Two experiments were conducted to determine how quickly subjects respond to collative properties (e. g., Complexity, Uncertainty) of visual stimuli. In Experiment 1 subjects were presented with reproductions of paintings and artificial patterns which varied in collative properties (e. g., Uncertainty, Redundancy). Subjects were able to discriminate these properties on related verbal scales after only a single glance (50 msec) as well as after multiple glances (500 and 5000 msec). In Experiment 2 subjects were presented with pairs of paintings and patterns differing along collative dimensions (e. g., High versus Low Uncertainty) in an exploratory choice paradigm. The results show that for exploratory choice subjects were particularly sensitive to unity or order after only a single glance (50 msec) and to diversity or complexity after multiple glances (500 and 5 000 msec). In general, the data for the single glance condition are consistent with theories which attribute holistic processing to the initial phase of perception.     

A Lesson from the Physicists

From their beginnings, the social scientists and those in the helping professions have adhered to the cause and effect model of research and application originally developed by the physical scientists. This model was first discredited in physics by Heisenberg's conception in 1927 of the uncertainty principle. If, therefore, this model is inapplicable in the world of material substances, it is all the more inappropriate and misleading in the unique world of the individual, where measurement and predictability are inherently precluded. The same dramatic shift in outlook that the uncertainty principle necessitated among the physical scientists is long overdue among those whose commitment is to the enhancement of the unique world of the person.     

A FIELD EXPERIMENT TESTING SUPERVISORY ROLE CLARIFICATION

An intervention designed to clarify individual roles was tested experimentally on the business service division of a major university. Following a pre-test which identified role stress as a significant problem in the organization, top managers clarified their respective departmental roles in meeting organizational objectives. This was followed by a post-test (Time 2) survey of workers'stressors and symptoms. Supervisors were then trained in the method of clarifying subordinate roles using a dyadic exchange process. Workers were randomly assigned to either participate in a thorough role clarification discussion with their supervisors or join a wait-list control group. Based on a follow-up (Time 3) questionnaire, the intervention appeared to reduce role ambiguity and supervisor dissatisfaction. There were no effects on other aspects of subjective strain, physical symptoms, or time lost due to illness. Role conflict decreased in both the experimental and control groups. We discuss the implications of these findings for systemic efforts to reduce employee stress.     

Managing Demands on Counseling Services: The Colorado State University Experience

As we move into the next decade, greater student demands for counseling services, increased severity of presenting problems, and long waiting lists are becoming a reality at university and college counseling centers. These trends, coupled with limited financial resources, suggest that new models of case management and treatment are needed to maintain quality services. This article describes the development of a time-limited and managed-care treatment policy at the University Counseling Center at Colorado State University. It is offered as one agency's attempt to become more proactive in defining its responsibilities and limits regarding emerging challenges and changes on college campuses.     

Winning Over the Audience: Trust and Humor in Stand-Up Comedy

This article advances a novel way of understanding humor and stand-up comedy. I propose that the relationship between the comedian and her audience is understood by way of trust, where the comedian requires the trust of her audience for her humor to succeed. The comedian may hold (or fail to hold) the trust of the audience in two domains. She may be trusted as to the form of the humor, such as whether she is joking. She may also be trusted as to the content of the joke. This approach has two distinct virtues. The first is that it makes sense of partial successes. These are cases where the humor neither completely succeeds nor fails because the audience does not fully trust the comedian. The second is that it explains intuitions about ethically dubious humor and why certain classes of humor, especially those dealing in racialized and gendered identities, are more readily (but not necessarily) accepted from humorists of those identities.     

Two Conceptions of the Physical

The debate over physicalism in philosophy of mind can be seen as concerning an inconsistent tetrad of theses: (1) if physicalism is true, a priori physicalism is true; (2) a priori physicalism is false; (3) if physicalism is false, epiphenomenalism is true; (4) epiphenomenalism is false. This paper argues that one may resolve the debate by distinguishing two conceptions of the physical: on the theory-based conception , it is plausible that (2) is true and (3) is false; on the object-based conception , it is plausible that (3) is true and (2) is false. the paper also defends and explores the version of physicalism that results from this strategy.     

THE EFFECTS OF EMPLOYEE SATISFACTION, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND TURNOVER ON ORGANIZATIONAL EFFECTIVENESS: A UNIT-LEVEL, LONGITUDINAL STUDY

This study addresses the issue of whether positive employee attitudes and behaviors influence business outcomes or whether positive business outcomes influence positive employee attitudes and behaviors. We hypothesize that employee satisfaction, organizational citizenship behavior, and employee turnover influence profitability and customer satisfaction. Data were gathered from the units of a regional restaurant chain via employee surveys, manager surveys, customer surveys, and organizational records. Cross-lagged regression analyses show that employee attitudes and behaviors at Time 1 are related to organizational effectiveness at Time 2. Additional cross-lagged regression analyses show no significant relationship between organizational effectiveness at Time 1 and the employee attitudes and behaviors at Time 2. These results add to the evidence that HR outcomes influence business outcomes, rather than the other way around.