Behavioral Marriage Therapy. IV. Take Two Aspirin and Call Us in the Morning

The Jacobson-Weiss critique of the Gurman-Knudson and Gurman-Kniskern discussions of behavioral marriage therapy (BMT), while scholarly, derives from such a narrow conceptual set that, with only minor exceptions, Jacobson and Weiss have failed basically to comprehend the essence of our theoretical and logical criticisms of BMT. Moreover, a careful reanalysis of the research cited by our critics as evidence for the efficacy of BMT reveals the strength of the empirical foundation of this approach to have been greatly exaggerated. While few of our concerns about a preominantly behavioral approach to marriage therapy have been ameliorated by Jacobson and Weiss' commentary, some success seems to have been achieved in terms of our original purpose: to stimulate critical thinking about the premises and process of marital therapy.     

Identification in the Self-Managing Organization Characteristics of Target and Tenure

This study examines the characteristics of worker identification with two targets at the same time: the workers' self-managing team and the larger organization that created the teams. We administered the Organizational Identification Questionnaire in such a way as to tap levels of identification with each target and used the results of an ethnographic study of the subjects to enhance our analysis. Our data suggest that workers identified more strongly with their team than with their company, particularly in terms of loyalty. In addition, long-term workers reported more identification with both their team and company than did short-term workers. The results support the assertion that a concertive (or team-based) system of control is more powerful, even if less obtrusive, than its bureaucratic predecessor.     

AN INVESTIGATION OF FACTORS EXPECTED TO AFFECT FEEDBACK SEEKING: A LONGITUDINAL FIELD STUDY

This study of 137 helicopter pilot trainees investigated individual strategies used to obtain performance feedback during two consecutive phases of their training. Individual and situational factors cited in previous research were investigated as predictors of two feedback seeking behaviors: eliciting (asking directly for feedback) and monitoring (using indirect techniques, such as observing, to gain additional feedback). Both individual and situational factors were significant predictors of feedback seeking behaviors. Feedback seeking costs and the student pilots'external propensity (an individual difference measure assessing their desire for external feedback) were found to be the most consistent predictors of feedback eliciting and monitoring, both within and across the two training phases. In addition, the results point to higher feedback eliciting when performance was rated as low. The implications of this research are discussed, especially with respect to training.     

PROPOSITIONS ABOUT GRIEVANCE SETTLEMENTS: FINALLY, CONSULTATION WITH GRIEVANTS

In the past, research on grievances generally has excluded the views of grievants about the process and its consequences. This study is an analysis of self-reports of 324 grievants concerning the characteristics of a grievance-filing incident and its perceived outcomes. The results raise questions about the veracity of the industrial relations dictum that grievances should be settled at the lowest step in the process. Instead, the nature of the settlement and the type of grievance were perceived to have significant effects on outcome and attitude measures.