The self and recollective experience

Three experiments investigated the hypothesis that self-reference at encoding increases the probability of recollective experience in recognition memory. In all three experiments separate groups of subjects studied words naming personality traits. One group judged the self-relevance of the traits, the other groups performed orientating tasks low in self-reference. In a recognition test subjects first identified old items and then indicated which of these were accompanied by recollective experience ('remember' responses) and which were recognized on some other basis ('know' responses). No reliable differences in overall recognition performance between self-referent and semantic encoding tasks were observed. However, subjects who encoded trait adjectives with reference to the self produced reliably more remember responses and few know responses than subjects who had encoded the items in the low self-referent tasks. Experiment 1 demonstrated a self-reference effect in recognition accompanied by recollective experience after 1-hour retention interval, while Experiment 2 found this effect to persist over a 24-hour retention interval. Experiment 3 demonstrated that this self-reference effect is obtained under incidental as well as under intentional learning conditions. Taken together these findings demonstrate the importance of self-reference as a factor in determining the likelihood that recognition judgements will be accompanied by recollective experience.     

Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures

Applicants' reactions to selection procedures were examined in terms of the satisfaction and/or violation of 10 procedural justice rules. Critical incidents (n= 237) of fair and unfair treatment during selection were collected from 31 individuals who had recently experienced job search and hiring processes. Incidents were categorized into 10 procedural justice rules and the distribution of these incidents was examined for different hiring outcomes and different selection procedures. Dominant procedural concerns reflected selection procedure job relatedness and interpersonal treatment applicants received. Accepted applicants were primarily concerned about consistency of treatment, while rejected applicants were more concerned with timely feedback and blatant bias. Ease of faking was the primary procedural concern of applicants taking honesty and personality tests, while job relatedness was the primary concern with ability and work sample tests. Research issues were discussed and a number of practical suggestions were offered in terms of minimizing applicants' negative reactions to the selection process.     

A View of the violence contained in chronic fatigue syndrome

In this paper I ask whether there might be any one particular psychopathology likely to be linked specifically with the physical illness known as chronic fatigue syndrome (CFS) or myalgic encephalomyelitis (ME), and whether CFS/ME aids and abets and 'fits' an original mental state. I think the question cannot yet be answered. However it is my hypothesis that in some personality structures the onset of CFS/ME following a physical illness exacerbates negativity and is an aspect of ordinary depression where there is a lowering of energy levels and a loss of zest for life, or it may reveal the pathological aspect of unresolved rage.
Depending on the degree of pathological disturbance, working with and through the rage may or may not result in a resolution of the symptoms of ME. In this paper I consider some of the problems in the transference and countertransference relationship, which make it extremely difficult to separate out reality from phantasy. There is then the further problem of the denial of the psyche by the patient as part of the violence inherent in the illness.
One case is presented, an example of ME in a borderline male patient in whom resolution could not be achieved.     

The Challenges of Clinical Practice in Small or Rural Communities: Case Studies in Managing Dual Relationships in and Outside of Therapy

Clinicians who practice and reside in small or rural communities face a unique challenge in managing dual relationships which are not experienced by clinicians in large urban areas. Effective clinical practice in small communities requires a unique understanding and flexibility regarding transference and countertransference issues. Most psychotherapy theory and practice techniques do not adequately prepare clinicians for the necessary adaptations they must make when practicing and residing in the same small community. Suggestions regarding procedural, ethical and practice oriented issues for the clinicians in such situations are addressed.     

Applied pluralism in the evaluation of employee counselling

The method and major findings of a complex, 'pluralist' evaluation, which investigated the effectiveness of the counselling provision of an employee support and counselling service in a local authority education department over 22 months, are outlined. Reference is made to the underlying philosophical approach of integrated pluralist evaluation, which may represent a significant step forward from the accepted methods of triangulation. In addition to achieving predicted high satisfaction rates from clients, counsellors and clients both indicated significant improvements in all measures used. These were maintained at follow-up which took place at intervals from 1 to 18 months after counselling had ended. Reduction in absenteeism post-counselling suggested the possibility of very substantial revenue savings. Responses also indicated the acute, and often chronic, need for employee counselling provision in the education system.     

Modeling the Relationship Between Pay Level and Pay Satisfaction

The relationship between pay level and pay satisfaction was modeled in a field study with 456 employees of nursing departments in a large hospital. After controlling for person, job, and pay system characteristics, pay satisfaction variance was better explained by treating pay level as a power function rather than a linear function. This result was expected given the low wage rate relative to the market, the lack of a formal rewards system, and the high level of tenure in the workforce. Implications of this finding for theory, research, and practice were discussed.