New parents at work: Jobs, families and the psychological contract

Interviews with seven women and six men who had recently returned to work after becoming first-time parents were carried out to examine experiences of the policies, practices and attitudes of their employers towards new parents, and to assess how far they felt able to discuss their circumstances and changed expectations with their managers. Findings pointed to considerable differences in the attitudes of employers to the men and women. Almost all the women had changed to part-time work, but arranging this had not been easy and some had found it difficult to come to terms with a difference in status. Many of the respondents had reservations about discussing their positions and altered expectations with their managers, and it seemed unlikely that mutually beneficial psychological contracts could be negotiated without changes in organisational cultures and policies. The findings have implications for our understanding of organisational careers and for career-planning interventions in organisations.     

Crossing without vision of path gaps

Two experiments considered the behavior of subjects who cross gaps in a pathway without benefit of vision. The first experiment contrasted visually and nonvisually guided locomotion, finding a significantly greater number of refusals under nonvisual guidance but no loss of appropriate modulation of step components to the salient dimensions of the actor and layout. Different components of crossing were modified under guidance of different sensory systems; the lengths of the crossing and support spans were primarily altered under nonvisual guidance, and the distance of the support foot to the near edge of the gap was the component of preference under visual guidance. In the second experiment, subjects crossed nonvisually, using probes that varied in length and moment of inertia. The adaptability of the step components to actor and layout dimensions was unchanged, but there was no effect of these mechanical manipulations on the components of crossing identified in Experiment 1.     

GLOBAL PROCESSING-TIME COEFFICIENTS CHARACTERIZE INDIVIDUAL AND GROUP DIFFERENCES IN COGNITIVE SPEED

Abstract— Forty participants performed seven different information processing tasks (choice reaction time, letter classification, visual search, abstract matching, line-length discrimination, mental rotation, and mental paper-folding) Slow (top quartile) and fast (bottom quartile) processors were selected based on their mean z scores Response times (RTs) of the slow and fast groups in the 21 conditions of the seven tasks were linear functions of the mean RTs of the entire group (both r²s = 99) In addition, individuals' RTs were well described by linear functions (median r²= 93) When tasks were ranked in order of complexity, the odd-even reliability of the ratio of an individual's RT to the average RT was 80, indicating that such ratios remain relatively stable across tasks Taken together, these findings indicate that the performance of an individual on diverse tasks can be predicted on the basis of a single processing-time coefficient Such coefficients may provide useful indices of the efficiency with which different individuals process information     

CHOICE-MAKING TREATMENT OF YOUNG CHILDREN'S SEVERE BEHAVIOR PROBLEMS

The choice-making behavior of 5 young children with developmental disabilities who engaged in aberrant behavior was studied within a concurrent operants framework. Experimental analyses were conducted to identify reinforcers that maintained aberrant behavior, and functional communication training packages were implemented to teach the participants to gain reinforcement using mands. Next, a choice-making analysis, in which the participants chose one of two responses (either a mand or an alternative neutral response) to obtain different durations and qualities of reinforcement, was conducted. Finally, treatment packages involving choice making via manding were implemented to decrease inappropriate behavior and to increase mands. The results extended previous applications of choice making to severe behavior disorders and across behaviors maintained by positive and negative reinforcement.     

Depression and the soul

Clergy are often confronted by challenges in dealing with the depressed congregant. This paper addresses the interface between psychology, psychiatry, and religion in a discussion of two cases. Models are suggested for dealing with the issues raised by the depressed congregant. The paper developed from a symposium on “The Depressed Congregant: Three Pastoral Responses to a Case Vignette” presented at a conference for cleargy onDepression and The Soul, at Temple Sholom in Chicago.     

Lifelong Mild Bad Feelings: A Review and Solution to a Psychotherapeutic Enigma

A review indicates that (a) comparatively little is known about the common phenomenon of lifelong mild bad feelings, and (b) psychotherapy has generally overlooked an effective focus on this enigmatic feeling state. As an invitation for clinicians to provide more attention to this feeling state, a proposal is suggested toward one way of freeing a patient of lifelong mild bad feelings in the course of a session.     

Aggression Observation Scale for Group Psychotherapy

An observational scale to record aggressive behaviors, defenses, and interventions that occur during a psychotherapy group has been developed. Content and process items were included. The content items focus on the spoken material and are on a continuum of increasing group members' awareness of and responsibility for their anger. The process items are directed to underlying psychodynamic issues on a continuum from avoiding anger, to indirect and then expression of anger. Leader interventions (responses) are also included. The development of the scale, the Aggression Observation Scale for Group Psychotherapy (AOSGP), is described including pilot testing and reliability and validity findings.     

THE SEXUAL HARASSMENT OF MEN?

Recently the focus of sexual harassment research on the harassment of women by men has been challenged. Treatments of sexual harassment of men, however, have generally ignored power differentials between the genders. Our analysis predicts that behaviors identified as harassing by men stem from negotiations of gender in the workplace that challenge male dominance, whereas behaviors experienced by women as sexually harassing reinforce female subordinance. Consistent with our predictions, results indicated the following: men are considerably less threatened than women are by behaviors that women have found harassing; men find sexual coercion the most threatening form of harassment; men as well as women sexually harass men; and men identify behaviors as harassing that have not been identified for women. Results also showed signs of backlash among men against organizational measures that address sexual harassment and discrimination against women. Implications for psychological and legal definitions of sexual harassment of men are discussed.     

Employment rejection and acceptance letters and their unintended consequences on image,self-concept,and intentions

This paper demonstrates that the positiveness and negativeness of letters of acceptance and rejection from companies have an impact on company image, self-concept of recipient, and reported future intentions of potential recruits. The implication for employers writing letters of acceptance and rejection is that they should communicate with prospective recruits in a positive manner no matter what the letter's message. Positive rejection letters can mitigate effects of rejection and negative acceptance letters can impair the positiveness of acceptance.This research was partially supported by Grant #82037 from the Purdue Agricultural Research Station. Reprints should be addressed to Dr. Richard Feinberg, Department of Consumer Sciences and Retailing, Purdue University, 1262 Matthews Hall, West Lafayette, IN 47907-1262.