Social uncertainty and interdependence: A study of resource allocation decisions in groups

Social uncertainty about the behavior of others with whom one is interdependent for rewards is hypothesized to encourage self-interested behavior and inhibit behavioral commitment to the group. This paper examines the roles of uncertainty, expectations, and feedback about other group members' contributions to the group in interdependent decision making. In the absence of feedback, resources tend to be divided between individual and group interests. Resource allocations to the group are found to increase significantly if group members receive feedback about other members' allocations, particularly if that feedback is at the individual level, not an aggregated group level. However, the effects of feedback presence and type are eliminated when group members state their expectations about other members' future contributions to the group. Implications for expectancy value theories of motivation and commitment to groups in organizations are discussed.     

Gender Role Conflict and Depression in College Men: Evidence for Compounded Risk

This study investigated the relationships between attitudes toward the male role, gender role conflict factors, and depression in 401 college men. Results indicated that all four of the gender role conflict factors were significantly correlated with depression. Hence, more traditional men may experience a compounded risk comprising increased likelihood of depression coupled with decreased use of counseling services. Both directions for future research and the implications for counselors and student services are discussed.     

The factor structure of the Multiple Affect Adjective Check List-Revised (MAACL-R): Some statistical considerations

In response to Zuckerman's comments on my factor analyses of the MAACL-R, I focus on the statistical issues of the cutoff criterion for factor loadings and the evidence for the discriminant validity of the five-factor solution. Based upon the conclusions I draw in these two areas, I recommend that researchers either (a) use the two factor solution to the MAACL-R represented in the summary scores of Dysphoria and Positive Affect + Sensation Seeking or (b) include all MAACL-R scales in their studies and analyze their data to determine whether it is statistically appropriate to report results from a single scale (A, D, H, PA, or SS) rather than from the summary scores.     

Humility as a psychotherapeutic formulation

Humility training is conceptualized as an appropriate treatment for persons who occasionally describe themselves, but are most frequently described by others as overbearing, insensitive and deceitful. Procedures are outlined to identify unrecognized fears and improve interpersonal skills. Humility is presented as a counterpoint to assertiveness and aggression/anger control interventions.     

Work behavior correlates of interviewer job compatibility

Forced-choice scales were developed to measure the compatibility between worker preferences for job characteristics and actual characteristics of the job for purposes of predicting turnover and performance. The data confirmed the construct and criterion-related validity of the compatibility scores, but also indicated that the relationship between compatibility and voluntary termination was moderated by employee characteristics. Discussion centers on the implications of these findings for future job compatibility scale development and the application of this methodology to work settings where relatively homogeneous subgroups of employees differ with respect to personal and work circumstances.The authors thank the Public Opinion Laboratory of Northern Illinois University for supporting this research and Paula Howard, Robin Bebel, Alan Nordwall, and Barbara Zaitzow for their administrative assistance on this project. We also thank Gregory Sekowski and T.R. Biddle for their assistance on various aspects of the project. Finally, we thank all of the participants of the study without whom this research would not have been possible.     

Cognitive-behavior therapy and physical disability

This article attempts to assist the cognitive understanding of children and adults with significant physical disability. A discrimination is offered between disability and handicap. Common cognitive schemes and irrational beliefs of people with physical disabilities are explored. The development of belief systems from a social learning perspective and several cognitive assumptions of parents and families of children who have physical disabilities are presented. Finally, certain self evaluative beliefs specifically related to physical disability are examined in terms of how they relate to self image and, concomitantly, behavior. The article offers information arrived upon from the author's clinical practice as well as the author's personal experience as a person with a physical disability.Dr. John D. Sweetland, received his Ph.D. in Clinical and School Psychology from Hofstra University in 1979. His doctoral dissertation involved the application of a Rational Emotive Education program specifically for severely physically disabled children. He is a licensed psychologist in New York State, a school psychologist with the Port Washington Public Schools and in private practice with offices in Merrick and Massapequa, Long Island. Dr. Sweetland had polio and is semiambulatory. He was also a gymnast and a nationally ranked competitive acrobat.