Mental health and identity: the evaluation of a drop‐in centre

This paper is based on interviews with users of a drop‐in centre run by a voluntary group. Using a grounded theory approach the paper argues that individuals' use of the drop‐in is linked to the discursive strategies that they have developed to cope with stigma. Tajfel's Social Identity Theory is employed as a framework to examine how users manage the threat to their identity posed by the diagnosis and experience of mental illness. The implications of this research are examined within the context of the empowerment paradigm of mental health. Copyright © 2001 John Wiley & Sons, Ltd.     

知识型员工工作压力与工作满意感状况及其关系研究

工作压力与工作满意感是影响工作行为绩效的重要心理因素。本研究探讨分析了知识型员工的工作压力与满意感状况及其两者之间的关系。研究结果表明 :①在工作压力构成中 ,知识型员工内源性工作压力较高 ,外源性工作压力较低 ;②知识型员工具有较高的工作满意感 ;③知识型员工的工作内源压力与工作满意感之间具有显著的正相关关系 ;④知识型员工的工作外源压力与工作满意感之间具有显著的负相关关系     

The Implicit Life Satisfaction Measure

The Implicit Association Test, developed by Greenwald and colleagues in 1998, was adapted to measure satisfaction with life by assessing the strength of automatic associations of My life with Good- versus Bad-related words. A series of studies explored some psychometric as well as methodological properties of the Implicit Life Satisfaction measure (ILS). The ILS demonstrated good internal consistency and moderate temporal stability. Studies revealed that: (i) the type of stimuli used for target and attribute categories influences the magnitude of the ILS effect; (ii) participants could voluntarily suppress their satisfaction with life on the ILS, but not enhance it; and (iii) handedness of categories did not affect the participants' performance on the ILS. Overall, the ILS measures are: (i) independent of traditional life satisfaction self-report measures; and (ii) positive for most people.     

青少年主观幸福感研究述评

在对主观幸福感的概念、构成、测评工具予以介绍的基础上,回顾了青少年主观幸福感的基本状况,并对影响青少年主观幸福感的相关因素（包括人口统计学变量、生活事件、家庭因素、神经质和外向性、自尊、控制感）的研究进行了介绍,最后针对青少年主观幸福感的测评工具、状况和影响因素、产生机制和干预等四个方面提出了需要进一步深入研究的问题。     

“大五”人格模型及其在工业与组织心理学中的应用

“大五”是涵盖人格的5个因素的简称,它包括：神经质、外向性、开放性、宜人性和责任感。在介绍了该模型的基础上,文章重点介绍了它在工业与组织心理学中的应用,即“大五”可以有效的预测工作绩效、工作动机、领导行为、创造性行为和工作满意感等。     

Protégé-mentor agreement about the provision of psychosocial support: The mentoring relationship, personality, and workload

Protégé-mentor agreement (PMA) about the provision of psychosocial support was examined in relation to job satisfaction, organizational commitment, and work self-esteem. One-hundred and sixty-six junior administrative and information technology (IT) staff at an Australian university and their matched mentors completed a questionnaire that assessed three antecedents to PMA: (1) structural and experience aspects of the mentorship (type and length of relationship, frequency of meetings, previous experience with mentoring, and gender-mix); (2) protégé and mentor personality (agreeableness, openness, extroversion, neuroticism, and conscientiousness); and (3) protégé and mentor workload. Structural Equation Modeling using Partial Least Squares revealed that PMA was predicted by structural and experience aspects of the mentorship (type of mentorship, frequency of meetings, and experience of the mentor), protégé personality (agreeableness, openness, extroversion, and conscientiousness), mentor personality (agreeableness, openness, and extroversion), and mentor workload. Protégé-mentor agreement was positively related to job satisfaction and organizational commitment for protégés and mentors.     

Introducing the Expectations and Preference Scales for Couple Therapy (EPSCT): Development,Psychometric Evaluation,and Suggested Use in Practice and Research

While it is known that client factors account for the largest proportion of outcome variance across treatment modalities, little is known about how clients’ characteristics affect the process and effectiveness of couple therapy. To further knowledge in this area, we created a brief, practice‐friendly measure, the Expectation and Preference Scales for Couple Therapy (EPSCT). Three self‐report scales assess clients’ Outcome expectations (e.g., I expect our relationship to improve as a result of couple therapy) and role expectations for Self (e.g., I expect to listen to my partner's concerns) and Partner (e.g., I expect my partner to blame me). Three Cognitive‐Behavioral, Emotionally Focused, and Family Systems preference scales use a forced‐choice format to measure the comparative strength of respondents’ preferences for interventions broadly reflective of each approach. A large item pool was developed from relevant literature and clinical experience and refined based on face and content analyses with two panels of experienced couple therapists and researchers. Across four studies with 1,175 participants, the scales’ internal consistency reliabilities were similar and their construct validity was supported with confirmatory factor analyses and significant correlations with several established measures, including expectation measures developed for individual psychotherapy and measures of attitudes toward professional help seeking and valuing personal growth. Across all studies, participants had stronger role expectations for themselves than their partners, although gender effects differed by sample. We discuss how to use the 15‐item EPSCT in clinical practice and in future research as a predictor of couple therapy processes and outcomes.     

Effects of Perceived Organizational Support on Objective and Subjective Career Success via Need Satisfaction: A Study Among French Psychologists

The authors examined potential links between perceived organizational support (POS) and objective and subjective career success through the satisfaction of the 3 basic psychological needs (BPNs) posited in self‐determination theory. The inclusion of BPN satisfaction as a mediator provides an interesting route, suggesting it is a condition for POS to lead to career success. The authors submitted an online questionnaire to 379 French counseling psychologists and examined the responses using a cross‐sectional design with only 1 measurement. The results indicated the indirect effects of POS on objective career success via the satisfaction of the 3 BPNs and on subjective career success via satisfaction of the needs for autonomy and competence.     

In pursuit of job satisfaction and happiness: Testing the interactive contribution of emotion‐regulation ability and workplace social support

The present study focuses on the interplay of emotion‐regulation ability and perceived workplace social support as predictors of job satisfaction and happiness in a Spanish multi‐occupational sample. A total of 494 working adults (39.4% females) took part in this study. Emotion‐regulation ability and perceived support from colleagues and supervisors were positively associated. In addition, emotion‐regulation ability and perceived support from colleagues and supervisors showed positive associations with job satisfaction and happiness. Furthermore, considering results from moderation analyses, when low levels of perceived workplace social support were reported, the relationship between emotion regulation and both job satisfaction and happiness was stronger than in cases of higher perceived workplace support. In line with previous studies, these findings suggest that training in emotion regulation abilities may take into consideration the potential moderating role of job characteristics such as support from colleagues and supervisors. Finally, theoretical and practical implications of the joint study of these factors in line with the Job Demands‐Resources model and the Emotional Intelligence framework are discussed.