Dearly Departed: How Often Do Congregations Close?

We establish for the first time a national mortality rate for religious congregations by determining the 2005 status of congregations in the 1998 National Congregations Study sample. The annual mortality rate for religious congregations is 1 percent, which is among the lowest mortality rates ever observed for any type of organization. This unusually low mortality rate probably indicates an organizational population whose weakest members live on in a weakened state rather than an organizational population that is unusually robust all the way down to its most vulnerable members.     

KEEN TO HELP? MANAGERS' IMPLICIT PERSON THEORIES AND THEIR SUBSEQUENT EMPLOYEE COACHING

Although coaching can facilitate employee development and performance, the stark reality is that managers often differ substantially in their inclination to coach their subordinates. To address this issue, we draw from and build upon a body of social psychology research that finds that implicit person theories (IPTs) about the malleability of personal attributes (e.g., personality and ability) affect one's willingness to help others. Specifically, individuals holding an "entity theory" that human attributes are innate and unalterable are disinclined to invest in helping others to develop and improve, relative to individuals who hold the "incremental theory" that personal attributes can be developed. Three studies examined how managers' IPTs influence the extent of their employee coaching. First, a longitudinal field study found that managers' IPTs predicted employee evaluations of their subsequent employee coaching. This finding was replicated in a second field study. Third, an experimental study found that using self-persuasion principles to induce incremental IPTs increased entity theorist managers' willingness to coach a poor performing employee, as well as the quantity and quality of their performance improvement suggestions.     

Losing a self‐expanding relationship: Implications for the self‐concept

Previous research suggests that new relationships expand the self‐concept. The present research applies concepts from the self‐expansion model to examine the conditions under which relationship dissolution may influence the self‐concept. We hypothesized that the more expansion provided by a relationship predissolution, the greater the contraction of the working self‐concept postdissolution, and that this pattern would remain when controlling for predissolution closeness. These hypotheses were tested using recall of relationship qualities for recently dissolved relationships (Studies 1 and 2), as well as with a priming experiment (Study 3). The findings over the 3 studies supported both hypotheses. Those with higher levels of self‐expansion in predissolution relationships showed more detrimental impact on their working self‐concept postdissolution, even after controlling for predissolution closeness.     

ON THE CORRECT TREATMENT OF INVERTED EARTH

Abstract: The Inverted Earth case has seen fierce debate between Ned Block, who says it defeats the causal-covariational brand of wide representationalism about qualia, and Michael Tye and Bill Lycan, who say it does not. The debate has generated more heat than light because of a failure to get clear on who is supposed to be proving what, and what premises can be deployed in doing so. I argue that a correct understanding of the case makes it clear that the causal covariation theory is in deeper trouble over Inverted Earth than is generally supposed even by the theory's detractors.     

Review of the Comprehensive Assessment Program: Achievement Series

A school's achievement tests influence how students are evaluated by teachers, parents, counselors, and, eventually, the students themselves. Counselors, as a consequence, need to work with different constituencies in the school system to ensure that achievement tests are providing useful information and are being used constructively. For this function, counselors work as members and, perhaps, as leaders of a team. The following article summarizes the process and findings of a school district's evaluation of an achievement test to illustrate a team evaluation and the kind of evidence a team uses in recommending adoption or rejection of a test.     

Some Sociopsychological Characteristics of Student Political Activists

A variety of hypotheses regarding the motives, values, attitudes, intelligence, and sociological backgrounds of leftist student activists were tested by comparing Yale undergraduate signers of a pledge to resist induction into the Armed Services, with a representative sample of nonsigners. Contrary to previous findings, the signers neither were better students nor more sociologically privileged than their nonsigning peers. The decision to sign the pledge appeared to be a single manifestation of an anti-institutional, yet nonfatalistic and nonauthoritarian life style which is highlighted by a marked concern with developing helpful, protective, intimate relationships and a devaluation of achievement, deference to authority, and self-restraint. The implications of these and other findings for the student protest movement are discussed.     

Behavioral-Systems Marital Therapy: Dealing With Resistance

Recently there has been a dramatic increase in attempts to integrate certain intervention components of behavioral and systems approaches with marital and family therapy. This paper elaborates on a previously described behavioral-systems approach by focusing primarily on the issue of resistance to therapeutic progress within the behavioral framework. First, potential reasons for major resistance phenomena are suggested. Then, in the context of a social learning theory model of assessment and intervention, specific clinical indications are discussed for departing from the basic behavioral approach in order to deal with resistance. Finally, a variety of interpretive and strategic intervention techniques are described and illustrated by clinical case materials     

THE IMPORTANCE OF UNION ACCEPTANCE FOR PRODUCTIVITY IMPROVEMENT THROUGH GOAL SETTING

Interviews were conducted with union business agents on conditions necessary for their support of a goal setting program. Subsequent to the interviews, goals were assigned to 39 truck drivers. The results were analyzed using a design that included a comparison group ( N = 35). The results showed a significant increase in productivity for the drivers who received specific goals. When the conditions necessary for the union's support of the goal setting program were no longer met, there was a wildcat strike.