Beyond Bipolar Thinking: Patterns of Conflict as a Focus for Diagnosis and Intervention

Most family typologies in the history of family therapy organized the observation according to bipolar scales. The implied assumption of such models is that the attribution of the one observational characteristic is inevitably bound to the negation of its opposite characteristic. This article presents a formal observational schema that has the possibility to grasp contradictory, conflicting characteristics. Using this schema, one can develop a clinically relevant family typology, making distinctions between different patterns of interaction by which conflicts and antagonistic tendencies in families are organized. Clinical observation and experience suggests that one can distinguish families with members with psychosomatic, manic-depressive, and schizophrenic symptoms by the way they overcome conflicts and ambivalence.     

PROTÉGÉS NEGATIVE MENTORING EXPERIENCES: CONSTRUCT DEVELOPMENT AND NOMOLOGICAL VALIDATION

Two studies were conducted to operationalize the construct of negative mentoring experiences, establish content validity, and test theory-based predictions associated with a nomological network of related variables. As predicted, the negative experiences of mentor Distancing Behavior and Lack of Mentor Expertise were more often reported in the separation phase and among protégés in formally arranged mentoring relationships. All types of experiences were related to career-related support, psychosocial support, and learning, with Distancing Behavior being most highly related to career support and learning. Significant correlations were also found with relational complementarity, social exchange perceptions, intentions to leave the relationship, depressed mood, and psychological job withdrawal. Negative mentoring was also distinct from positive mentoring, general workplace stress, and dissatisfying social relationships at work, providing discriminant validity evidence. Finally, negative mentoring had explanatory power in predicting protégéoutcomes over and above positive mentoring. The findings are discussed in terms of future research on mentoring as well as applied practice.     

The Impact of Poor Performers on Team Outcomes: An Empirical Examination of Attribution Theory*

We test assertions that attribution theory (AT) can explain the responses of peers to the characteristics of a poor performing team member. Study 1 assessed the processes used to interpret the behavior of a poor performer and found that behavioral manifestations of cognitive ability (g) and Conscientiousness were associated with causal attributions (locus, controllability, and stability), emotional and cognitive reactions, and behavioral intentions to help or punish a fellow team member. Building on Study 1, Study 2 focused on team level responses to the lowest performer. It assessed the impact of g/Conscientiousness of a poorly performing team member on involving others, communication, feedback, and citizenship behaviors of team members at the team level. Both studies converged in finding that individual team members' intentions to help or punish were related to poor performer traits.     

Parental representations and attachment style as predictors of support‐seeking behaviors and perceptions of support in an academic counseling relationship

The role of parental representations and attachment style as predictors of support‐seeking behaviors and perceptions of support in the context of an academic counseling relationship was investigated. Prior to participation in a 10‐hour academic counseling program in college, 91 students completed scales assessing perceptions of their current relationship with their parents and their attachment style. Students' support‐seeking behaviors and counselors' sensitivity, as reported by both participants (students and counselors), were evaluated twice during the counseling process, and general feelings of support were evaluated at the end of the program. Parental representations and attachment style both predicted students' support‐seeking behaviors and perceptions of support in counseling. The strength of the prediction differed as a function of time of measurement and source of evaluation. In addition, student‐perceived counselor sensitivity was found to mediate the relation between parental representations and support‐seeking behaviors in counseling     

Features of Families with Major Affective Disorders

This article reports the authors' observations on 22 families in which a young adult member has been diagnosed as manic-depressive, and on 11 families in which a member has been diagnosed as suffering from major schizoaffective disorder. All families could be described as extremely rigid and bound-up systems. Many of them were characterized by a "restrictive parental complementarity" and reciprocal delegation, and they shared certain cognitive features and assumptions. "Manic-depressive" families showed similarities as well as differences when compared with families in which there were schizophrenic and serious psychosomatic disorders.     

Moral Reasons: Internal and External1

The view defended is one sense externalist on the relation between moral reasons and motivation: A's having a moral reason to do X does not necessarily imply that A has a motivation that would support A's doing X via some appropriate deliberative route. However, it is in another sense externalist in holding that there are the kind of moral reasons there are only if the relevant motivational capacities are generally present in human beings, if not in all individuals. The process of socialization is an attempt to embed the recognition of what we have moral reason to do in the intentional content of one's feelings. E.g., learning that about others' suffering embeds their suffering as a reason to help in the intentional content of incipient compassionate feelings. This endows the reason with motivational efficacy while conferring further direction to the feelings in ways that shape us for social cooperation.     

LEADERSHIP EMERGENCE IN AUTONOMOUS WORK TEAMS: ANTECEDENTS AND OUTCOMES

The aim of this study was to investigate (a) personality attributes and cognitive ability ( g ) as determinants of leadership emergence in teams, and (b) the impact of leadership that can emerge from the team leader (operationalized as the team member with the highest leadership score) and other team members (staff) on team performance. Autonomous work team members who had been working together for 13 weeks were studied. Participants were 480 undergraduates in 94 initially leaderless teams of 5 or 6. We found that leadership emergence was associated most strongly with g , followed by conscientiousness, extraversion, and emotional stability. Teams performed best when both the team leader and staff were high in leadership. Furthermore, an effective team leader does not ameliorate the negative affects of a staff low in leadership.