Adjustment to relationship dissolution in gay,lesbian, and heterosexual partners

Twenty-six gay, 24 lesbian, and 49 heterosexual (19 male and 30 female) individuals who were separated from their relationship partner for about 6 months provided reasons why their relationship ended and rated their current separation distress. Relative to partners in heterosexual couples, those in gay or lesbian couples did not differ in reasons for the separation or in level of separation distress. Aspects of relationship quality assessed shortly before the separation occurred did not predict later separation distress. However, individuals who indicated that problems with intimacy were the cause of the separation were unlikely to be distressed by the separation, whereas individuals who indicated that problems with communication were the cause of the separation were likely to be distressed by the separation. Separation distress was positively related to the severity of neurotic symptoms reported when the relationship was intact and was negatively related to the extent to which the separation was expected. It is concluded that separation distress is more strongly related to personal strategies for coping with stress than to relationship-related events leading to separation.     

Karl Marx and Group Therapy: An Old Warning about a New Phenomenon

Marx's classic critique of religion is used to explore the social function of many therapy groups. The manner in which groups can act as a conserving force for the status quo is investigated. The argument is made that the Marxist critique can help promote a more realistic social awareness and a more effective perception of groups. A set of questions is provided for group leaders who want to avoid apolitical, asocial, and ahistorical thinking.     

Using an Abbreviated Job Club Program in a Job Service Setting

A preliminary study was conducted to examine the possible utility of an abbreviated version of a group support program for job placement with clients of the Job Service. Such procedures may be helpful both in achieving job placement for clients and in assisting clients in meeting personal needs related to the stress of job seeking. Suggestions for further empirical validation of results are included.     

What Counselors Should Know About the Use and Interpretation of Psychological Tests

The effective use of tests in counseling depends on the choice of appropriate tests for the particular individual and problem under consideration, as well as the proper interpretation of test scores and their integration within the total assessment process. The knowledge needed for these purposes is discussed with reference to, first, statistical and technical knowledge about tests, and second, substantive psychological knowledge about the behavior domain that the tests assess. Because of the rapid accumulation of knowledge in both areas, counselors need to keep abreast of current developments through continuing efforts to update their knowledge.     

Parental Communication Deviance as a Predictor of Competence in Children at Risk for Adult Psychiatric Disorder

Measures of communication deviance derived from three different Rorschach situations were obtained from parents of 62 children vulnerable to future psychiatric disturbance. The families were maritally intact, with one parent having a history of previous psychiatric hospitalization and a male index child, 7 or 10 years of age. Amount of parental communication deviance in one situation was not significantly related to amount of communication deviance observed in another setting. However, mothers who exhibited high levels of communication deviance in both the Individual and Family Consensus situations tended to have offspring who were judged as low functioning in multiple settings, based on teacher ratings, peer ratings, and parental report. Conversely, children judged as high functioning in multiple settings had mothers who were free of high levels of communication deviance in both Rorschach situations.     

INTERVIEWER DECISIONS AS A FUNCTION OF APPLICANT RACE, APPLICANT QUALITY AND INTERVIEWER PREJUDICE

This study investigated the impact of the racial attitudes of interviewers, applicant race, and applicant quality on the ratings given applicants. This study used a posttest-only control group approach which was analyzed by a 2 × 2 × 2 factorial ANOVA design. Subjects were 176 white business administration students from a large urban university.
Videotapes of simulated job interviews were produced to control applicant quality and applicant race. A black male and a white male each role-played both a high and a low quality applicant. The main effect for applicant quality was significant, accounting for 50% of the variance in applicant ratings. The main effect for race was significant but not in the predicted direction. Black applicants were rated higher than white applicants. While high quality applicants were rated highly regardless of race, the low quality black applicant was rated higher than the comparably performing white applicant. The interaction of race and interviewers' level of prejudice was significant but not in the predicted direction. Highly prejudiced subjects rated black applicants higher than white applicants. The implications of these results for further research were discussed.     

CROSS-SITUATIONAL SPECIFICITY IN MANAGERs' PERCEPTIONS OF SUBORDINATE PERFORMANCE, ATTRIBUTIONS, AND LEADER BEHAVIORS

Managers' perceptions of subordinates' performance, causes (attributions) of subordinates' performance, and the leader behaviors they employed toward subordinates were examined from the standpoint of cross-situational consistency versus cross-situational specificity. Cross-situational consistency would be indicated if managers' perceptions of performance, attributions, and leader behaviors were stable over different situations, whereas cross-situational specificity would be indicated if these same perceptions indicated reliable variation, as a function of situation. Empirical results for 377 Navy managers provided strong support for cross-situational specificity. Results are discussed in relation to prior research, generated by interactional theory on consistency versus specificity of responses across situations, and in relation to research and developmental needs in leadership, attribution theory, and performance evaluation.     

Types of Paradoxical Intervention and Indications/Contraindications for Use in Clinical Practice

A review of theoretical mechanisms underlying paradoxical interventions is undertaken in an effort to classify them into three broad types: redefinition, symptom escalation and crisis induction, and redirection. A list of individual and family patient characteristics and problems particularly applicable to each type of paradoxical intervention is presented along with contraindications for use. Last, implications for training and cautions as to their use are presented.     

Beyond Different Worlds: A "Postgender" Approach to Relational Development

Approaches to gender in therapy either reinforce or challenge existing gender differences and inequalities. The authors suggest a way to help clients move beyond gender constructions from the past. They argue that perceived gender differences are rooted in power differences that limit relational development for both women and men, and perpetuate unequal relationship structures. As an alternative to the "two different worlds," gender-as-culture framework, they present an approach to therapy based on an expanded version of Bowen's notion of differentiation. The article helps therapists recognize four "gender traps" that interfere with relational development and suggests strategies for helping clients differentiate from old gender patterns.     

A Design for First Line Supervisory Training In Manpower Agencies

This article describes a training program to increase supervisory skills in manpower agencies. Supervisors taking part in this program were employed by a state manpower agency in Maryland and trainers were university faculty in rehabilitation counselor education. Reading material and structured assignments combining cognitive and affective material were given, but there was much freedom within the program for participant feedback. Some of these suggestions were used to revise the program as it progressed. Affective activities employed included relaxation, guided fantasy, role playing, and microcounseling. Participants' reactions ranged from satisfaction with the useful skills provided to resentment at the selection method for the training and the time involved, which made further progress impossible. The majority of the participants suggested recommendations for further training of this nature.