Multicultural Training in Spirituality: An Interdisciplinary Review

Is spiritual diversity a neglected dimension in preparation for multicultural competency? The authors present an interdisciplinary overview of research related to multicultural training in spirituality and religion to address this issue. Findings indicate that counseling program leaders have minimal preparation in spiritual and religious diversity and interventions. In addition, spiritual and religious themes appear to be minimally included in counseling program curricula. Some evidence also indicates that religious and spiritual diversity is not considered as important in multicultural training as are other kinds of diversity. A movement to include spirituality and religious content in accreditation guidelines, however, points to a possible shift to expand preparation for religious and spiritual competency. The article concludes with implications for counselor preparation and supervision.     

Occasion Setting and Drug Tolerance

There is considerable evidence that drug-paired cues become associated with drug effects. It has been hypothesized that these cues act as Pavlovian conditional stimuli (CSs), and elicit conditional compensatory responses that contribute to tolerance. On the basis of a conditioning analysis of tolerance, we would expect that it should be possible to establish drug-paired cues as occasion setters, as well as conditional stimuli. Using feature-positive discrimination training, we evaluated the contribution of occasion-setting stimuli (as well as CSs) to tolerance to the hypothermic effect of ethanol in rats. The results indicated that a complete associative analysis of drug tolerance should incorporate not only the CS properties of predrug cues, but also the occasion-setting properties of such cues. The findings have implications for interpreting conflicting findings concerning extinction of tolerance and for cue-exposure treatments of addiction.     

Reducing the tendency to self-handicap: The effect of self-affirmation

Self-handicapping, the creating or claiming of obstacles to one’s performance to influence explanations given for subsequent outcomes, has been shown to have a host of attitudinal and behavioral consequences. Given the wide ranging impact of self-handicapping, it is important to understand the conditions under which self-handicapping is more or less likely to occur. Accordingly, the present study tested the hypothesis that people will be less likely to engage in self-handicapping if they have previously engaged in self-affirmation. The results of this study found that self-affirmation was more effective in reducing self-handicapping behavior when individuals experienced non-contingent success than when they experience contingent success. Theoretical contributions to the self-handicapping and self-affirmation literatures are discussed, as are practical implications.     

The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment

To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.     

Identifying international assignees at risk for premature departure: the interactive effect of outcome favorability and procedural fairness

Two studies examined factors that predict expatriate managers' tendencies to think seriously about departing prematurely from their international assignments. Previous research (conducted outside of the expatriate context) has shown that individuals' willingness to stay with or leave their positions is an interactive function of outcome favorability and procedural fairness. A conceptually analogous interaction effect was found in the present studies. Whereas expatriates more seriously thought of departing prematurely when they perceived the non-work-related outcomes of their overseas assignments to be less favorable, this tendency was much less pronounced when procedural fairness was relatively high. Theoretical and practical implications are discussed, as are limitations of the studies and suggestions for future research.     

Drug-onset cues as signals: intraadministration associations and tolerance.

On the basis of a conditioning analysis of drug tolerance, drug-associated cues become associated with the drug effect. These cues elicit conditional compensatory responses and modulate the expression of tolerance. Although there are many findings consistent with the conditioning analysis of tolerance, there also are contrary findings. The results of these experiments suggest that some of the apparently contradictory findings result because interoceptive pharmacological cues, as well as exteroceptive environmental cues, are paired with a drug effect. That is, within each administration, early drug-onset cues may become associated with the later, larger drug effect, and these pharmacological cues may overshadow simultaneously present environmental cues. We demonstrate the contribution of such intraadministration associations to tolerance to the analgesic effect of morphine and to the expression of conditional compensatory hyperalgesia.