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881.
Robert H. Klein 《International journal of group psychotherapy》2018,68(2):246-260
This is the second in a series of three articles that chronicle and examine the 25-year history of the American Group Psychotherapy Association from 1992 to 2017. This time period has been divided into three naturally occurring eras: the pre–9/11 era, the 9/11 era, and the post–9/11 era. To permit meaningful comparisons across time, an effort has been made to contextualize events and to examine each era using the same set of seven facets/dimensions: (1) mission(s); (2) structure and administration; (3) jewels in the crown; (4) membership; (5) financial health; (6) organizational tensions and family dynamics; and (7) relationships with the outside world.
This account, while based on objective data, like all such histories, is inherently subjective. Choices about which specific events to chronicle, as well as their meaning and significance, are filtered through the authors’ perceptual and conceptual lenses.
This second section focuses on the 9/11 era. 相似文献
882.
Andrea Fossati Antonella Somma Serena Borroni Kristian E. Markon Robert F. Krueger 《Journal of psychopathology and behavioral assessment》2018,40(3):484-496
In order to evaluate the associations between computer-administered tasks of executive functioning (EF), and maladaptive personality domains and traits listed in DSM-5 Alternative Model of Personality Disorders, 53 consecutively admitted psychotherapy outpatients (female participants: n?=?27, 50.9%; male participants: n?=?26, 49.1%; participants’ mean age?=?37.28 years, SD?=?11.50 years) were administered the Psychology Experiment Building Language (PEBL) EF tasks and the Personality Inventory for DSM-5 (PID-5). According to rank-order correlation analyses, a number of non-negligible and specific associations were observed between selected PID-5 scales and indices of participants’ performance on EF tasks. MM robust regression models showed that participants’ performance on computer-administered EF tasks explained a non-negligible amount of variance in selected PID-5 scale scores (median R2 value?=?.17). As a whole, our trait-level analyses of PID-5 dimensions suggest the clinical usefulness of integrating self-reports and EF laboratory tasks in routine clinical assessment. 相似文献
883.
When the association between emotion and well-being is being considered, positive emotions usually come to mind. However, negative emotions serve important adaptive functions and particular negative emotions may be especially adaptive at different stages of adult development. We examined the associations between self-reported negative emotions in response to an emotionally neutral, thematically ambiguous film and subjective well-being among 76 young (age 20-29), 73 middle-aged (age 40-49), and 73 older (age 60-69) adults. Results indicated that higher self-reported anger in response to the film was associated with higher well-being for middle-aged adults, but not for young and older adults. Higher self-reported sadness in response to the film was associated with higher well-being for older adults, but not for young and middle-aged adults. These findings were stronger for cognitive well-being (i.e., satisfaction with life) than for affective well-being (i.e., ratio of dispositional positive to negative affect) and were specific to these emotions (not found for self-reported disgust or fear) and to the emotionally neutral film (not found for sad or disgusting films). Results are discussed in terms of the functions that anger and sadness are thought to serve and the control opportunities afforded in midlife and late life that render these functions differentially adaptive. 相似文献
884.
The effects of type of feedback and base rate on threshold learning in a multiple‐cue decision task were examined. In most such decision experiments, participants receive feedback after every trial (full feedback), and a single base rate (usually 0.5) is used. Our experiment explored conditional feedback (feedback only after positive decisions) representing common selection and detection tasks (such as hiring), where the decision maker receives no feedback unless the decision is positive (e.g., hire the applicant). We used three base rates (0.2, 0.5, and 0.8). As expected, performance was best in full feedback, but after 300 learning trials, the difference was small. Conditional feedback generally resulted in fewer positive decisions than full feedback, but this difference was not found in the low (0.2) base rate condition. There were interactions between base rates and types of feedback. Results provide partial support for the constructivist encoding hypothesis of Elwin and colleagues. Simulation results suggest that our results may reflect overconfidence when feedback is not given. With respect to rate of learning, when the base rate was 0.2, conditional feedback participants reached approximately the same selection rate but did so more slowly than the full feedback participants. Partial feedback participants learned slower and appeared to be still learning after 500 trials. When the base rate was 0.5 or 0.8, partial feedback was nearly as good as full feedback, but conditional feedback resulted in a systematically lower rate of positive decisions. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
885.
This study examined links between two distinct facets of empathy-empathic accuracy and perceived empathic effort-and one's own and one's partner's relationship satisfaction. Using a video recall procedure, participants (n = 156 couples in committed relationships) reported on their own emotions and their perceptions of partners' emotions and partners' empathic intentions during moments of high affect in laboratory-based discussions of upsetting events. Partners' data were correlated as a measure of how accurately they were able to read what the other was feeling and to what degree they felt the other was trying to be empathic at those moments. The perception of empathic effort by one's partner was more strongly linked with both men's and women's relationship satisfaction than empathic accuracy. Men's relationship satisfaction was related to the ability to read their partners' positive emotions accurately, whereas women's relationship satisfaction was related to their partners' ability to read women's negative emotions accurately. Women's ability to read their husbands' negative emotions was positively linked to both men's and women's relationship satisfaction. Findings suggest that the perception of a partner's empathic effort-as distinct from empathic accuracy-is uniquely informative in understanding how partners may derive relationship satisfaction from empathic processes. When working with couples in treatment, heightening partners' perceptions of each other's empathic effort, and helping partners learn to demonstrate effort, may represent particularly powerful opportunities for improving satisfaction in relationships. 相似文献
886.
The current paper describes a rare case of a patient who suffered from unilateral apraxia of eye closure as a result of a bilateral stroke. Interestingly, the patient's ability to voluntarily close both eyelids (i.e. blinking) was not affected, indicating that different neural mechanisms control each type of eye closure. The stroke caused damage to a large part of the right frontal cortex, including the motor cortex, pre-motor cortex and the frontal eye field (FEF). The lesion in the left hemisphere was restricted to the FEF. In order to further study the neural mechanisms of eye closure, we conducted an fMRI study in a group of neurological healthy subjects. We found that all areas of the oculomotor cortex were activated by both left and right winking, including the FEF, supplementary eye field (SEF), and posterior parietal cortex (PPC). Blinking activated FEF and SEF, but not PPC. Both FEF and PPC were significantly more active during winking than blinking. Together, these results provide evidence for a critical role of the FEF in voluntary unilateral eye closure. 相似文献
887.
Purpose
This study examined whether demographic question placement affects demographic and non-demographic question completion rates, non-demographic item means, and blank questionnaire rates using a web-based survey of Veterans Health Administration employees.Methodology
Data were taken from the 2010 Voice of the Veterans Administration Survey (VoVA), a voluntary, confidential, web-based survey offered to all VA employees. Participants were given two versions of the questionnaires. One version had demographic questions placed at the beginning and the other version had demographic questions placed at the end of the questionnaire.Findings
Results indicated that placing demographic questions at the beginning of a questionnaire increased item response rate for demographic items without affecting the item response rate for non-demographic items or the average of item mean scores.Implications
In addition to validity issues, a goal for surveyors is to maximize response rates and to minimize the number of missing responses. It is therefore important to determine which questionnaire characteristics affect these values. Results of this study suggest demographic placement is an important factor.Originality/Value
There are various opinions about the most advantageous location of demographic questions in questionnaires; however, the issue has rarely been examined empirically. This study uses an experimental design and a large sample size to examine the effects of demographic placement on survey response characteristics. 相似文献888.
James E. Martin Robert R. Sinclair Ariel M. Lelchook Jenell L. S. Wittmer Kristin E. Charles 《Journal of Occupational & Organizational Psychology》2012,85(1):1-22
Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies. 相似文献
889.
Robert Zinko Gerald R. Ferris Stephen E. Humphrey Christopher J. Meyer Federico Aime 《Journal of Occupational & Organizational Psychology》2012,85(1):156-180
Personal reputation has been argued to demonstrate important influences on work outcomes. However, substantive research on personal reputation is relatively scarce. This two‐study investigation empirically supports and extends existing theory regarding the temporal development of personal reputation (i.e., antecedents and consequences), and thus contributes to a more informed understanding of both the construct and criterion‐related validity of this important construct. Study 1 is conducted longitudinally, in order to assess the development of personal reputation over time, which is undertaken to demonstrate the effects of human capital and social effectiveness as antecedents of reputation. Study 2 complements and extends the first study by conducting a field investigation examining the effects of time, human capital, and social effectiveness as antecedents of personal reputation, while also exploring the reputation consequences of autonomy, power, and career success. Our findings suggest that human capital, time, and social effectiveness play a part in the development of a reputation. Furthermore, career success, power, and autonomy were shown to be outcomes of the reputation construct. Contributions and strengths of this investigation, limitations, and directions for future research are discussed. 相似文献
890.
Julie Mooney‐Somers Anna Olsen Wani Erick Robert Scott Angie Akee Lisa Maher 《Journal of community & applied social psychology》2012,22(6):519-532
National surveillance data indicate marked differences between Indigenous and other Australians in the prevalence of many sexually transmitted infections (STIs). Young Indigenous people bear a particularly high burden of these infections. A collaboration of university researchers, Indigenous health workers and young Indigenous people conducted 45 field interviews to examine how young Indigenous Australians keep themselves healthy and protected against STIs. Our findings emphasise the complexity of health behaviours, where individuals are rarely always ‘risky’ or always ‘safe’, as well as subtle gender differences in health practices. Preventive strategies employed by the young people were contingent on beliefs and knowledge about sexual partners, the type of relationship, the context of the sexual encounter and access to condoms. Tangible strengths such as young Indigenous people's commitments to condoms and STI screening should be celebrated and bolstered to enhance their ability to protect themselves against adverse health outcomes and enhance their resilience against STIs. Focusing on strengths helps to counter the deficit model of health commonly deployed in Indigenous health research and draws attention to health issues facing young Indigenous people and their communities, without reinforcing negative stereotypes or focusing solely on individual risk behaviour. We provide concrete recommendations for health promotion and education. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献