BUILDING CHARACTER THROUGH SPORTS: MYTH OR POSSIBILITY?

In this article the authors ask whether striving to win in sports is compatible with the belief that participation in sports builds character. In identifying two viewpoints on winning in sports—winning as consequence and winning as experience—the authors suggest ways in which counselors might encourage athletes, coaches, and parents to perceive winning as experience so that participation in sports can foster “character” and build feelings of self-worth.     

Assessing the Development of Relationships: A New Measure

This paper describes the development and application of a procedure (The Relationship World Index) to measure the development of intimate relationships. Grounded in symbolic interaction theory, the Relationship World Index is a measure of agreement on important aspects of relationships between members of intimate dyads. The development of the measure was guided by assumptions inherent in symbolic interactionism that predict the emergence of a shared construction of reality that bonds relationship members. Research results are presented providing evidence for the reliability and validity of the measure.     

Professional Politics and the Concepts of Family Therapy, Family Consultation, and Systems Consultation

At a time when an increasing number of professionals are calling themselves "family therapists," many teachers and theorists in this field are troubled that the term "family therapy" no longer adequately characterizes the concepts or activities of the field. Recently, clinical, political, and economic circumstances have emerged that suggest the need for alternatives to the role of "family therapist." By adding the roles of family consultant and systems consultant, we can open up new options for ourselves and our clients. During initial contacts with families, agencies, and other professionals, we can heighten our therapeutic potential by proceeding with consultative stocktaking, not starting with therapy. Family consultation also can assist in redirecting therapy when a new problem or an impasse develops, in focusing on competency rather than on pathology, and in engaging constructively with families that have a physically or mentally ill member.     

The influence of personal,relational, and contextual factors on forgiveness communication following transgressions

The way that individuals adapt to stress in their romantic relationships plays a major role in determining relational satisfaction. This study used the Vulnerability‐Stress‐Adaptation Model as a framework to examine how individuals adapt to a relational transgression in their romantic relationships. This study examined individuals' attachment dimensions and perceived relational equity as factors that influenced how they used forgiveness strategies following a relational transgression. The results revealed that both attachment dimensions and perceptions of relational equity inform our understanding of the strategies that individuals use to communicate forgiveness to a romantic relationship partner. Furthermore, the results suggest that the communication of forgiveness has important implications for relational satisfaction.     

THE PERILS OF PARTICIPATION: EFFECTS OF CHOICE OF TRAINING ON TRAINEE MOTIVATION AND LEARNING

This study presents an empirical test of the effects of trainee choice of training on subsequent motivation and learning. 207 trainees were randomly assigned to one of three conditions: (a) no choice of training; (b) choice of training–but choice not received; (c) choice of training–with choice received. A pilot study was used to create a unique training context whereby trainees could be differentiated on the three conditions of choice, while all ultimately received the identical training module. Results indicated that, after controlling for cognitive ability, those trainees having a choice of training did have greater motivation to learn, provided they were ultimately given the training of their choice. On the other hand, trainees allowed to choose but whose choice was not the training module subsequently delivered were less motivated and learned less than those not asked to participate in the choice of training at all. These findings suggest that, in an organizational training context, there may be some "perils of participation." Implications for future research and practice are discussed.     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et al. (2007) , we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion-related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.     

The General Confidence Scale: Coping With Environmental Uncertainty and Threat

We investigated general confidence as a psychological buffer for coping with environmental uncertainty and threat. In Study 1, a new scale to measure general confidence was developed and cross‐validated with different samples. Study 2 examined general confidence as a moderator of the influence of environmental stress on individual strains. Two groups of participants were presented with photographs either of terrorist attacks or of neutral scenes. We found a significant interaction between presented scenes and general confidence. Study 3 examined the effect of general confidence on acceptance of mobile phone stations while controlling for relevant variables. The results showed good incremental validity for the General Confidence Scale over related personality and social psychological constructs.