SELF-DISCLOSURE AND INTERPERSONAL SOLIDARITY: MEASUREMENT,VALIDATION, AND RELATIONSHIPS

This study investigated the relationship of self-disclosure and interpersonal solidarity. Major emphasis was devoted to the refinement of a multidimensional measure of reported self-disclosure and development of a preliminary measure of solidarity. Results replicated in two studies indicated that (1) the self-disclosure scales could be improved to acceptable levels of reliability, (2) the solidarity measure validly distinguished between closer and more distant relationships, (3) self-disclosure and solidarity were positively related, and (4) meaningfully higher levels of self-disclosure were associated with high solidarity relations than with low solidarity relations.     

Attitudes toward men's intergenerational financial obligations to older and younger male family members following divorce

In this study 116 men and 200 women randomly selected from phone books in the midwestern United States responded to a vignette designed to assess their attitudes about the obligation of men toward intergenerational family financial obligations following divorce. The hypotheses were: (1) Men will be perceived to have greater obligations to financially assist a father than to assist a stepfather or former father-in-law, and (2) men will be perceived to have greater obligations to financially assist a son than to assist an elderly family member. An additional research question was addressed: What rationale do people give to explain their beliefs about men's intergenerational financial obligations following divorce? Data were analyzed using chi-square tests (forced-choice responses) and qualitative methods (open-ended responses). Both hypotheses were supported. Obligation was greatest to offspring, followed by fathers, stepfathers, and former fathers-in-law. However, attitudes about intergenerational obligations were contextual, and they depended on relationship quality, resources available, acuity of need, and ongoing commitments.     

Alzheimer's Disease: The Impact of the Family on Spouses,Offspring, and Inlaws

This article reports the findings from a study designed to identify qualities of the multigeneration family system that affected the relationship between the demands of Alzheimer's disease on the family and the health and well-being of (a) spouses, (b) offspring, and (c) offspring's spouses or “inlaws.” Members of 97 families of patients with Alzheimer's disease, recruited from four University-affiliated Alzheimer's Centers, completed detailed questionnaires and participated in a 45-minute telephone interview to assess care-strain, personal stress, appraisals of three major domains of family life (World View, Structure/Organization, and Emotion Management), and three health and well-being indices (Anxiety/Depression, Somatic Symptoms, and Well-Being). Multivariate multiple regression equations, run separately for each of the three groups of family respondents and each of the three family domains, indicated: (1) no significant associations between the severity of the elder's disease and family member health and well-being; (2) female family members reported poorer health and well-being than male family members; and (3) caregiver strain was negatively associated with family member health and well-being. Further, appraised family qualities were associated with the health and well-being of the three groups of respondents differently: directly for offspring, interactively with severity of patient disorder for inlaws, and not at all for spouses. The data suggested that some family qualities served a protective function, whereas others exacerbated the negative effects of caregiving by affecting personal health and well-being. The findings are interpreted in terms of the different roles and expectations for caregiving placed on spouses, offspring, and inlaws. It is suggested that programs of intervention for patients with Alzheimer's and other chronic diseases should focus on the multigeneration family as the context for care, rather than only on the primary caregiver.     

AGE DISCRIMINATION AND PERSONNEL PSYCHOLOGY: A REVIEW AND SYNTHESIS OF THE LEGAL LITERATURE WITH IMPLICATIONS FOR FUTURE RESEARCH

One hundred and fifty-two court cases were reviewed to determine the standards set by the courts for establishing a claim of age discrimination under the Age Discrimination in Employment Act, as amended. Fifty-three are discussed. Two major issues were examined in Part 1 of the review: (1) the type and extent of the evidence sufficient to establish a complaint of age discrimination and (2) available defenses against age discrimination complaints. Part 2 discussed employer strategies for averting and/or dealing with discrimination complaints. Also discussed were the research-related implications of the age discrimination case law, as well as the role of professionals in future research.     

PERFORMANCE APPRAISAL, PROMOTION AND THE COURTS: A CRITICAL REVIEW

Twenty-three Title VII court cases were reviewed in order to determine the standards set by the courts in their assessment of performance appraisal systems when used as the basis for promotion decisions. The topics covered were adverse impact determination, the courts' adjudication strategy, and the evidence needed to justify the performance appraisal procedures. Among the major findings was the courts': (1) failure to adhere to the "applicant flow technique" of adverse impact determination, (2) interest in assessing performance appraisal systems regardless of their adverse impact, (3) ignorance regarding acceptable validation procedures, and (4) focus on objectivity in lieu of validity. The discussion offered suggestions to employers for developing a professionally sound and legally defensible appraisal system.     

PERCEPTIONS OF PSYCHOLOGICAL INFLUENCE: A COGNITIVE INFORMATION PROCESSING APPROACH FOR EXPLAINING MODERATED RELATIONSHIPS

A hypothesis of consistency in cognitive information processing of perceptions of psychological influence (perceived influence of decisions made by a supervisor) was proposed and tested. The hypothesis stated that if (a) having influence was of sufficient importance to a subordinate to effect selective attention to supervisor behaviors that reflected opportunities for influence, then (b) the subordinate would employ perceptions of influence in behavioral decisions (performance) and affective reactions (anxiety, satisfaction). The hypothesis received support in a study of 363 Navy enlisted aircraft maintenance personnel, where selective attentiveness to opportunities for influence was determined by assessing the fit between personal characteristics of a subordinate (e.g., achievement motivation) and the degree of overload in the work environment. Results suggested that relations between perceptions of influence and attitudes/performance should be expected only for those individuals who are attentive to opportunities for influence in the early stages of cognitive processing. Implications of these results for future scientific and professional endeavors are discussed.     

BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.     

The California Family Health Project: VII. Summary and Integration of Findings

In a series of reports, we have observed the relationships between four domains of family life (World View, Emotion Management, Structure/Organization, Problem Solving), and the health of husbands and wives in a community-based sample of 225 families. In this final article of the series, we provide an overview and summary of the results, by gender, including the structure and patterning of variables both within each family domain and among all four family domains analyzed together. In addition, we review the associations between each family domain and adult health (unidomain analyses), and among all four family domains taken together and adult health (multidomain analyses). Prominent differences in family and health relationships based on gender are described from the perspective of socially and culturally supported sex-role expectations and behavior. The results support the use of a multidimensional family assessment framework in health research that can lead to the further development of empirically based models of family process.     

Workers With AIDS: Hypothetical Supervisors' Willingness to Make EAP Referrals

This study investigated the willingness of 86 hypothetical supervisors to refer subordinates with five types of problems (AIDS, HIV-positive, alcohol abuse, cocaine abuse, and job impairments) to an Employee Assistance Program (EAP). The overall hypothesis was supported. The more severe the worker's problem, the more likely supervisors were to engage in an EAP referral.