代际团结潜在类别与关系质量对自陈健康及幸福感的影响

本研究考察了成年子女与其父母的代际关系中团结和关系质量对代际双方身体和心理结果的影响。研究1中,对中国成年子女（N=1283）的潜在类别分析结果显示是六种代际团结类别,多项逻辑回归表明两代人的特征会影响团结潜在类别和关系质量。研究2中,对367对中国成年子女-父母（N=734）的报告进行等级线性建模,行动者-搭档互依模型结果指出好的团结潜在类别（自我和搭档报告的）和好的关系质量（自我报告的）与两代人的高幸福感相关,好的团结潜在类别（自我和搭档报告的）和好的关系质量（自我和搭档报告的）预测了两代人的低心理苦恼;其中代际和性别调节了团结类别和关系质量对自我报告健康及幸福感的作用,同时,两代人团结类别的交互作用和评价的相似性也影响了幸福感和心理苦恼。     

THE PERCEIVED VALUE OF FRINGE BENEFITS

One hundred eighty-two University of Arizona employees each participated in one of two field studies of the valuation of fringe benefits. Findings included: (a) a lack of employee knowledge regarding employer cost and market value of the studied benefit, and (b) significant undervaluation of the benefit by employees. These findings are consistent with the hypothesis that employee benefit valuations anchor on employee contributions. Implications for practitioners and suggestions for further research are discussed.     

A HIERARCHICAL CONSTRUCT OF SELF-MANAGEMENT LEADERSHIP AND ITS RELATIONSHIP TO QUALITY OF WORK LIFE AND PERCEIVED WORK GROUP EFFECTIVENESS

This study validates the self-management leadership theory as operationalized by the Self-Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self-managing and 412 traditionally managed employees and 94 external leaders from 58 self-managing and 60 traditionally managed teams. Results support Manz and Sims' 6-factor pattern at the first-order level, and in addition, identify a common second-order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self-managing and traditionally managed work teams, suggesting that the construct of self-managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self-management leadership behaviors in the self-managing than the traditional work teams. Respondents evaluate self-managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self-managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self-rated effectiveness for both self-managing and traditional teams. In general, self-managing work teams are not that different from traditionally managed groups in the relationship of self-managing leadership to outcomes. We conclude that self-management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self-managing work teams.     

THE ROLE OF UPWARD INFLUENCE TACTICS IN HUMAN RESOURCE DECISIONS

A model was examined which proposes that employee influence tactics impact human resource decisions by affecting managers' perceptions of the subordinate's interpersonal skills, manager liking of subordinates, and managers' perceptions of similarity to subordinates. The human resource decisions investigated were performance ratings, promotability assessments, and salary. Data were collected from 247 subordinates and their managers and from company records. Structural equation modeling results indicated that influence tactics were related to managers' perceptions of subordinates' interpersonal skills, liking, and perceptions of similarity to subordinates. Specifically, subordinates' use of reasoning, assertiveness, and favor rendering were positively related to managers' perceptions whereas bargaining and self-promotion were negatively related to these perceptions. Finally, there was no support for direct relationships between influence tactics and HR decisions.     

Social support in spouses of cancer patients: What do they get and to what end?

Using a retrospective design, the authors assessed several different aspects of social support (perceived, received, satisfaction with received, and support seeking) in 95 spouses of cancer survivors. The goals of the investigation were to (a) describe in detail the differences between husbands and wives on these support dimensions and (b) explore whether the relation between support and adjustment was different for husbands as compared to wives. While husbands and wives were generally similar-in their general perceptions of available support and in the amount of support they reported seeking, consistent with our hypothesis, compared to husbands of breast cancer victims, wives of prostate cancer victims reported receiving more support and being more satisfied with the support they received. Measures of social support predicted husbands’reports of marital satisfaction and adjustment, but not wives’reports. Partial correlation analyses indicated that sex differences in these support-adjustment links were not attributable to differences in age, or in the time between completing treatment and participating in the study. Sex differences observed in the present study are interpreted as highlighting the need for theory development to account for the complex mechanisms underlying links between supportive transactions and marital satisfaction and adjustment.     

Family Therapy Training in Clinical Psychology Programs

In a national questionnaire survey of graduate programs offering the Ph.D. or Psy.D. in clinical psychology, the status of family therapy training was examined. With a 79 per cent response rate (102 programs), the study found that 10 per cent of the nationwide faculty identified themselves as primarily family therapy oriented, 32 per cent of the programs had no family-oriented faculty members, 18 per cent of all psychotherapy courses were family therapy courses, and 21 per cent of the schools had no family therapy course. The ratings of the importance of providing students with family therapy training were found to be unrelated to the number of family therapy courses available but positively correlated with the percentage of family therapy courses within the total curriculum.     

An Effect Of Change In Patient Status On Marital Interaction

In the treatment of couples and families, even more so than of individuals, therapists invariably are forced to face the problem of assessment of change in the marital or family "system." The purpose of the present study was to investigate changes in marital interaction for a special population, that is, in which one member of each married pair had been, but was no longer, a hospitalized psychiatric patient. The primary question we addressed was whether changes in marital interaction could be amply detected and whether these changes could be attributed to the particular role shift that had occurred in one spouse--from "patient" to "nonpatient." Utilizing a technique called Interaction Testing, which the senior authors devised in 1960, we found that such alterations in marital interaction do indeed arise when one member of the couple moves out of a patient role and that our instrument is useful in elucidating the nature of such effects. In addition, it can be expected that a study of this kind will be of theoretical and methodological value in dealing with the general issues of problem-solving interaction in couples and families. The clinical aspect of the study may also be expected to stimulate useful thinking regarding family theapy in hospital settings, patient management, and aftercare.