Who is and who is not willing to use online employer‐provided retirement investment advice

This study used classification tree analysis to examine who is and who is not willing to use online employer‐provided retirement investment advice. Using data from the Retirement Confidence Survey (Employee Benefit Research Institute, 2004), the study focused on who was more likely to use online retirement investment advice when it was available from their employer. Results indicated that those who were younger, those who participated in a defined contribution retirement plan, and those who made joint (with someone else in their household) personal finance decisions were more likely to use online professional retirement investment advice.     

The Escalating Incidence of Suicide Among African Americans: Implications for Counselors

Suicide rates have soared among African Americans within the past 2 decades. Curiously, this fact remains poorly understood within and outside the African American community. This article includes a review of M. Compton, N. Thompson, and N. Kaslow's (2005) study, recently published in Social Psychiatry and Psychiatric Epidemiology, and identifies important implications for counseling professionals.     

The Development and Evolution of Person‐Centered Expressive Art Therapy: A Conversation With Natalie Rogers

Many counselors are unaware that Natalie Rogers, daughter of Carl Rogers, has extended her father's work into the creative and expressive arts. This article includes a verbatim conversation with Natalie Rogers as she reflects on her childhood and her professional work. Person‐centered expressive art therapy is an alternative to traditional verbal counseling approaches and may be especially helpful for clients stuck in linear, rigid, and analytic ways of thinking and experiencing the world.     

Sibling Maltreatment: The Forgotten Abuse

Great advances have been made in the study of family violence in the past 30 years. However, sibling abuse and its prevalence in the family have largely been overlooked. In this article, the major issues associated with sibling maltreatment are highlighted, and strategies for helping the victims and perpetrators of sibling abuse and their families are described.     

Gregory of Nyssa and Divine Simplicity: A Conceptualist Reading

Andrew Radde‐Gallwitz probes Gregory of Nyssa on divine simplicity, a topic that Radde‐Gallwitz treated earlier in a book‐length monograph and takes further here in response to critics. As he notes, the Cappadocians and their opponents shared belief in divine simplicity. But for Gregory, simplicity functions as part of affirming the co‐equal divinity of the Father and Son, against his opponents. Radde‐Gallwitz lists six negative claims that Gregory’s understanding of divine simplicity supports: (1) God is immaterial; (2) God is without parts; (3) God does not possess any perfection “by acquisition”; (4) God does not possess any perfection “by participation”; (5) in God, there is no mixture or conflux of qualities, especially opposite qualities; (6) in God, there are no degrees of more or less. Yet with regard to positive statements about God’s perfections—for example the relation of God’s goodness to God’s wisdom—things are more difficult, as Radde‐Gallwitz shows. Interpreters of Gregory have differed sharply on this issue, in part because Gregory does not make his position crystal clear. Radde‐Gallwitz himself earlier held that Gregory considers God to have real but non‐definitive perfections distinct from the divine essence. Indebted to Richard Cross, however, Radde‐Gallwitz here adjusts his view, distinguishing more firmly between the divine essence itself and our limited concepts. He draws upon the Platonic distinction between natural and conventional naming, which differ in their accounts of what makes words meaningful. Arguing that Gregory is a “naturalist,” he reads Gregory’s texts on divine simplicity in this light.     

Emotions,Public Opinion,and U.S. Presidential Approval Rates: A 5‐Year Analysis of Online Political Discussions

This article examines how emotional reactions to political events shape public opinion. We analyze political discussions in which people voluntarily engage online to approximate the public agenda: Online discussions offer a natural approach to the salience of political issues and the means to analyze emotional reactions as political events take place in real time. We measure shifts in emotions of the public over a period that includes 2 U.S. presidential elections, the 9/11 attacks, and the start of military action in Afghanistan and Iraq. Our findings show that emotional reactions to political events help explain approval rates for the same period, which casts novel light on the mechanisms that mediate the association between agenda setting and political evaluations.     

Selecting Unskilled and Semi‐Skilled Blue‐Collar Workers: The criterion‐related validity of the PDI‐employment inventory1

Two concurrent criterion‐related validity studies were conducted with blue‐collar workers employed in Australia. The first sample consisted of 77 unskilled and semi‐skilled manufacturing employees. The second sample consisted of 243 stockpeople who worked in piggeries. A range of work‐related criteria was used, and this range differed across the two studies. The results showed that Employment Inventory–Performance was a reasonable predictor of some aspects of supervisor ratings of work performance but unrelated to other aspects. A similar pattern of findings emerged with self‐ratings of work performance. Employment Inventory–Tenure was weakly related to turnover intentions and actual turnover.     

Exploring the Moderating Roles of Perceived Person–Job Fit and Person–Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover Intentions

Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand–ability (D–A) job fit and person–organisation (P–O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high‐technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D–A fit, P–O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D–A fit and extremely low P–O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D–A fit and high P–O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed. Les études antérieures ont donné des résultats contradictoires quant aux relations entre la connaissance que les salariés perçoivent de l’investissement dans la formation et leurs intentions de changer. Dans le but de clarifier ces incohérences, la présente étude prend la suite de recherches antérieures en explorant les rôles modérateurs de la compatibilité perçue entre la compétence et les nécessités au travail (DA) et de la compatibilité entre la personne prise dans sa globalité et les caractéristiques de l’organisation qui l’emploie (PO). Les données ont été collectées auprès de 303 ingénieurs en recherche et développement (R&D) de 30 entreprises de haute technologie à Taiwan. Des analyses de régression hiérarchique ont conduit à tester les hypothèses. Les résultats montrent que la compatibilité D‐A, la compatibilité P‐O et l’investissement perçu dans la formation interagissent conjointement pour prédire les intentions de changement des employés. Plus spécifiquement, alors que le principal effet de l’investissement perçu dans la formation sur les intentions de changement est négatif, dans des conditions de compatibilité D‐A perçue comme étant basse et de compatibilité P‐O haute, la relation entre la connaissance que les salariés perçoivent de l’investissement dans la formation et leurs intentions de changement reste négative. Les implications théoriques et pratiques sont aussi discutées.