Group Interventions with Perfectionistic Thinking

The cognitive pattern of perfectionistic thinking is described and its development discussed. The stages and strategies of a group intervention for this pattern are described.     

Taking the 10-Year-Old Offender to Jail: An Alternative to “Scared Straight”‘

Young boys ages 8–12 were taken to jail following law offenses. This program is contrasted to the Lifer's Program at Rahway State Prison.     

The Counseling Profession's Response to Sex-Biased Counseling: An Update

Moore and Strickler summarize recent literature on sex bias in the counseling profession and challenge counselor educators to place increased emphasis in their training programs on sex equity.     

Fluid Ethnicity and Ethnic Transcendence in Multiracial Churches

Assumptions of racial essentialism lead to inadequate analysis of multiracial churches. Instead, acknowledging ethnic identity as a negotiated phenomenon encourages a richer investigation of how congregational participation stimulates and redefines a person's racial and ethnic identity. The malleability of ethnic identity is such that it is often obscured in favor of other aspects of self. Ethnographic analysis of two multiracial churches, Mosaic and Oasis, indicates that particularistic ethnic affiliations recede when otherworldly, value-rational interests are emphasized. Ethnic transcendence occurs when members adopt a shared identity based on a uniquely congregational understanding of what it means to be a properly religious person (a proper "Christian,""Jew,""Muslim,""Buddhist," etc.). In short, the distinctive accomplishment of multiracial congregations is the cultivation of an inclusive religious identity that overrides divisive aspects of ethnic identity. Moreover, recognizing the varying salience of racial and ethnic identity evokes greater caution regarding what can be assumed when researchers apply the label "multiracial" to congregations.     

WHY EMPLOYEES DO BAD THINGS: MORAL DISENGAGEMENT AND UNETHICAL ORGANIZATIONAL BEHAVIOR

We examine the influence of individuals’ propensity to morally disengage on a broad range of unethical organizational behaviors. First, we develop a parsimonious, adult‐oriented, valid, and reliable measure of an individual's propensity to morally disengage, and demonstrate the relationship between it and a number of theoretically relevant constructs in its nomological network. Then, in 4 additional studies spanning laboratory and field settings, we demonstrate the power of the propensity to moral disengage to predict multiple types of unethical organizational behavior. In these studies we demonstrate that the propensity to morally disengage predicts several outcomes (self‐reported unethical behavior, a decision to commit fraud, a self‐serving decision in the workplace, and supervisor‐ and coworker‐reported unethical work behaviors) beyond other established individual difference antecedents of unethical organizational behavior, as well as the most closely related extant measure of the construct. We conclude that scholars and practitioners seeking to understand a broad range of undesirable workplace behaviors can benefit from taking an individual's propensity to morally disengage into account. Implications for theory, research, and practice are discussed.     

Attitudes of life in children and young adolescents

Abstract.— As part of a longitudinal study in London, 68 boys and 48 girls were asked, at ages 7, 12 and 15, their views on the advantages and disadvantages of various times of life, of being a boy or a girl and a man or a woman, of marrying and having children. This paper reports on the distribution of attitudes in each sex at the three ages; discusses the reasons given; relates the attitudes to social class, intelligence, and physical maturation in each sex; looks at longitudinal consistency in relation to age of puberty and other variables; and considers the developmental and social implications of these children's views of life.     

CHARACTERISTICS OF WOMEN IN TRADITIONAL AND NON-TRADITIONAL MANAGERIAL ROLES

This study investigated characteristics which distinguish women who choose traditional as opposed to non-traditional careers and who function at differing occupational levels. 156 nurses represented the traditional sample, and 147 women in business and industrial positions in which 20% or fewer of the job incumbents were female comprised the non-traditional career group. The women were matched according to age and education across three occupational levels. It was determined that women as a group in non-traditional business roles as compared to the traditionals were more achieving, emphasized production more, saw themsleves as having characteristics more like managers and men, and saw no self-characteristics which conflicted with those ascribed to male managers. The business women considered the domestic role as less important, had fewer children, and fewer children living at home, than did the nurses. The two groups did not differ in their attitude toward the importance of their careers, their perceptions of their husband's attitudes, nor in the education level of their spouse and parents. These findings lead to the conclusion that leadership attributes and behavior of women do vary between organizational settings and across occupational levels in predictable ways.