Dialectical Tensions Supervisor Attitudes and Contextual Influences in Psychotherapy Supervision

Psychotherapy supervision is a complex process; supervisors must concurrently balance multiple roles, such as teacher, counselor and consultant. The current paper proposes four “dialectical tensions” inherent in supervision which, if attended to, can guide supervisor behavior during the supervision session. Specifically, supervision requires balancing the following polarities: (1) promote change/provide support, (2) provide feedback/maintain relationship, (3) supervisee-directed/supervisor-directed, and (4) client focus/supervisee development focus. We discuss these dialectical tensions in a contextual framework, and we propose that supervisor awareness, intention and willingness are necessary to incorporate contextual factors and balance the dialectical tensions during supervisory interactions. We present two examples of supervisory interactions and describe how attention to the dialectical tensions can guide supervisory decisions.     

The Prevalence and Prevention of Crosstalk: A Multi-Institutional Study

It is a common problem in psychology subject pools for past study participants to inform future participants of key experimental details (also known as crosstalk). Previous research (Edlund, Sagarin, Skowronski, Johnson, & Kutter, 2009) demonstrated that a combined classroom and laboratory treatment could significantly reduce crosstalk. The present investigation tested a laboratory-only treatment for the prevention of crosstalk at five universities, along with institutional-level moderators of crosstalk. Results indicated the presence of crosstalk at all universities and that the laboratory-based treatment was effective in reducing crosstalk. Importantly, crosstalk rates were higher (but successfully neutralized) in research pools with higher research credit requirements. Therefore, this research provides valuable guidance regarding crosstalk prevalence and its minimization by researchers.     

Why do Managers Engage in Trustworthy Behavior? A Multilevel Cross‐Cultural Study in 18 Countries

Drawing on theories of generalized exchange and the norm of indirect reciprocity, we conceptualize subordinates’ organizational citizenship behavior directed toward the organization (OCBO) and directed toward peers (OCBI) as antecedents of managerial trustworthy behavior and examine how managers’ affective trust in subordinates mediates this relationship. We also investigate the extent to which this mediation is moderated by the level of collectivism in a society. Data were collected from 741 managers and 2,111 subordinates in 18 countries representing all major cultural regions of the world. We find support for our hypothesized moderated mediation in that managers’ affective trust in subordinates mediates the relationships between both subordinates’ OCBO and managerial trustworthy behavior, and subordinates’ OCBI and managerial trustworthy behavior across the different countries studied. Further, managers’ affective trust in subordinates only mediates the relationships between both types of citizenship behavior and managerial trustworthy behavior when collectivism is low to medium but not when it is high. Implications for research on cross‐cultural psychology, trust, and organizational citizenship behavior are discussed.     

The modulation of semantic transparency on the recognition memory for two-character Chinese words

This study demonstrated that semantic transparency as a linguistic property modulates the recognition memory for two-character Chinese words, with opaque words (i.e., words whose meanings cannot be derived from constituent characters—e.g., “光[/guang/, light]棍[/gun/, stick]”, bachelor) remembered better than transparent words (i.e., words whose meanings can be derived from constituent characters—e.g., “茶[/cha/, tea]杯[/bei/, cup]”, teacup). In Experiment 1, the participants made lexical decisions on transparent words, opaque words, and nonwords in the study and then engaged in an old/new recognition test. Experiment 2 employed a concreteness judgment as the encoding task to ensure equivalent semantic processing for opaque and transparent words. In Experiment 3, the neighborhood size of the two-character words was manipulated together with their semantic transparency. In all three experiments, opaque words were found to be better remembered than transparent words. We concluded that the conceptual incongruence between the meanings of a whole word and its constituent characters made opaque words more distinctive and, hence, better remembered than transparent words.     

Secular or nonreligious? Investigating and interpreting generic ‘not religious’ categories and populations

In research dealing with religious affiliation, generic nonreligious categories – ‘no religion’, ‘not religious’, ‘nonreligious’, ‘nones’ – are frequently used to measure secularity and secularisation processes. Analysis of these categories is, however, problematic because they have not received dedicated methodological attention. Using qualitative research conducted in the UK, this article investigates what nonreligious categories measure and, specifically, whether they indicate non-identification or disaffiliation as assumed or an alternative form of cultural affiliation. Findings suggest that generic nonreligious categories are sometimes used to express substantive positions and public identities, and that these are diverse. These findings flatten distinctions between religious and nonreligious categories as ‘positive’ and ‘negative’ respectively and indicate problems therefore in using nonreligious identification to measure secularity and secularisation. They suggest nonreligious identification is, however, a useful indicator of the advance of nonreligious cultures and the ‘nonreligionisation’ of societies.     

Executive Functioning as a Mediator of Conduct Problems Prevention in Children of Homeless Families Residing in Temporary Supportive Housing: A Parallel Process Latent Growth Modeling Approach

A culturally diverse sample of formerly homeless youth (ages 6–12) and their families (n?=?223) participated in a cluster randomized controlled trial of the Early Risers conduct problems prevention program in a supportive housing setting. Parents provided 4 annual behaviorally-based ratings of executive functioning (EF) and conduct problems, including at baseline, over 2 years of intervention programming, and at a 1-year follow-up assessment. Using intent-to-treat analyses, a multilevel latent growth model revealed that the intervention group demonstrated reduced growth in conduct problems over the 4 assessment points. In order to examine mediation, a multilevel parallel process latent growth model was used to simultaneously model growth in EF and growth in conduct problems along with intervention status as a covariate. A significant mediational process emerged, with participation in the intervention promoting growth in EF, which predicted negative growth in conduct problems. The model was consistent with changes in EF fully mediating intervention-related changes in youth conduct problems over the course of the study. These findings highlight the critical role that EF plays in behavioral change and lends further support to its importance as a target in preventive interventions with populations at risk for conduct problems.     

Personality and Participative Climate: Antecedents of Distinct Voice Behaviors

Based on the work of Van Dyne, Ang, and Botero (2003 Van Dyne, L., Ang, S. and Botero, I. C. 2003. Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40: 1359–1392. [Crossref], [Web of Science ®] , [Google Scholar]), the concept of voice, generally defined as speaking up, was expanded to include three types of voice behaviors: prosocial, acquiescent, and defensive. Prosocial voice is a fundamentally positive form of voice, whereas acquiescent and defensive voice behaviors reflect more negative forms of voice. We examined individual-level personality traits of Agreeableness and Extraversion and group-level participative climate as predictors of supervisor ratings of each voice behavior. Testing these ideas with a multilevel design in a sample of Chinese workers and their managers, results demonstrated support for links of Agreeableness, Extraversion, and participative climate with supervisor ratings of voice behaviors. Further, group-level participative climate moderated relationships between individual-level Agreeableness and voice behaviors.     

A Systemic Analysis of Cheating in an Undergraduate Engineering Mechanics Course

Cheating in the undergraduate classroom is not a new problem, and it is recognized as one that is endemic to the education system. This paper examines the highly normative behavior of using unauthorized assistance (e.g., a solutions manual or a friend) on an individual assignment within the context of an upper division undergraduate course in engineering mechanics. The findings indicate that there are varying levels of accepting responsibility among the students (from denial to tempered to full) and that acceptance of responsibility can lead to identification of learning and necessary behavioral changes. The findings have implications for institutions and engineering faculty, in particular the need for consistent academic integrity education and the teaching of professional integrity and ethics.