Work motivation among high school students before and during the economic recession in the Swedish labour market

In 1990, 2349 high school pupils from 21 high schools in the Stockholm, Uppsala and Södertälje regions answered a questionnaire concerning how important different characteristics of work were in their future job. The questionnaire also included an open question, “How would you describe an ideal job?” In 1993 the same questionnaire was answered by 1171 high school students. The two measurement occasions were separated by economic changes leading, from a condition of economic security and full employment, to a condition characterised by economic insecurity and high unemployment especially among young people. Results showed that the economic insecurity of 1993 lowered the students' ratings of the importance of all characteristics of work with the exception of the security of work. A strong gender factor influenced the ratings. Thus, the female students rated the importance of the characteristics of work higher than the male students did. The only exception concerned “good pay”, which was rated higher by the male. In 1993 these effects were less pronounced, although still evident. The motivational structure seemed to be unaffected by the economic insecurity. The same four motivational factors, i.e. (1) the expressive work goals, (2) the working conditions, (3) the benefits of work and (4) the social aspects of work, appeared in the analyses of both measurement occasions.     

Sexual satisfaction in long-term heterosexual relationships: The interpersonal exchange model of sexual satisfaction

This study examined the validity of the Interpersonal Exchange Model of Sexual Satisfaction (IEMSS) in long-term, heterosexual sexual relationships. The IEMSS proposes that sexual satisfaction depends on one's levels of rewards and costs in the sexual relationship, one's comparison levels (CL) for rewards/costs, and one's perceptions of the dyadic equality (EQ) of these rewards/costs. Sexual satisfaction is expected to be greater to the extent that, over time, levels of rewards (REW) exceed levels of costs (CST), relative reward levels (CLREW) exceed relative cost levels (CLcst ), and interpersonal equality of rewards (EQrew ) and of costs (EQCST) is perceived to exist. Married/cohabiting community volunteers and university alumni/staff completed two questionnaires, 3 months apart. The results obtained from this well-educated, relationally satisfied sample (N= 143) provided excellent support for the IEMSS. Hierarchical regression analysis revealed that each component of the model (REW - CST, CLrew - CLcst , and EQrew , EQcst ) added to the prediction of sexual satisfaction as expected, accounting for 75% of the variance. Repeated measurement of the IEMSS components offered a better prediction of sexual satisfaction than a one-time measure alone. Neither gender nor relationship satisfaction interacted with the IEMSS components. However, including relationship satisfaction (but not gender) in the model significantly improved the prediction of sexual satisfaction. It was concluded that the model should be revised to include relationship satisfaction. Both the exchange components of the IEMSS and sexual satisfaction uniquely predicted relationship satisfaction. The IEMSS offers a promising approach for understanding sexual satisfaction and its relationship to relationship satisfaction, as well as for reconciling inconsistent findings in the literature.     

Strategies for Counseling Midcareer Changers: A Conceptual Framework

The authors describe a model designed to help counselors facilitate the midcareer change process. Problems of typical midcareer changers are portrayed using case studies. Intervention strategies are presented in a framework that includes emotional adaptation and cognitive decision making.     

A Group Approach Used for Counseling Perpetrators of Sexual Crimes in a Prison Setting

This article describes a group approach for working with incarcerated male perpetrators of incest or incest-like crimes. The article is based on a program currently being pilot tested in the New York State prison system at Collins Correctional Facility. Suggestions for interviewing group members are given, an approach for treatment is described, and termination guidelines are discussed.     

Critical refl ections on intersubjectivity in psychoanalysis1

The authors review the philosophical trend known as postmodernism and the way it has infl uenced a part of psychoanalytic thought, concluding with some comments on the qualities and shortcomings of the new developments. The authors consider the origins and the cultural and aesthetic‐philosophical meaning of postmodernism, identifying some key concepts such as deconstructionism, the disappearance of the ‘individual subject’ and individual identity, and the rejection of ‘in‐depth’ models of psychoanalysis. Then they examine various, wide‐ranging developments in psychoanalytic thought and treatment. They review the intersubjective fi eld in psychoanalysis, especially in the USA, and then explore whether the underlying lack of truth to be discovered, stressed by these ‘new view’ statements, or the fact that the ‘truth’ only exists in linguistic‐narrative constructions is consistent with basic analytic concepts such as the unconscious, phantasy, transference and countertransference, which recall the tri‐dimensional nature of inner psychic reality. The psychoanalytic process is a condition activated through a bond that is able to hold and contain the relationship of the analytic couple and the patient's unconscious world and not through hermeneutic or narrative constructions.     

Hidden in Plain Sight: The Active Ingredients of Executive Coaching

We propose that I/O psychologists who coach executives have overlooked psychotherapy outcome research as a source of information and ideas that can be used to improve our executive coaching practices. This research, based on thousands of studies and many meta-analyses, has converged on the conclusion that four "active ingredients" account for most of the variance in psychotherapy outcomes. We describe how this literature has identified four primary "active ingredients" that account for most of the variance in psychotherapy outcomes: 1) Client/extratherapeutic factors (40%), 2) The relationship or alliance (30%), 3) Placebo or hope (15%), and 4) Theory and technique (15%). Working on the assumption that psychotherapy and executive coaching are sufficiently similar to justify generalization from one domain to the other, we describe these four active ingredients at length and explore how they may be at work in the executive coaching process. We also suggest that I/O psychologists have training and experience that allows us to leverage some of these active ingredients in our executive coaching (e.g., understanding of client individual differences related to coaching outcomes). But we also have areas of weakness (e.g., building a strong working relationship with an individual client) that may need to be bolstered with additional training and development experiences.     

ACTION TRAINING FOR CHARISMATIC LEADERSHIP: TWO EVALUATIONS OF STUDIES OF A COMMERCIAL TRAINING MODULE ON INSPIRATIONAL COMMUNICATION OF A VISION

An action training program that teaches inspirational communication of a vision as part of a training of charismatic leadership for managers is presented (1½ days) and evaluated in 2 studies ( N = 25 and N = 22). We used the research design "nonequivalent dependent variable design" (Cook & Campbell, 1979, p, 118) or "internal referencing strategy" (Haccoun & Hamtieux, 1994), which compared the trained behaviors (charismatic inspirational communication) with behaviors that were not trained (public speech) to control for testing and Hawthorne effects. The training had specific positive effects on those behaviors that were trained but not on those variables that were not trained. Good to excellent effect sizes appeared as a result of the training. We suggest that this research design is useful for evaluation of training effects within the constraints of commercial settings and, moreover, we argue that this design is in many ways superior to a nonequivalent nontraining control group design because it controls for testing effects and for effects that otherwise would need a pseudo-training control group.