Predicting psychotherapy benefit: a probabilistic and individualized approach

We describe the development of the probability of treatment benefit (PTB) chart that incorporates, integrates, and extends more recent approaches to describing treatment effects, such as the Reliable Change Index (Jacobson & Truax, 1991) and normative comparisons (Kendall, Marrs-Garcia, Nath, & Sheldrick, 1999), by including parameters that are simultaneously probabilistic and individualized. To illustrate the PTB chart, data are taken from an effectiveness trial (N=139) of a modular treatment for disruptive behavior disorders. The results highlight both individual variability and the probabilistic nature of psychotherapy benefit. Finally, we discuss the utility of the PTB chart in terms of research, policy, and practice implications. Probability tables, such as the PTB chart, have the potential to be used as simple clinical tools to supplement traditional effect sizes and help patients make truly informed decisions about treatment participation.     

A Critically Appreciative Valuation of Social Constructionist Contributions to Organizational Science

Modernist approaches to research in the social sciences dominate academia, including much of organization science. Discovery through reason, observation, and analysis are the quintessential modernist quests. However, this reductionist approach to essentialize the social through the usage of language, a product of culture with its inevitable entanglement with cultural ideology, values, sensibility, intelligibility, and history, is akin to capturing a moving target on shifting grounds. Positing social constructionism as an alternative, we explain it has revolutionalized the social sciences and organization science alike; offer an array of social constructionist inquiry methodologies to fuel generative possibilities for organization research; compare and contrast modernist and social constructionist organization theories, research methodologies and assumptive metaphors to accentuate the textual and dialogic potential social constructionism brings to organization science; and conclude with creative ways social constructionism can realize actionable knowledge through co-creation among communities.     

Psychopathic Traits and Physiological Responses to Aversive Stimuli in Children Aged 9–11 Years

Atypical eletrodermal and cardiovascular response patterns in psychopathic individuals are thought to be biological indicators of fearless and disinhibition. This study investigated the relationship between psychopathic traits and these autonomic response patterns using a countdown task in 843 children (aged 9-10?years). Heart rate (HR) and non-specific skin conductance responses (NS-SCRs) were recorded while participants anticipated and reacted to 105?dB signaled or un-signaled white-noise bursts. Using multilevel regression models, both larger HR acceleration and fewer NS-SCR were found to be significantly associated with psychopathic traits during anticipation of signaled white-noise bursts. However, two divergent patterns appeared for HR and SCR: (1) larger HR acceleration was specific to the callousness-disinhibition factor of psychopathic traits while reduced NS-SCR was only associated with the manipulative-deceitfulness factor; (2) the negative association between the manipulative-deceitfulness factor and NS-SCR was only found in boys but not in girls. These findings replicated what has been found in psychopathic adults, suggesting that autonomic deficits present in children at risk may predispose them to later psychopathy. The divergent findings across psychopathic facets and sexes raised the possibility of different etiologies underlying psychopathy, which may in turn suggest multiple treatment strategies for boys and girls.     

Investigating the unique predictability and boundary conditions of applicant physical attractiveness and non‐verbal behaviours on interviewer evaluations in job interviews

Through the lens of the dramaturgical perspective, the present study investigated (1) the unique predictability of applicant non‐verbal cues (physical attractiveness and non‐verbal behaviours) on interviewer evaluation, and (2) whether situational variables (i.e., customer‐contact requirement and sex‐type consistency) moderate the relationships between applicant non‐verbal cues and interviewer evaluations. Data were collected from 177 interview sessions held in 39 firms in Taiwan. Results showed that applicant physical attractiveness explained unique variance in interviewer evaluations beyond that explained by applicant verbal content. Moreover, the effect of physical attractiveness became weaker when jobs possessed lower customer‐contact requirements, or when the applicant's gender was inconsistent with the interviewer's sex‐type belief relative to the job. No main or moderating effects, however, were found for non‐verbal behaviours on interviewer evaluations.     

冥币新考:以新疆吐鲁番考古资料为中心

本文以新获吐鲁番考古资料:巴达木墓地所出葫芦木刻冥币和木纳尔墓地所出纸钱文书为基础,与20世纪初斯坦因阿斯塔那收集品,新中国成立后在阿斯塔那、哈拉和卓古墓群的考古发掘成果,其他各地域出土的汉唐间冥币材料以及传统文献互相印证,着重于从冥币在墓葬中的实际保存状态、制作和使用方式、与墓葬整体遗存之间的相互关系进行分析,对其源流、形制、性质和功能进行了新的考索,尤其是对冥币在中古时代所发生的关键性演化做了较为深入的阐释,揭示了这一丧葬习俗的变迁过程及其丰富内涵.     

兼顾两种匹配的考试抄袭统计量研究评述

考试抄袭统计量是专门用于识别抄袭的统计指标。它们是以被怀疑抄袭者和抄袭来源匹配反应的数目为基础建立的,按其考虑的匹配反应信息可分为两类:一类只考虑被怀疑抄袭者和抄袭来源间的错误答案匹配;另一类同时考虑两者错误答案匹配和正确答案匹配。由于第一类抄袭统计量对那些只从抄袭来源处抄袭正确答案的抄袭者检测不敏感,所以存在缺陷;第二类抄袭统计量兼顾两种匹配,考虑的信息更全面。s2、g2、ω是具有代表性的第二类抄袭统计量,它们在测量理论基础、被怀疑抄袭者和抄袭来源的异常相似反应模式确定方法及考试抄袭检测效能等方面存在差异,在抄袭识别应用中应合理选择。     

Teaching Children with Autism Spectrum Disorder to Mand “Where?”

A modified multiple-baseline design across participants was used to evaluate a procedure for teaching the mand “Where?” to 3 children with autism. The participants were 3 and 5?years old and were participating in an intensive applied behavior analysis program. The participants were able to mand for items they wanted when the items were not in sight but were unable to ask where an item was located. The procedure consisted of a preference assessment for play activities, contrived conditioned motivating operations (CMO’s), prompting the children to mand “Where,” and consequences for correct and incorrect responding. Each contrived CMO consisted of an opportunity for the child to mand “Where” while playing with a selected activity, prompting the child to mand, and reinforcing a correct response by answering the question “Where.” Two of the participants learned to mand “Where” after training with 1 CMO and the mand generalized to novel contrived situations, activities, and the natural environment and was maintained over time (up to 4-weeks), whereas one participant required training with a second CMO before generalization occurred.     

Open-Minded Discussion in Organizations: A Meta-Analytic Evaluation of Cooperation and Competition Theory

Journal of Business and Psychology - Despite the extensive interest in open-minded discussion in organizations, inconsistencies regarding its antecedents and consequences remain. Drawing upon...     

The effects of cognitive load and encoding modality on prospective memory

Cognitive Processing - Successful execution of an intention as planned is necessary for people's normal life. However, people sometimes even forget intentions that they consider as...     

Person–organization fit effects on organizational attraction: A test of an expectations-based model

This study investigates the mechanisms that explain why person–organization (PO) fit impacts organizational attraction. Adopting Edwards and Cable’s (2009) approach, an integrative model is developed around the idea that experiencing value congruence during the recruitment process perpetuates certain expectations about future work environments and employer relationships. These expectations in turn have a positive impact on organizational attraction. Evidence from a longitudinal study on a sample of job seekers suggests that expected opportunities for value expression and need fulfillment offered the most viable explanations of value congruence effects. The implications of important observed differences in the experience of PO fit between job seekers and full-time employees are discussed.