Youth’s Help-Seeking Intentions for ADHD and Depression: Findings from a National Survey

This study investigates the role that youth-level factors play in predicting help-seeking intentions in a nationally representative sample. Eleven help-seeking intentions were examined separately by target conditions (ADHD and depression), gender, race/ethnicity, and self-reported diagnosed/non-diagnosed in respect to the target conditions, and interaction effects were tested. Using factor analysis, a traditional help-seeking scale was created, which captured four help-seeking items, and predictive power of youth-level factors in accounting for traditional help-seeking was tested. Study findings provide practitioners and researchers with fresh evidence on what youth-level factors are associated with which help-seeking intentions, and illustrate the challenges involved in better understanding the complexity of the help-seeking process among youth in the context of ADHD/Depression. With increased understanding of youth’s perceptions and the complexity of their help-seeking behavior, community-based efforts to develop effective strategies that support active help-seeking behavior and eliminate barriers to appropriate care can have a greater likelihood of success.     

A test of two methods of arithmetic fluency training and implications for educational practice

Children are exposed to multiple training tasks that are intended to support acquisition of basic arithmetic skills. Surprisingly, there is a scarcity of experimental research that directly compares the efficacy of those tasks, raising the possibility that children may be spending critical instructional time on tasks that are not effective. We conducted an experiment with 1st through 6th grade children comparing two arithmetic training tasks that are widely used: answer production training and fact triangle training. Results show that answer production training produces substantial fluency gains, whereas fact triangle training does not. Further, we show that, despite theoretical considerations that suggest otherwise, fact triangle training does not produce more flexibly applicable learning. Implications for memory representation, arithmetic fluency training, and broader educational strategy are discussed.     

Eknath Easwaran’s Mantram and Passage Meditation as Applied Indian Psychology: Psycho-Spiritual and Health Effects

We review the life and legacy of Eknath Easwaran (1910–1999) from the perspective of modern and Indian Psychology. A Kerala-born professor of English literature, Easwaran in 1959 travelled to the USA where he taught a system of eight spiritual practices known as passage meditation (PM). Its characteristic features include its meditative focus on memorized inspirational passages and using mantram repetition as a primarily “portable” practice throughout the day. The PM method is distinctive in emphasizing the principle, otherwise neglected in the modern psychology of meditation, that “we become what we meditate on”—a principle that possesses a basis in traditional Indian sources that include the Vedas, Puranas, Adi ?a?kara, and Ramakrishna Paramahamsa. Two major programs of empirical research have evaluated Easwaran’s practices, each publishing multiple randomized controlled trials. We summarize findings from (i) studies of the full PM program, and (ii) studies of the Mantram Repetition Program (MRP), based on three of the eight PM points. Randomized evidence links each program to reduced stress, improved mental health, improved mindfulness, and increases in various spiritual measures. We describe ways that PM/MRP empirical research has reflected Indian Psychology perspectives, and suggest that Easwaran’s legacy enriches Indian Psychology with added value in at least three ways: emphasizing the importance of the choice of meditative focus, offering universally framed support for devotional (bhakti) orientations to spirituality, and supplying tools for improving how spiritual diversity is addressed in modern institutions such as health care, schools, and other organizations.     

NAMING THE HUMAN ANIMAL: GENESIS 1–3 AND OTHER ANIMALS IN HUMAN BECOMING

Recently the paleoanthropologist Pat Shipman has proposed what she calls the animal connection as the human trait that connects all other traits. Theologians and biblical scholars have proposed many relational, functional, and ontological interpretations of the image of God in humans and human nature, but have generally not included a connection with animals. Genesis 1–3, however, weaves human and animal creation in a variety of ways, and Adam's naming of other species implies they are understood as family or kin. Thus Genesis 1–3 understands a relationship with other animals as integral to human becoming and uses family or kinship as a root metaphor for human–animal relations.     

Differential Effects of Task Performance,Organizational Citizenship Behavior,and Job Complexity on Voluntary Turnover

Purpose

The purpose of this study was to investigate the performance–turnover relationship by considering the effects of task performance and OCBs simultaneously while also examining the moderating effect job complexity has on the relationship between voluntary turnover and each type of performance.

Design/Methodology/Approach

Data were obtained as part of a larger study to validate an employment test, in which actual turnover data and supervisory ratings of job performance were collected for employees in two hospitals (n = 782).

Findings

Task performance exhibited a curvilinear relationship with turnover, while OCB exhibited a negative linear relationship with turnover. Job complexity moderated both of these relationships. For task performance, turnover in high-complexity jobs was greater for low performers but lower for high performers relative to that of employees in low-complexity jobs. For OCB, the negative relationship with turnover was more pronounced in high-complexity jobs.

Implications

Both low- and high-task performers are more likely to turnover, while employees exhibiting high OCBs are less likely to turnover. These results imply that retention strategies are critical for top performers, but especially in high-complexity jobs. Organizations may be able to discourage voluntary turnover by creating conditions that stimulate OCB, particularly in highly complex jobs.

Originality/Value

Most prior performance–turnover relationship research used unidimensional measures of performance, whereas this study included two dimensions of performance and examined this relationship while controlling for one-performance dimension when predicting the other. Furthermore, this study is one of the first studies to suggest that job complexity moderates the performance–turnover relationship.

     

Deciding to give to charity: a focus group study in the context of the household economy

Research on charitable giving has tended to examine either the individual characteristics of donors, or those of households. However, both approaches overlook the interactive processes that take place within households which may influence charitable donation in a variety of ways. For example, the system of financial organisation adopted by a couple can set limits on the degree of individual financial autonomy, and this in turn can influence the financial decision‐making of each partner. This paper presents the results of a study that examined charitable decision‐making within the context of household financial behaviour. It investigated whether such decisions tend to be individual or joint, and the extent to which they are regarded as an integral part of household financial management. Six focus groups were carried out with people who were currently married or living with a partner. The results suggest that charitable giving is dealt with in accordance with the style of money management of the household, although it occupies a more marginal position than other items of expenditure. Copyright © 2005 John Wiley & Sons, Ltd.     

Memories of positive and negative emotional events

Women's memories of emotional events differing by both valence and intensity were examined for differences in narrative content and structure, as well as subjective memory ratings. Emotional valence was related to the content of the women's narratives, and emotional intensity was related to the subjective ratings of the memories. Negative narratives contained more negative emotion, cognitive processing words, and passive sentences than positive narratives, and positive narratives contained more positive emotion words and were more complex than negative narratives. Intensely negative narratives were the longest and the least complex, and intensely positive narratives were the most coherent. Women rated both intensely negative and intensely positive events, in general, as more frequently talked/thought about, significant, unique, emotional, and vivid than moderately emotional events, and negative events were rated as more emotional than positive narratives. There was little relation between the objective content of the narratives and the women's subjective ratings of their memory experiences. Finally, researcher‐defined traumatic events did not differ from other intensely negative events. The results of this study have important implications for narrative research in general, methodological issues such as the validity of text analysis programs and subjective memory ratings, and the quality of traumatic memories. Copyright © 2004 John Wiley & Sons, Ltd.     

So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seekers’ organizational image perceptions

Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization.