A typology of mid-life career changers

This study examines the motivations for and the outcomes of mid-life career change among a sample of 73 men who had left professional and managerial careers between the ages of 34 and 54. Measures of personal desire for change and external pressure to leave were dichotomized to produce a typology of career changers: Drift-outs, Opt-outs, Force-outs, and Bow-outs. The four types of changers were found to differ on a number of variables, including: amount of education completed, additional schooling undertaken to change careers, time taken to make the change, radicalness of change, and the importance of personal values in deciding to leave their former careers. Overall, respondents were found to be highly satisfied with their career redirection.     

Book review

Divorce Poison: Protecting the Parent-Child Bond from a Vindictive Ex. by Richard A. Warshak, New York: Regan Books/Harper Collins, 2002, 320 pages, $26.00.     

Children and Parents as Members of the Research Team: Fair Employment Practices Without a Union Contract

In clinical mental health research with children, both child and parent are essential members of the research team. The 3 R's of parent/child team membership are respect, rapport, and recognition. Respect and recognition include fair reimbursement for time, expense, and inconvenience, but the most important compensation for many families is the appreciation of the other team members for their sacrifice and cooperation. Reimbursement, although honoring the principles of justice and respect for persons, raises difficult issues about appropriate amount, particularly in research involving children. The 3 R's are supported by the investigator 5 A's: attitude, adaptability, availability, attachment, and appreciation. Although the principles seem clear in the abstract, implementation encounters many practical problems. Perhaps the most difficult of these is determining the appropriate amount of compensation that avoids undue inducement but not at the expense of the 3 R's and 5 A's.     

A Structural Analysis of the Impact of MMPI-2 on MMPI-1

Minnesota Multiphasic Personality Inventory-1 (MMPI-1) items modified for Minnesota Multiphasic Personality Inventory-2 (MMPI-2) are presented in pairs to illustrate modifications. MMPI-1 items deleted from MMPI-2 are presented, grouped by categories. Frequencies of items remaining in MMPI-2 for the following special scales are presented: Harris and Lingoes subscales of the clinical scales (Harris & Lingoes, 1955/1968); Wiggins Content scales (Wiggins, 1966); Tryon, Stein, and Chu (TSC) cluster scales (Stein, 1968; Tryon, 1966); Indiana Rational scales (Levitt, 1989); and selected other special scales. Frequencies of MMPI-1 items in the MMPI-2 validity and content scales are also presented, k is concluded that most of the special scales developed for MMPI-1 remain relatively intact in MMPI-2.     

Emotion Regulation in Workgroups: The Roles of Demographic Diversity and Relational Work Context

Drawing on the social identity perspective, we investigate the cross‐level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography‐related in‐group/out‐group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age diversity effect can be attributed primarily to younger employees when they are in workgroups with older coworkers. Results reveal asymmetric effects for racial diversity such that racial out‐group members engage in higher levels of emotion regulation than racial in‐group members when racial diversity is low, whereas racial in‐group members engage in higher levels of emotion regulation than racial out‐group members when racial diversity is high. Race effects also suggest a moderating effect of social interaction; specifically, social interaction weakens the relationship between racial diversity and emotion regulation. Gender effects are not significant.     

Sexual Prejudice among Christian College Students, Denominational Teachings, and Personal Religious Beliefs

Although numerous studies have examined the role of religious tradition and religiosity on attitudes toward lesbian, gay, and bisexual people, the role of endorsement of denominational teachings has largely been overlooked, even though such teachings are often cited to explain study findings. To better understand the complex relationship between religion and sexual prejudice, this study explores the unique contributions of religious tradition, religiosity, and individual endorsement of denominational doctrine about same-sex sexuality in shaping these attitudes. Findings indicate that endorsement of denominational doctrine concerning same-sex sexuality is more influential than religiosity, and that endorsement of denominational doctrine is not simply a proxy for believing that same-sex sexuality is a sin. Implications for future research are discussed.     

MMPI Item Changes by College Students under Ideal-Self Response Set

This paper reports item changes when college students were asked to assume a set to the MMPI in which they answer as they “would like to be.” Accumulated evidence from several populations separated by a period of years and by culture background demonstrated a consensual profile. While weighted in the direction of social favorability, the group profile is distinguished by a theme of self-mastery in social situations. Item analysis indicated an area of idealized acceptance or rejection of items which has potential value in personality assessment. The findings also have implications for desirability as a factor in MMPI records and for the validity of “subtle” items.     

Reactions to AIDS and Other Illnesses: Reported Interactions in the Workplace

Previous research on the public's response to AIDS has been concerned with attitudes and knowledge in relation to the disease itself. The present study investigated American students' willingness to interact in the workplace with AIDS patients and compared this with their reactions to cancer and hepatitis patients. The effects of perceived control over the cause of the disease were also examined. Exposure to the diseases was manipulated with written scenarios. Results demonstrated that the type of illness affected a willingness to interact with individuals—AIDS patients were reacted to least positively, followed by hepatitis, and cancer patients. Perceived control over the cause of the disease did not affect reactions.     

The effect of religiosity and spirituality on psychological well-being among forensic psychiatric patients in Canada

All patients in a multilevel secure forensic psychiatric centre were surveyed to determine the relationship between religiosity and spirituality, and depression, anxiety and satisfaction with life. Of the whole population, 90% responded; 5% were females and 47% aboriginal. The mean anxiety and depression scores using the Beck anxiety and depression inventories were low at 11.4 and 17, respectively. Weekly attendance at worship and the private intrinsic religiosity scores were higher than comparable samples of Canadians and general mental-health inpatients. Satisfaction with life score was positively correlated with all religiosity and spirituality variables. There was an inverse relationship between the Existential Well-Being scale and depression scores. The Existential Well-Being scale also correlated positively with satisfaction with life. Weekly worship attendance was inversely correlated with depression scores. These results point to some important differences between this patient population and the general population.     

How Interviewees Consider Content and Context Cues to Person–Organization Fit

The interview is an ideal opportunity for job candidates to assess their fit with potential employers. While research shows that candidates' perceptions of person–organization (PO) fit lead to important outcomes, fewer studies explore how such perceptions are formed. A policy‐capturing study modeled how job candidates detect and interpret cues from the interview to inform their determinations of PO fit. A total of 213 participants read a series of vignettes representing interview scenarios, and rated each in terms of his/her perceived PO fit. Evidence showed that participants considered context factors (interview procedure practices and interviewer behaviors) more than the values‐relevant content of interview questions when assessing their level of PO fit.