Group Premarital Counseling Using a Premarital Assessment Questionnaire: Evaluation from Group Leaders

No research to date addresses premarital assessment questionnaire (PAQ) use within group settings. The current study evaluated the benefits and drawbacks of group use of one PAQ (the RELATE Inventory). Results were obtained via semi-structured interviews of group leaders and indicate overall leader agreement on the perceived desirability, benefits, and drawbacks of using PAQs in group premarital efforts. Recommended principles/guidelines for effective group PAQ use are organized into four categories: PAQ Considerations, Group Leader Considerations, Couple Considerations, and Group Content/Process Considerations.     

Breaking Up Is Hard to Do: Dismissing Students From MFT Training Programs

Dismissing a student from an MFT training program can be challenging from an ethical and professional perspective. A thorough review of the literature regarding dismissal procedures in MFT training programs was conducted in order to increase discussion around circumstances under which dismissal is warranted and necessary for the protection of the public, the student, and the profession with specific attention to the dismissal process. The authors present the current state of the literature, include a case scenario for facilitating a conversation about this topic, and provide guiding principles for faculty and supervisors who might engage in a dismissal process.     

Person–Job Fit and Work-Related Attitudes Among Chinese Employees: Need for Cognitive Closure as Moderator

The current research examined the moderating role of employees' need for cognitive closure in the relationship between their perceived person–job fit and their work-related attitudes. In Study 1, a survey was conducted among 176 Chinese employees from various organizations, and the results confirmed that both demand–ability fit and need–supply fit were positively related to employees' job satisfaction; moreover, these relations were stronger among people with higher need for closure than those scoring lower in need for closure. In Study 2, a survey was conducted among 242 employees from a Chinese city government, and the results replicated the findings of Study 1, but also found that need for closure moderated the relation between demand–ability fit and turnover intention. These results have important implications for research in organizational psychology and human resource management.     

Discrepant Data and Improbable Results: An Examination of Vohs,Mead, and Goode (2006)

A highly cited article by Vohs, Mead, and Goode (2006) reported several experiments in which an incidental reminder of money produced large effects on subsequent behaviors unrelated to money. We attempted 2 high-powered direct replications of the first experiment, which found that money-primed subjects worked on a puzzle nearly twice as long as controls before quitting. The replication studies showed no evidence of money priming. Moreover, 25% of the subjects in our studies solved the puzzle correctly or incorrectly, whereas none reportedly did so in the original study. We also list anomalies in the reported results of the original study.     

P = f (Conscientiousness × Ability): Examining the Facets of Conscientiousness

We posited that the form of the joint effects of motivation and ability in traditional performance models are interactive because motivation triggers the use of energy resources required to deploy ability at work. Moreover, we posited that achievement might best represent motivation compared to five other facets of Conscientiousness or global Conscientiousness. In two samples of customer service representatives, achievement interacted with general mental ability (GMA) in predicting task performance, whereas global Conscientiousness and the other five facets did not. This suggests that researchers examining the motivational aspects of Conscientiousness might uncover a more consistent pattern of results for task performance if they focus on the achievement facet. Furthermore, managers might see the highest levels of task performance in certain contexts when hiring individuals based on both achievement and GMA.     

Major memory for microblogs

Online social networking is vastly popular and permits its members to post their thoughts as microblogs, an opportunity that people exploit, on Facebook alone, over 30 million times an hour. Such trivial ephemera, one might think, should vanish quickly from memory; conversely, they may comprise the sort of information that our memories are tuned to recognize, if that which we readily generate, we also readily store. In the first two experiments, participants’ memory for Facebook posts was found to be strikingly stronger than their memory for human faces or sentences from books—a magnitude comparable to the difference in memory strength between amnesics and healthy controls. The second experiment suggested that this difference is not due to Facebook posts spontaneously generating social elaboration, because memory for posts is enhanced as much by adding social elaboration as is memory for book sentences. Our final experiment, using headlines, sentences, and reader comments from articles, suggested that the remarkable memory for microblogs is also not due to their completeness or simply their topic, but may be a more general phenomenon of their being the largely spontaneous and natural emanations of the human mind.