Abused and Nonabused Women: MMPI Profile Differences

Ten women—victims of conjugal abuse—were compared with 10 nonabused women by using the Minnesota Multiphasic Personality Inventory. Implications for research, diagnosis, and counseling are discussed.     

Parental Communication Deviance as a Predictor of Competence in Children at Risk for Adult Psychiatric Disorder

Measures of communication deviance derived from three different Rorschach situations were obtained from parents of 62 children vulnerable to future psychiatric disturbance. The families were maritally intact, with one parent having a history of previous psychiatric hospitalization and a male index child, 7 or 10 years of age. Amount of parental communication deviance in one situation was not significantly related to amount of communication deviance observed in another setting. However, mothers who exhibited high levels of communication deviance in both the Individual and Family Consensus situations tended to have offspring who were judged as low functioning in multiple settings, based on teacher ratings, peer ratings, and parental report. Conversely, children judged as high functioning in multiple settings had mothers who were free of high levels of communication deviance in both Rorschach situations.     

Types of Paradoxical Intervention and Indications/Contraindications for Use in Clinical Practice

A review of theoretical mechanisms underlying paradoxical interventions is undertaken in an effort to classify them into three broad types: redefinition, symptom escalation and crisis induction, and redirection. A list of individual and family patient characteristics and problems particularly applicable to each type of paradoxical intervention is presented along with contraindications for use. Last, implications for training and cautions as to their use are presented.     

Ethics in Publication

This article describes ethical dilemmas in publication and provides recommendations for guidelines involving publication ethics. Counselors may be confronted with a variety of ethical dilemmas such as authorship issues, student-professor research, plagiarism, and other publication problems. The American Counseling Association's Code of Ethics and Standards of Practice (ACA, 1995) provides only general information regarding publication ethics for counselors and researchers.     

RELATIONSHIPS BETWEEN PSYCHOLOGICAL CLIMATE AND A VIE MODEL FOR WORK MOTIVATION1

The present study examined relationships between psychological climate and components of a valence-instrumentality-expectancy model. Data were obtained from 504 managerial employees of a large health care company. A principal component analysis of responses to 35 composites representing perceptions of the job, leadership, workgroup, and organization yielded six psychological climate components. Similar analyses were conducted separately for 20 valence items and 20 instrumentality items. Considerable similarity was found among the instrumentality and valence components, with one component in each area representing intrinsic outcomes, one component representing organizationally-mediated extrinsic outcomes, one representing negative or neutral outcomes, and one representing leader and workgroup-mediated extrinsic outcomes. Relationships among psychological climate and valence-instrumentality-expectancy components were significant and supported several hypotheses proposed in the literature.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

Personality Type Differentiation of Employed Versus Unemployed Clients

The 16 Personality Factors (16 PF) Test was used to determine if personality variables were significantly different for employed and unemployed clients. The results of the study indicate that demographic data failed to demonstrate any significant difference but that four factors on the 16 PF were found to be significant. Results should be of great interest to all professionals concerned with evaluation, adjustment, and/or placement of rehabilitation clients.     

Recognizing and Combating Sexist Job Interviews

This article is a self-help guide that outlines for women job-seekers clues to recognizing sexist job interviews and interviewers. It provides suggestions to women readers and their vocational counselors for overcoming sexist tactics and the job discrimination that may result. The sexist clues discussed in the article are common ones found in the standard personnel practices of many employers. Studying the points outlined will make women job-seekers more aware of their rights as workers and will equip them to compete on their job-related qualifications rather than personal ones. Counselors will find the article helpful in coaching women prior to interviews.