"Detoxification" of Vietnam War Trauma: A Combined Family-Individual Approach

Treatment with families of veterans suffering from the aftereffects of combat trauma in the Vietnam War often requires a preliminary phase of disjoint treatment, in which family members are seen separately, before conjoint treatment can proceed. In this disjoint phase of treatment, wives and children are introduced to the brutal realities of Vietnam combat experience and to an understanding of its sequelae. This disjoint phase of family therapy detoxifies combat experience so that it can be approached in subsequent conjoint sessions along with more traditional family therapy issues.     

THE JOINT EFFECTS OF CONSCIENTIOUSNESS AND SELF-LEADERSHIP TRAINING ON EMPLOYEE SELF-DIRECTED BEHAVIOR IN A SERVICE SETTING

This field investigation examined the effects of conscientiousness and self-leadership training on employee self-direction. Conscientiousness correlated significantly with supervisor evaluations of self-direction for employees working in a hotel/resort. Self-leadership training was then conducted for a group of the employees. Gain score analysis failed to detect an overall effect for training on self-direction. However, conscientiousness was found to moderate the effect of self-leadership training in that training group employees who initially scored low on conscientiousness improved their behavior more than their high conscientiousness coworkers. Implications of these findings for the practices of employee training and selection are discussed.     

The influence of husband and wife personality on marital social support interactions

The influence of extraversion and negative affectivity on support interactions among married couples was examined. One hundred married couples were observed in two 10-minute interactions that were designed to elicit supportive behaviors. Extraverted support providers gave more support to their spouse than did introverts. Reciprocity in the exchange of support behaviors was also observed: The amount of support given by the individual in the first interaction predicted the amount of support provided to him or her during the second interaction. Negative affectivity was negatively correlated with ratings of interaction supportiveness, even when controlling for the number of supportive and negative behaviors received from the spouse. Extraverts showed higher sensitivity to emotional support behaviors than did introverts. The same level of emotional support behaviors from the spouse led to higher ratings of interaction supportiveness among those high on extraversion than among those low on extraversion. Results highlight the importance of integrative models of support that consider characteristics of the individual and his or her social environment.     

Family Climate and Expressed Emotion in the Course of Alcoholism

Family-based predictors of relapse were examined in 100 alcoholics who participated in a 12-week treatment program with 6-month and 18-month followups. “Expressed Emotion” (EE), or attitudes of relatives toward the alcoholic as measured by the Camberwell Family Interview, scales measuring rejection of the alcoholic by relatives, and self-reports of partner interaction were evaluated as possible predictors of abstinence. During therapy, partnership interactions showed a transient deterioration with increased temporary friction. Based on conservative criteria, the abstinence rate was 40% at 6-month followup and 30% at 18-month followup. An association with the relapse at followup could be obtained for the Patient Rejection Scale (PRS) and, using empirically derived classification rules, for the main three variables of the Camberwell Family Interview (CFI) conducted on admission: “Critical Comments,”“Emotional Overinvolvement,” and “Warmth.” A low number of Critical Comments and a high score in Warmth were associated with a lower risk of relapse; however, contrary to expectations, Emotional Overinvolvement of the significant other was associated with more abstinence. In addition, the number of Critical Comments made by relatives about the alcoholic, a major component of high EE as measured by the CFI, had a statistically significant impact on the “survival function” of abstinence, and thus contributed to the prediction of the course of alcoholism in the expected direction.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.