The analyst: His professional novel1

The psychoanalyst needs to be in touch with a community of colleagues; he needs to feel part of a group with which he can share cognitive tension and therapeutic knowledge. Yet group ties are an aspect we analysts seldom discuss. The author defi nes the analyst's ‘professional novel’ as the emotional vicissitudes with the group that have marked the professional itinerary of every analyst; his relationship with institutions and with theories, and the emotional nuance of these relationships. The analyst's professional novel is the narrative elaboration of his professional autobiography. It is capable of transforming the individual's need to belong and the paths of identifi cation and deidentifi cation. Experience of the oedipal confi guration allows the analyst to begin psychic work aimed at gaining spaces of separateness in his relationship with the group. This passage is marked by the work on mourning that separation involves, but also of mourning implicit in the awareness of the representative limits of our theories. Right from the start of analysis, the patient observes the emotional nuance of the analyst's connection to his group and theories; the patient notices how much this connection is governed by rigid needs to belong, and how much freedom of thought and exploration it allows the analyst. The author uses clinical examples to illustrate these hypotheses.     

DEVELOPMENT AND VALIDATION OF A COMPUTERIZED INTERPRETATION SYSTEM FOR PERSONNEL TESTS

A computerized system was developed for generating narrative interpretations of scores from a battery of personnel screening tests. The report structure and interpretive statement library were designed to capture the test expertise and interpretive strategies of a panel of testing experts. This was accomplished by enumerating the questions that the experts believed the battery could answer, developing answers to these questions, and devising rules for selecting the appropriate answers based on test-battery scores. The accuracy, thoroughness, readability, and coherence of the computer-generated reports were evaluated in comparison to reports generated by human experts for the same examinees. Results of the evaluation showed the computerized reports to be more accurate and thorough, as readable, and somewhat less coherent than interpretations generated by the typical human expert. The computerized system development and validation strategies described are useful for other applications in which numbers are interpreted in a narrative report format.     

Feminists Healing Ethics

The field of ethics is enjoying a much-needed renaissance. Traditional theories and approaches are appropriately coming under fire, although not every new idea will stand time's test. Feminist thinking suggests that we at least emphasize the importance of women and their interests, focus on issues specially affecting women, rethink fundamental assumptions, incorporate feminist insights and conclusions from other areas, and be consistent with respect to our concerns about equality by paying attention to race and class.     

RATER-RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS

The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.     

INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE

Sackett and M. M. Harris (1984) reviewed published and unpublished literature on the use of commercially available paper-and-pencil integrity tests for employee selection. This paper reviews recent developments in this area. Legal issues related to the use of the polygraph, and integrity tests are discussed. Empirical research on the reliability, criterion-related validity, construct validity, fakability, and adverse impact of integrity tests is reviewed. Major changes since the previous review include (1) the emergence of two distinct types of tests, labeled overt integrity tests and personality-oriented measures, (2) a broadening of the criteria used for test validation to include global performance, absence, turnover, and forms of counterproductivity other than theft, and (3) an increase in the use of external criteria (e.g., detected theft, turnover) rather than self-report criteria (e.g., admissions of theft) in validation research. Difficulties in interpreting research findings and practical constraints on the use of integrity tests are discussed.     

Attachment-style differences in the experience and expression of romantic jealousy

According to attachment theory, the attachment system is activated to manage thoughts, feelings, and behaviors that stem from potential separation and relational threat. Thus, jealousy provides an important situation in which to examine attachment-style differences. In the present study, 144 individuals currently involved in enduring romantic relationships completed questionnaires regarding their jealousy experience, jealousy expression, and attachment styles. Four major findings emerged. First, those with negative self-models reported experiencing more cognitive jealousy than did those with positive self-models Second, jealous individuals with negative other-models reported feeling fear less intensely, using less relationship-maintaining behavior, and engaging in more avoidance/denial than did those with positive other-models. Third, preoccupieds reported displaying more negative affect and engaging in more surveillance behavior than did those with other attachment styles. Finally, dismissives reported feeling less fear than did secures and preoccupieds, and less sadness than preoccupieds, when experiencing jealousy. Attachment-style dimensions, such as lack of confidence and preoccupation with relationships, were also associated with jealousy experience and expression. These results are interpreted in light of attachment-theory principles.     

A Religiously Oriented Group Counseling Intervention for Self-Defeating Perfectionism: A Pilot Study

This article briefly describes a group counseling intervention we used with devout Mormon college students who were struggling with issues of perfectionism. The treatment package contained several religious and spiritual interventions including religious imagery, religious bibliotherapy assignments, and discussions about religious concepts of perfection. Group participants scored lower on depression and perfectionism, and higher on self-esteem, existential well-being, and religious well-being at the conclusion of the group. The favorable results of this pilot study will hopefully provide incentive for researchers to further evaluate religiously oriented treatment approaches for perfectionism.     

Race‐Based Social Judgment by Minority Perceivers1

The present study investigated processes of social judgment from the perspective of a minority group. Black participants evaluated either Black or White law‐school applicants who possessed either strong or weak credentials. Consistent with predictions of the shifting‐standards model (Biernat, Manis, & Nelson, 1991), a significant pattern of out‐group polarization emerged when judgments were made on subjective, but not objective response scales. Importantly, results revealed that out‐group polarization on subjective response scales was moderated by participants' stereotypes. In line with shifting‐standards predictions, only participants who viewed Blacks relatively favorably, compared to Whites, on the dimension of school performance showed a significant pattern of out‐group polarization. The shifting‐standards model is discussed in relation to other judgment models.