“Not with me you don't”: A story of narrative practice and dissociative disorder

This paper discusses issues relating to therapeutic practice based upon the narrative metaphor. A case of someone suffering the effects of Dissociative Identity disorder is used to illustrate the difficulties that clients can experience with the “expert” knowledge conception of therapy. The value of the “respectful” and “non-expert” emphasis of Narrative Practice emerges even when the therapist believes that he or she lacks expertise in the client's apparent “condition.” Three themes emanating from the case form the basis for the discussion: the client's experience of being recruited into accepting the diagnostic label of Dissociative Identity Disorder; the effects of being forced to accept a contract to eliminate self-abusive behaviour; and the therapist's dealing with a gun in the therapy room.     

Art in existential psychotherapy with couples and families

The authors describe and outline how art can be used in existential psychotherapy to help a couple or family uncover, discover, and make use of the meanings and meaning potentials to be found in marital and family life. In existential psychotherapy with couples and families, art can be used to help the members of the relationship notice meaning potentials in the future, honor meaning potentials that have been actualized and deposited in the past, and discover new ways to actualize meaning potentials in the here and now.     

Consciousness: A neurobiological approach

Consciousness and the disorders of consciousness can be more fully understood once they are integrated with the neurobiology of mental events. After a review of animal and human research, we found several anatomical structures in the central nervous system are required for consciousness. Identification of the critical structures, however, depends on what is meant by consciousness. In the general sense of mental responsivity, the reticular activating system must be intact. Consciousness has also been defined as the awareness of the sights, sounds, and feelings of everyday experience. In this sense, the system of sensory inputs and outputs of the anterior temporal cortex, amygdala, and the hippocampus must be functional. There is no neural evidence for “higher” consciousness.     

Congruence reconsidered

Carl Rogers' definitions of congruence are discussed. Four specific requirements are identified for the concept and practice of therapeutic congruence. Drawing on examples from practice, the interface between congruence and the other necessary and sufficient conditions of change is examined.     

Gender and social support: Taking the bad with the good?

In examining past research, a paradox can be found in the relationships between gender, social support, and depression. Although women report higher levels of depression than men, they also generally report more social support—a factor found to reduce depressive symptoms. In efforts to explain this seeming inconsistency, it was hypothesized that women report both more support and more depression because they are more likely than men to experience both positive and negative aspects of social relationships. Based on a community sample of predominantly Caucasian respondents, findings indicate that greater perceived support among women can be explained by more frequent contact with network members and a tendency to possess relationships characterized by greater intimacy, emotional disclosure, and empathy. However, women also report more frequent negative interactions with network members and are more adversely affected by marital conflict than are men. While negative interactions and conflict cannot account for gender differences in depression, they do help to explain how women can experience both more support and more depression. Among women, the health-enhancing effects of support on depression may be balanced by the detrimental effect of conflict.     

The Revised Conners' Parent Rating Scale (CPRS-R): Factor Structure, Reliability, and Criterion Validity

The Conners' Parent Rating Scale (CPRS) is a popular research and clinical tool for obtaining parental reports of childhood behavior problems. The present study introduces a revised CPRS (CPRS-R) which has norms derived from a large, representative sample of North American children, uses confirmatory factor analysis to develop a definitive factor structure, and has an updated item content to reflect recent knowledge and developments concerning childhood behavior problems. Exploratory and confirmatory factor-analytic results revealed a seven-factor model including the following factors: Cognitive Problems, Oppositional, Hyperactivity-Impulsivity, Anxious-Shy, Perfectionism, Social Problems, and Psychosomatic. The psychometric properties of the revised scale appear adequate as demonstrated by good internal reliability coefficients, high test-retest reliability, and effective discriminatory power. Advantages of the CPRS-R include a corresponding factor structure with the Conners' Teacher Rating Scale—Revised and comprehensive symptom coverage for attention deficit hyperactivity disorder (ADHD) and related disorders. Factor congruence with the original CPRS as well as similarities with other parent rating scales are discussed.     

The Role of Self-Perceptions in Reactions to Preferential and Merit-Based Hiring1

This research attempts to assess the role of preexisting self-perceptions as moderators of individuals' reactions to preferential and merit-based selection. A laboratory experiment was conducted in which female participants were recruited to work on a temporary “job.” Participants were randomly “hired” for the job either because they passed a preemployment qualifying test or because of their gender. Results supported hypothesized self-consistent reactions to the hiring conditions among individuals differing in preexisting self-efficacy. Compared to high self-efficacy participants, lower self-efficacy individuals responded to preferential hiring with lower eventual task performance. Low self-efficacy individuals were also less apt to attribute performance during selection to ability when hired under a merit-based procedure, compared to high self-efficacy participants.