Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Development of the Career Exploration Survey (CES)

The development, properties, and uses of the Career Exploration Survey (CES) are described. The CES is intended to (a) facilitate further theory development and empirical research on how exploration affects career decisions, development, and job outcomes, such as job satisfaction, commitment, and turnover; (b) provide a network of variables for investigating the dynamics of the exploration process; and (c) provide a set of criterion measures for examining the effects of personal characteristics and educational treatments on career exploration behaviors and beliefs. The CES is based on a conceptual framework derived from theories of exploration, stress, motivation, and career preference. It consists of seven measures of the career exploration process, three reactions to exploration, and six beliefs about exploration. Dimensionality, reliability, and validity data are presented for four studies comprising 680 observations across 601 individuals.     

SOME FINAL,GULP, “WORDS” ON REBT,ACT &; RFT

After reviewing the target articles of this issue, Hayes and Ellis respectively see less and more possibilities for integration. This concluding article attempts to better elucidate possibilities for integration between second and third wave CBT’s, as exemplified by Rational-Emotive & Cognitive-Behavior Therapy (REBT) and Acceptance and Commitment Therapy (ACT). We suggest that if ACT is going to err, it will be in the direction of being too afraid of talk. If REBT is going to err, it will be in the direction of not being afraid enough. Address correspondence to Hank Robb, 4550 SW Kruse Way, Suite 225 Lake Oswego, OR 97035, USA.     

Affective and normative commitment to organization, supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.     

Commitment First,Communication Later: Dealing with Barriers to Effective Couples Therapy

Teaching communication techniques to couples is a common way for therapists to begin treatment. In many cases, couples then use these newly acquired skills to express negative or even hostile information to each other, sometimes doing more harm than good to the relationship. Based upon years of clinical experience with hundreds of couples in treatment, this article presents the idea that having the couple see themselves as an entity first, not as two individuals, may be necessary before clear communication can be maximally therapeutic. The article outlines the Couple Power model of treatment, suggesting that four basic tasks—commitment, cooperation, communication and community—need to be accomplished in that order, postponing the teaching of communication skills until later in therapy. Theory behind the tasks and suggestions for effective techniques to achieve the “Four C’s” of Couple Power are presented and discussed.     

Truthmakers and ontological commitment: or how to deal with complex objects and mathematical ontology without getting into trouble

What are the ontological commitments of a sentence? In this paper I offer an answer from the perspective of the truthmaker theorist that contrasts with the familiar Quinean criterion. I detail some of the benefits of thinking of things this way: they include making the composition debate tractable without appealing to a neo-Carnapian metaontology, making sense of neo-Fregeanism, and dispensing with some otherwise recalcitrant necessary connections.     

The role of dorsolateral prefrontal function in relationship commitment

Commitment is an important determinant of relationship stability. Previous studies demonstrated that relationship stability is influenced by several personality variables, one of which is conscientiousness. To account for the influence of conscientiousness on relationship stability, we propose a neurological model of commitment. The model assumes that conscientiousness and commitment are influenced by individual differences in anterior and mid-dorsolateral prefrontal (amDLPFC) functioning, and that conscientiousness is a partial mediator of the association between amDLPFC functioning and commitment. Results from two studies with dating couples are consistent with this model. Study 2 suggests that, relative to other conscientiousness facets, self-efficacy is a more likely mediator of the effect of amDLPFC functioning on commitment.     

Capturing ruminative exploration: Extending the four-dimensional model of identity formation in late adolescence

Identity exploration has been associated with openness and curiosity but also with anxiety and depression. To explain these mixed findings, the four-dimensional identity formation model [Luyckx, K., Goossens, L., Soenens, B., & Beyers, W. (2006b). Unpacking commitment and exploration: Validation of an integrative model of adolescent identity formation. Journal of Adolescence, 29, 361–378.] was extended using data from two late adolescent samples (total N = 703). A fifth dimension, labeled ruminative (or maladaptive) exploration, was added as a complement to two forms of reflective (or adaptive) exploration already included in the model (i.e., exploration in breadth and exploration in depth). Results indicated that ruminative exploration was positively related to distress and to self-rumination. The two forms of reflective exploration, by contrast, were unrelated to well-being and positively to self-reflection. Ruminative and reflective exploration also helped to distinguish between two types of less adaptive identities (i.e., Ruminative Moratorium and Diffused Diffusion) in a six-cluster solution that also contained adaptive types of identity. Implications for current research on identity formation are discussed.     

Living up to one's commitments: Agency, strategies and trust

In human social interaction, the notions of commitment and trust are strongly interrelated. A formal model for this interrelation will enable artificial agents to benefit from the associated reduction of complexity and improved possibilities for cooperation. We argue that the notion of living up to one's commitments, rather than actual fulfillment, plays the key role in the trust–commitment interrelation, and we propose a formal analysis of that notion in the framework of agents and strategies in branching time. The main technical innovation is a stringency ordering on an agent's strategies that allows one to classify what an agent does as more or less appropriate with respect to a given commitment, leading to a fine-grained assessment of trustworthiness.