The McMaster Model of Family Functioning: Observer and Parental Ratings in a Nonclinical Sample

The McMaster Model of Family Functioning defines seven dimensions, which may be assessed either by an observer applying a Clinical Rating Scale (CRS) to a semi-structured interview of the family and/or by family members completing a questionnaire, the Family Assessment Device (FAD). The present article applied both methods of assessment, as well as the Dyadic Adjustment Scale (DAS), to a nonclinical sample (N = 105 ). Interobserver reliability on the CRS was highly significant. Parent (FAD) vs. observer (CRS) agreement was also highly significant, except for Affective Responsiveness and Behavior Control, for which agreement was barely significant. When families were labeled as “healthy” or “unhealthy” according to cut-offs, agreement between observers and parents was high (87%), and disagreements illuminated dynamics of individual families. Finally, the DAS (completed by mothers) was significantly correlated with both the CRS and the FAD, particularly for General Functioning.     

Educating For Silence: Renaissance Women and the Language Arts*

In the Renaissance, educating for philosophy was integrated with educating for an active role in society, and both were conditioned by the prevailing educational theo-ries based on humanist revisions of the trivium. I argue that women's education in the Renaissance remained tied to grammar while the education of men was directed toward action through eloquence. This is both a result of and a condition for the greater restriction on the social opportunities for women.     

TESTING THE DURABILITY OF JOB CHARACTERISTICS AS PREDICTORS OF ABSENTEEISM OVER A SIX-YEAR PERIOD

The purpose of this study was to test the relationships between job characteristics and absence over a 6-year period. Civilian employees from a large military organization participated. The results indicated that job characteristics continued to correlate significantly with a measure of absence frequency up to 6 years after the job characteristics had been assessed. The job characteristics measures also correlated significantly with a measure of time-lost absenteeism. Regression analyses revealed that job characteristics predicted absence frequency significantly over a 6-year period and time-lost absence for up to 4 years after job characteristics were assessed. The magnitudes of these relationships remained fairly constant across time. Results from regression analyses controlling for demographic variables indicated that job characteristics predicted time-lost and absence frequency for most years. Competence and need for achievement failed to moderate the job characteristics-absence relationships.     

Intergenerational Visiting Patterns: Variation in Boundary Maintenance as an Explanation

SOCIOLOGISTS can now quite fairly be said to have recognized the importance of kinship in a modern industrial society. Beginning with Sussman's study of intergenerational helping patterns in the middle class ( 22 ), an increasing number of investigators have documented the importance of kindred to the city dweller's existence. These findings are contrary to the Simmel-Wirth picture of the urbanite as an isolated individual cut off from extended family contacts ( 19, 24 ). The trend in the literature is now so firmly against this thesis that a scholarly textbook in the area of family sociology has recently appeared in which the theoretical focus is on intergenerational ties ( 8 ). The present article is in the same vein. The first section is devoted to developing a theoretical rationale concerning factors influencing frequency of kinship contacts based on the phenomenon of boundary setting and maintenance that characterizes primary groups. The second section concerns an examination of hypotheses derived from the rationale using data from a sample of three generation lineages.     

ASSESSMENT OF SOCIAL COMPETENCE IN AN EVALUATION-INTERACTION ANALOGUE1

Forty men were selected from a larger pool of 235 college students who had completed three questionnaires designed to measure social competence. Twenty high socially competent and 20 low socially competent college men were given either positive or negative feedback by a woman confederate in a five-minute dyadic interaction. The confederate made either four all-positive or all-negative statements on the impression she was forming about the men during the interaction. Measures were taken of the amount of time the men spoke, the latency of their response to the confederate's statements, and the number of topics and topic changes used during the interaction. Judgements were also made on the men's physical attractiveness and social skill. Finally, the men's verbal reactions to the confederate statements were content analyzed for direction (self, confederate, or other) and valence (positive, negative, or neutral). A 2-by-2-by-4 (competence by feedback by statements) ANOVA indicated that subjects differed over trials (statements) in their reaction latencies as a function of their competence level and feedback: low competent men took considerably longer to react to the confederate's negative feedback than did men in other conditions. There were no differences among groups on the amount of conversation time or number of topics and topic changes. High competent men were judged to be more attractive and more socially skilled than low competent men. Content analysis revealed that high competent and low competent men did not differ in their verbal responses when receiving positive feedback. During negative feedback, however, high competent men employed a wider range of responses than low competent men. These findings suggest that high and low socially competent men may differ in their responses to evaluative feedback such that high competent men are both quicker to respond and have a broader repertoire of response than do low competent men.