The Counseling Center Assessment of Psychological Symptoms Distress Index: A pragmatic exploration of general factors to enhance a multidimensional scale

Objective: The authors attempted to develop and validate a general distress index for a multidimensional psychological symptom/outcome measure used in over 300 college counseling centers with more than 100,000 cases annually: the Counseling Center Assessment of Psychological Symptoms (CCAPS). Method: Four models were compared for fit indices (n = 19,247): the existing first-order factor model (without a general factor), a second-order factor model, a bifactor model, and a single factor or “total score” model. In separate clinical and non-clinical samples, concurrent and divergent validity were examined using several well-established measures of psychological symptoms, as well as two-week test–retest and treatment utilization data. Results: Second-order and bifactor models which captured a single “distress” factor both exhibited good fit to the data relative to the baseline and “total score” model. Validity data indicated that factors adequately measured meaningful clinical onstructs. Conclusion: Both the bifactor and second-order models indicated the presence of a “distress index” comprised items across many of the CCAPS subscales. This distress scale has strong applicability for benchmarking the overall severity and complexity of patients at different centers, and can be used to help identify colleges and universities with areas of clinical strength, which can be studied to improve the field. Clinically, the distress index offers a parsimonious and efficient method for clinicians to monitor patients’ progress through treatment.     

Practical Certainty

When we engage in practical deliberation, we sometimes engage in careful probabilistic reasoning. At other times, we simply make flat out assumptions about how the world is or will be. A question thus arises: when, if ever, is it rationally permissible to engage in the latter, less sophisticated kind of practical deliberation? Recently, a number of authors have argued that the answer concerns whether one knows that p. Others have argued that the answer concerns whether one is justified in believing that one knows that p. Against both of these, this paper argues that the answer concerns whether p is ‘practically certain’—that is, whether the actual epistemic probability that p differs from epistemic certainty that p only in ways that are irrelevant to the decision one currently faces.     

The Decision-Theoretic Lockean Thesis

Abstract

Certain philosophers maintain that there is a ‘constitutive threshold for belief’: to believe that p just is to have a degree of confidence that p above a certain threshold. On the basis of this view, these philosophers defend what is known as ‘the Lockean Thesis’, according to which it is rational to believe that p just in case it is rational to have a degree of confidence that p above the constitutive threshold for belief. While not directly speaking to the controversy over the Lockean Thesis, this paper defends the general idea behind it—namely, the thesis that there is some threshold such that it is rational to believe that p if and only if it is rational to have a degree of confidence greater than that threshold. This paper identifies the threshold in question—not with the alleged constitutive threshold for belief—but with what I call ‘the practical threshold for rational belief’. Roughly, the thesis defended here is that it is rational to believe that p if and only if it is rational to have a degree of confidence that p that rationalizes engaging in certain types of practical reasoning.     

Specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women

This two‐wave field study draws from social cognitive theory to investigate the specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women in the Netherlands. We go beyond prior job search research that predominantly used white samples and conceptualized job search self‐efficacy and behavior as global, unidimensional constructs. We found that networking self‐efficacy and Internet self‐efficacy were the main predictors of ethnic minority women’s job search behaviors. Moreover, the more time they spent on contacting employment agencies and looking at job ads the more job offers they received. Finally, time spent on job ads was more positively related to job offers when job ad self‐efficacy was high and time spent on networking only predicted job offers when networking self‐efficacy was high.     

Sharenting: Pride,affect and the day‐to‐day politics of digital mothering

The coming together of parenting and routine posting on social networking sites has become a visible and recognisable theme, and the term “sharenting” has found a place in everyday talk to describe some forms of parental digital sharing practices. However, while social media has undoubtedly provided a space for parents to share experiences and receive support around parenting, sharenting remains a contestable issue. Thus, one reading of sharenting would be as a display of good parenting as mothers “show off” their children as a marker of success. However, the term also can be used pejoratively to describe parental oversharing of child‐focused images and content. In this paper, we explore the practice of sharenting in terms of pride, affect and the politics of digital mothering in a neoliberal context to conclude that sharenting can be best understood as a complex affective and intersectional accomplishment that produces motherhood and family as communicative activities within digital social practices.     

Conservatism and “copy-if-better” in chimpanzees (<Emphasis Type="Italic">Pan troglodytes</Emphasis>)

Social learning is predicted to evolve in socially living animals provided the learning process is not random but biased by certain socio-ecological factors. One bias of particular interest for the emergence of (cumulative) culture is the tendency to forgo personal behaviour in favour of relatively better variants observed in others, also known as the “copy-if-better” strategy. We investigated whether chimpanzees employ copy-if-better in a simple token-exchange paradigm controlling for individual and random social learning. After being trained on one token-type, subjects were confronted with a conspecific demonstrator who either received the same food reward as the subject (control condition) or a higher value food reward than the subject (test condition) for exchanging another token-type. In general, the chimpanzees persisted in exchanging the token-type they were trained on individually, indicating a form of conservatism consistent with previous studies. However, the chimpanzees were more inclined to copy the demonstrator in the test compared to the control condition, indicating a tendency to employ a copy-if-better strategy. We discuss the validity of our results by considering alternative explanations and relate our findings to the emergence of cumulative culture.     

Predictors and outcomes of job search behavior: The moderating effects of gender and family situation

This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen’s (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the relations in the TPB, such that personal attitude was a slightly weaker, and perceived social pressure a stronger predictor of job seeking for individuals with families than for singles. Concerning the consequences, job search behavior significantly predicted the chances of finding (new) employment, but not job satisfaction in the new job and the level of agreement between the obtained and wanted job.     

Job search and the theory of planned behavior: Minority-majority group differences in The Netherlands

The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of “non-traditional” applicants such as ethnic minorities. This study investigated minority-majority group differences in the predictors of job search behavior, using the theory of planned behavior (Ajzen, 1985). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities' perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment.     

Stop and start control: A distinction within self‐control

A theoretical distinction within self‐control, between stop control and start control, was investigated in two studies. Study 1 consisted of a pilot study in which expert ratings of existing self‐control items were used to distinguish between stop and start control items and a confirmatory factor analyses of these items using a student sample (N = 474). Also, stop and start control were related to overall affect and behavioural outcomes. Stop control was negatively related to negative affect, whereas start control was positively related to positive affect. Study 2 (N = 226) replicated some of these findings; stop control was the best predictor (?) of smoking and alcohol consumption whereas start control was the best predictor (+) of exercising and studying. Copyright © 2010 John Wiley & Sons, Ltd.