Cross-situational consistency in recognition memory response bias

Individuals taking an old–new recognition memory test differ widely in their bias to respond “old,” ranging from strongly conservative to strongly liberal, even without any manipulation intended to affect bias. Kantner and Lindsay (2012) found stability of bias across study–test cycles, suggesting that bias is a cognitive trait. That consistency, however, could have arisen because participants perceived the two tests as being part of the same experiment in the same context. In the present study, we tested for stability across two recognition study–test procedures embedded in markedly different experiments, held weeks apart, that participants did not know were connected. Bias showed substantial cross-situational stability. Moreover, bias weakly predicted identifications on an eyewitness memory task and accuracy on a go–no-go task. Although we found little in the way of relationships between bias and five personality measures, these findings suggest that response bias is a stable and broadly influential characteristic of recognizers.     

Influence of IQ in interpreting MMSE scores in patients with multiple sclerosis

The Mini-Mental State Examination (MMSE) and Wechsler Adult Intelligence Scale-Fourth Edition (WAIS-IV) were administered to 46 outpatients diagnosed with multiple sclerosis (MS). MMSE total raw score was significantly and positively correlated with all WAIS-IV indexes, even when controlling for the effects of participant educational level, with the strongest relationship being with Full Scale IQ. These results suggest that clinicians consider patient intellectual functioning, in particular Full Scale IQ, when diagnosing neurocognitive impairment based on screening with the MMSE in individuals with MS.     

Profiles of Emotion Socialization Across Development and Longitudinal Associations with Youth Psychopathology

Research on Child and Adolescent Psychopathology - Although there is relative consensus in the literature regarding associations between certain emotion socialization (ES) strategies and youth...     

Honoring Protective Responses: Reframing Resistance in Therapy Using Polyvagal Theory

Therapists often conceptualize resistance as client behaviors that impede progress; this perspective threatens the therapeutic alliance, especially in couple and family therapy where increased resistance and multiple alliances are present. Polyvagal theory reframes and normalizes resistant behaviors as preconscious, protective responses emerging from our autonomic nervous system. The theory also explains how humans reciprocate safety cues to connect with each other; therapists can use concepts of polyvagal theory to manage their own emotional regulation and foster safety and connection in therapy. Polyvagal concepts deepen our understanding of protective behaviors presenting in couple and family therapy; therapists can help couple and family clients to recognize protective behaviors in their own relationships and facilitate safer connection and engagement. Clinical implications are presented: psychoeducation can help clients normalize and understand their protective processes; therapist presence and immediacy acknowledges and normalizes protective behaviors as they arise; therapist and client self-regulation skills support connection; therapist genuineness is a precondition to client safety; and understanding of polyvagal theory enhances assessment of conflict and enactments in couple and family therapy.

     

Development and Initial Validation of the Perceived Power Imbalance Scale

Relationship power, which refers to the ability to influence one’s romantic partner, is an important organizing principle in the assessment and treatment of couples. Power imbalance is predictive of various dimensions of marital quality, which explains why it is often a central focus of couple therapy. Despite the importance of relationship power in couple therapy, assessing power in clinical settings has been hindered by the lack of a validated measure of power that has high clinical utility. Data from 640 married couples associated with the Flourishing Families Project were used to develop the Perceived Power Imbalance Scale by conducting exploratory factor analysis, confirmatory factor analysis, dyadic predictive validity analysis, and measurement equivalence analysis. Although power has been conceptualized as consisting of both outcome power and process power, results indicated that the final scale consisted of four items that only tapped aspects of process power. The scale demonstrated good reliability and was a significant predictor of marital quality, marital instability, and depression.

     

The Impact of Brief Interventions on Functioning Among those Demonstrating Anxiety,Depressive, and Adjustment Disorder Symptoms in Primary Care: The Effectiveness of the Primary Care Behavioral Health (PCBH) Model

Journal of Clinical Psychology in Medical Settings - Limited scalability combined with limited opportunities for patients to receive evidence-based interventions in traditional behavioral health...     

Demands,Resources, Well-Being and Strain: Meta-Analyzing Moderator Effects of Workforce Racial Composition

Racial diversity in the U.S. workforce is increasing, and many organizations are more racially diverse than ever before. Racial minority employees experience the ecosystem of work demands and resources differently to white employees; including perceiving higher demands, lower control and support, greater stress and psychological strain, and less well-being. However, there remains little research on how relationships between these work characteristics and well-being and strain, and interrelationships differ across more racially diverse versus homogeneous (e.g., predominantly white) workplaces. This limits understanding of optimal job redesign practices as workplaces continue to become more racially diverse. Through the lens of the job demands, control, support (JDC[S]), and the job demands-resources (JD-R) frameworks, we build on previous meta-analyses by examining workplace racial composition as a moderator of demand-resource relationships with well-being and strain, and interrelationships, in 63 studies of U.S. workers (N_{(Individuals)} = 93,974). Our findings show several moderation effects. For example, as the proportion of racial minority employees increases, the positive control and well-being relationship increases, and the positive relationship between supervisor support and well-being decreases. Further, as the proportion of African-American employees (versus white and all other racial subgroups) increases, the positive control and supervisor support relationship decreases, as does the positive coworker support and well-being relationship. Our results offer new insights into the role of workplace racial composition on how work is experienced, and job design recommendations in a time of increasing workplace racial diversity.

     

Imitation,Impersonation, and Transformation: Using Male Role Models in Films to Promote Maturity

Becoming a man is developmental. Boys model after men in their lives as well as figures they see in the media. When role models are positive, appropriate, and present, boys grow into constructive adults who contribute to society. This article examines how counselors can intentionally help young men mature into well‐grounded and prosocial individuals through the use of models in films. It provides a list of some movies that counselors can use in the process.