Two-Track Differentiation Paradigm in Psychotherapy

This paper describes the Two-Track Differentiation Paradigm, an updated therapeutic methodology within psychotherapy. The Two-Track Differentiation Paradigm is based on the assumption that patients habitually regard their problems as one-dimensional and thus tend to become rigid in their attitudes toward these problems. The paradigm suggests a psychotherapeutic process of enriched reframing called Differentiation. This Differentiation between patients’ negative and positive narratives and perceptions offers them more options and frees them to contend with their problems more effectively. Thus, with the Two-Track Differentiation Paradigm, cases of impasse and stuck psychotherapeutic situations are turned into cases of cooperation.     

Resistance to change: developing an individual differences measure

The Resistance to Change Scale was designed to measure an individual's dispositional inclination to resist changes. In Study 1, exploratory analyses indicated 4 reliable factors: Routine Seeking, Emotional Reaction to Imposed Change, Cognitive Rigidity, and Short-Term Focus. Studies 2, 3, and 4 confirmed this structure and demonstrated the scale's convergent and discriminant validities. Studies 5, 6, and 7 demonstrated the concurrent and predictive validities of the scale in 3 distinct contexts. The scale can be used to account for the individual-difference component of resistance to change and to predict reactions to specific change.     

Burn-out in student counsellors

This study investigated the relations among perceived work stress, sources of support and reported levels of distress and burn-out of men and women who have been employed for shorter and longer periods as Technical & Further Education (TAFE) counsellors. Stress, types of support, with one exception, and symptoms reported by men and women were not significantly different. Length of time spent counselling influenced level of burn-out but not level of distress. Distress and burn-out were significantly positively correlated. Levels of work stress were significantly correlated with distress and burn-out but the effect was strongest for burn-out. There were low but significant correlations between some sources of support and work stress and burn-out. Results are discussed in terms of the extent to which they support the uniqueness of burn-out in helping professions and the action of support on work stress to reduce burn-out.     

How and Why Did Hasidism Spread?

This article aims to answer a basic question: How was it that Hasidism spread among the masses even though most of the adherents probably did not fully understand the ideas of the movement and could not maintain regular direct contact with the tsadik? Diffusion analysis shows how the shtibl (hasidic prayer house) was a radical innovation that, by combining synagogue with social framework, created an attractive venue for hasidim to gather, to spend time, and to attract new adherents. In places where shtiblekh could not be opened, Hasidism usually failed to spread. In addition, cultural distinctiveness, varying attitudes towards Kabbalistic practice, the presence or absence of trade routes, and ongoing contacts between communities all played their part in influencing the spread of Hasidism.     

Being Honest About Dishonesty: Correlating Self‐Reports and Actual Lying

Does everybody lie? A dominant view is that lying is part of everyday social interaction. Recent research, however, has claimed, that robust individual differences exist, with most people reporting that they do not lie, and only a small minority reporting very frequent lying. In this study, we found most people to subjectively report little or no lying. Importantly, we found self‐reports of frequent lying to positively correlate with real‐life cheating and psychopathic tendencies. Our findings question whether lying is normative and common among most people, and instead suggest that most people are honest most of the time and that a small minority lies frequently.     

Source Personality and Persuasiveness: Big Five Predispositions to Being Persuasive and the Role of Message Involvement

In the present studies we incorporate a Person × Situation perspective into the study of the persuasion source. Specifically, we aimed to identify the personality characteristics of the persuasive individual and test the moderating role of target and source involvement. In three studies we found support for hypothesized relationships between source persuasiveness and Extraversion, Neuroticism, and Openness to Experience, and evidence for a moderating effect of involvement. In a preliminary study (N = 66, M_age = 22.7, 64% female), we demonstrated expected differences in the personality ratings assigned to a hypothetical persuasive versus nonpersuasive individual. In Study 1 (N = 95, M_age = 24.1, 62% female), through sets of two‐person debates, we showed that source Extraversion and Openness to Experience were positively, and Neuroticism negatively, associated with source persuasiveness. In Study 2 (N = 148, M_age = 24.3, 61% female), we manipulated the level of involvement and mostly replicated the results from Study 1, but, corresponding with our predictions, only when involvement was low. Our findings demonstrate the relevance of an interactionist approach to the study of persuasion, highlighting the role of personality in the study of the persuasion source.     

Identification During Imposed Change: The Roles of Personal Values,Type of Change,and Anxiety

Using a person‐situation perspective, we explain what happens to individuals' identification with a collective in the context of a change. We propose that given the anxiety that often emerges during change, individuals' personal values (conservation and openness to change) interact with type of change (imposed vs. voluntary) in predicting identification following change. In a pilot, longitudinal field study (N = 61, 67% female) of an imposed university campus relocation, we measured employees' values and identification with the university before and several months after the relocation. In two lab experiments (Study 1: N = 104, 91.3% female; Study 2: N = 113, 75.2% female), we manipulated a change to be either imposed or voluntary and compared the relationships between values and identification across types of change. In Study 2, we also measured anxiety from the change. When change was imposed (all three studies), but not when voluntary (Studies 1 and 2), individuals' conservation was positively, and openness negatively, related to individuals' post‐change identification. The effects emerged only for individuals who experienced change‐related anxiety (Study 2). Our findings demonstrate that individuals' identification with a changing collective depends on the amount of anxiety change elicits and on the particular combination of their values and type of change.