The Development and Validation of the Multi‐Dimensional Identification Scale (MDIS)

Based on recent identity research, we developed the Multi‐Dimensional Identity Scale (MDIS), and the psychometric properties of the MDIS are examined. We report the results of 3 studies used for item generation and analyses and exploratory factor structure analysis (Study 1), confirmatory factor structure analyses (Studies 1, 2, and 3), and construct validity (Study 3). Collectively, these studies illustrate the psychometric properties of a new measure of identity that is multidimensional and adaptable to various identity bases (i.e., organizational, family, social). Based on exploratory and confirmatory studies, our measure demonstrates the same factor structure for organization‐based identity and social‐based identity and a similar factor structure for family‐based identity. Convergent and discriminant validity are demonstrated.     

Parenting,Protecting, Preserving:Mission of the Adolescent Female Runaway

This paper presents a systemic framework for therapy with families of adolescent female runaways. The runaway adolescent is viewed as serving three functions within her family. First, she often parents her parents and siblings. Second, she protects her parents' marriage and regulates marital distance. Third, she preserves her family unit at the preadolescent developmental stage. Interventions are described that remove the adolescent from those roles by empowering the parents to take charge of the adolescent, by changing the communication process such that the couple deal with their marital issues without the help of the teenager, and by facilitating the family's movement toward a new stage of separation and individuation.     

AN EXAMINATION OF LEADERSHIP AND EMPLOYEE CREATIVITY: THE RELEVANCE OF TRAITS AND RELATIONSHIPS

Creativity is becoming a topic of ever-increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single-domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed.     

Exploring Gender Bias Against Women: Ethics for Marriage and Family Therapy

During the past 15 years, the negative implications of the female gender role, as demonstrated by marital dissatisfaction and mental health problems, have been documented extensively in the social science, psychology, and feminist literatures. In this article, developmental and psychological assumptions about women that are fundamental to current marriage and family therapy practice are explored. The authors call attention to the absence of substantive knowledge about women's development and to the ethical risks associated with reliance on traditional gender role notions in work with female clients. Ethical guidelines for reducing bias in therapy, especially with couples and families, are offered to counselors and therapists for evaluation and refinement of professional gender role sensitivity.     

The Relationship Between Person–Environment Fit,Control, and Strain: The Role of Ergonomic Work Design and Training

Ergonomics is an important workplace practice. Experienced stress in the workplace manifests itself in poor physical and mental health, and is associated with numerous negative personal and organizational outcomes. This study examines ergonomics and ergonomic training and their potential to reduce dysfunctional personal and work outcomes; specifically, job induced‐tension and job dissatisfaction directly and through perceptions of person–environment fit and perceptions of control. Quantitative and qualitative findings indicate positive relationships between ergonomic design and ergonomic training with perceptions of person–environment fit and control. Person–environment fit and control fully mediated the relationship between training satisfaction (component of ergonomic training) and job dissatisfaction, while partially mediating the relationship between work‐area design (a component of ergonomic design) and job‐induced tension.     

THE FALLOUT FROM ABUSIVE SUPERVISION: AN EXAMINATION OF SUBORDINATES AND THEIR PARTNERS

Using spillover and crossover theory, we examined how subordinate's experience of abusive supervision impacts both subordinate's and partner's family domains. Specifically, a model was proposed and tested that examined the fallout from abusive supervision through 2 types of strain, work‐to‐family conflict and relationship tension, on family satisfaction of the subordinate and on family functioning of the partner. Using a matched set of 280 subordinates and partners, this study found that abusive supervision contributes to the experience of work‐to‐family conflict and relationship tension. Further, family satisfaction for the subordinate and family functioning for the partner were diminished through the experience of relationship tension. Interestingly, although the experience of work‐to‐family conflict contributed to relationship tension, it did not directly impact the family outcomes. We discuss the study's implications for theory, research, and practice while suggesting new research directions.     

Stay/leave decision-making processes in abusive dating relationships

A multivariate causal model was tested to determine the extent to which two central questions, “Will I be better off” and “Can I do it?”, contribute to abused daters' stay/leave decision-making processes. Participants completed questionnaires consisting of multiple measures of relationship satisfaction, alternatives, investments, subjective norm, personal resources and barriers, and structural resources and barriers. The first question and its indicators accounted for over 87% of the variance in participants’intention to stay in or leave their relationships. Results highlight three important avenues for future research: identifying both positive and negative aspects of abusive relationships, increased clarification of the commitment construct, and emphasis on further operationalizing the construct “Can 1 do it?”     

The Impact of Counselor and Participant Gender on Willingness to Discuss Relational Topics: Development of the Relationship Disclosure Scale

The current investigation examined people's willingness to disclose personal information about their intimate relationships to counselors. This was accomplished by asking 431 students to indicate how willing they would be to discuss 25 relationship topics, as measured by the newly developed Relationship Disclosure Scale (RDS), with female and male counselors. The results indicated that people's willingness to disclose their intimate relationships to counselors depended on their own gender, the gender of the counselor, and the particular relationship topics assessed by the RDS. In addition, several personality variables associated with relational-esteem and relational-consciousness were found to be associated with women's willingness to engage in relationship disclosure with male and female counselors. These findings underscore the impact of gender and personality on counseling disclosure tendencies. The discussion focuses on gender and the use of the RDS in research and counseling settings.     

Professional Career Services: An Exploratory Study

This study assesses the willingness of three groups of job seekers to use professional career counseling services.