What do you mean “This isn’t the question”?

This is a contribution to the symposium on Tim Scanlon’s Being Realistic about Reasons (2014). We have two aims here: First, we ask for more details about Scanlon’s meta-metaphysical view (about his notion of a domain, his criterion of existence, his ambition to remain ontologically thin, and on the role of pragmatic considerations in Scanlon’s picture), showing problems with salient clarifications. And second, we raise independent objections to the view – to its explanatory productivity, its distinctness, and the argumentative support it enjoys.     

Professionalising teachers in career dialogue: an effect study

As a result of the changing notions of work, schools are increasingly acknowledging that they have a strong responsibility in guiding students not only in their academic growth, but also in their career development. This paper presents the results of a study about the effects of teacher training on career dialogues promoting career competency development in students. For the quantitative part of the study, a quasi-experimental research design was used to measure effects among 2291 students. Video recordings of conversations were used to do qualitative research. The results show that only when off-the-job training is followed by on-the-job coaching, the professionalising of teachers proves to be effective as measured on student level. Students notice that the guidance conversations are more appreciative, reflective and activating and that they focus more on self-image development, work and career action. The observations made with regard to the guidance conversations also show that these conversations become more career related.     

A focus on commitment: the roles of transformational and transactional leadership and self-regulatory focus in fostering organizational and safety commitment

The concept of employees’ commitment is one of the most challenging concepts in the management, organizational behaviour and human resource management literatures and research. The current study focuses on the construct of commitment as an emotional attitude, and expands the concept of general organizational commitment to a new more specific form of commitment, commitment to safety. Furthermore, commitment theorists commonly identify leadership as an important contributing factor to the development of organizational commitment. We aim to explain an underlying motivational mechanism, self-regulatory foci, through which leadership styles foster followers’ commitment. Results of three studies that used different methods (field and experimental), within different samples, demonstrated that transformational leadership was positively associated with followers’ promotion focus, which in turn was positively associated with both followers’ general and affective commitment to safety. Prevention focus mediated the positive relationship between a transactional active leadership style and both followers’ general and continuance commitment to safety. The implications of the findings for theory and practice are further discussed.     

Group acceptance and commitment therapy (ACT) for bipolar disorder and co-existing anxiety – an open pilot study

Previous studies have supported acceptance and commitment therapy (ACT) for reducing impairment related to various chronic conditions. ACT may possibly be beneficial for bipolar disorder (BD) with co-existing anxiety, which is associated with a poorer treatment outcome. Efforts are needed to identify suitable psychological interventions for BD and co-existing anxiety. In this open clinical trial, we included 26 patients with BD type 1 or 2 at an outpatient psychiatric unit specializing in affective disorders. The intervention consisted of a 12-session manualized group treatment that included psychoeducation, mindfulness, engaging in values-based behaviour, cognitive defusion, acceptance and relapse prevention modules. Participants completed four self-report questionnaires covering anxiety symptoms (Beck Anxiety Inventory - BAI), depressive symptoms (Beck Depression Inventory - BDI-II), quality of life (Quality of Life Inventory - QOLI) and psychological flexibility (Acceptance and Action Questionnaire - AAQ-2) before, during and after the treatment. At post-treatment, the participants reported significant improvements in all outcome measures, with large effects (Cohen’s d between 0.73 and 1.98). The mean reduction in anxiety symptoms was 45%. At post-treatment, 96% of the patients were classified as responders on at least one of the outcome measures. A limitation is that the trial is uncontrolled. The results suggest that ACT has the potential to be an effective treatment for BD patients with co-existing anxiety. Further randomized studies are warranted.     

幼儿教师职业幸福感的特点及其与职业承诺的关系

为探索幼儿教师职业幸福感的特点及其与职业承诺的关系,随机选取川渝两地幼儿教师533名,用修编的幼儿教师职业幸福感量表（KTOWBS）和教师职业承诺问卷（TOCS）进行调查。结果表明：（1）除认知幸福感外,幼儿教师职业幸福感整体水平较高。其中,城市幼儿教师的心理幸福感和情绪幸福感显著高于农村,公办园幼儿教师的社会幸福感显著高于民办园;（2）月薪超过1000元的幼儿教师其社会幸福感显著高于月薪低于1000元者,月薪超过2000元者其心理幸福感、情绪幸福感和认知幸福感显著高于月薪低于2000元者,但心理幸福感随日工作时间增加而降低;（3）幼儿教师职业幸福感各因子与情感承诺、规范承诺和继续承诺存在不同关系。分层线性回归分析显示,社会幸福感、认知幸福感、情绪幸福感和心理幸福感对情感承诺的正向预测作用为17%,认知幸福感和社会幸福感对规范承诺的正向预测作用为7%,社会幸福感对继续承诺的正向预测作用为1%。     

主管认知信任和情感信任对员工行为及绩效的影响

采用问卷调查法,检验主管认知信任与情感信任对员工行为及绩效影响的双路径模型。通过结构方程模型分析563份上下级配对数据,结果显示：主管认知信任通过注意聚焦的完全中介作用正向影响员工的任务绩效和组织公民行为。主管情感信任则通过情感承诺的部分中介作用正向影响员工的任务绩效和组织公民行为,即一方面直接影响员工的任务绩效和个体指向公民行为,另一方面通过情感承诺间接影响员工的任务绩效和组织公民行为。并且,主管情感信任对员工行为和绩效的影响作用要大于认知信任的作     

Reconsidering the Term <Emphasis Type="Italic">Marriage</Emphasis> in Marriage and Family Therapy

This article presents a consideration of whether the term marriage in the title of the marriage and family therapy (MFT) profession continues to reflect the work that MFT professionals do. The authors describe relevant historical and professional identity issues, a rationale for revising the title of the profession (including demographic trends related to marriage and relationships, patterns of clinical practice, and the political context surrounding marriage), and a rationale for maintaining the current title of the profession (including administrative costs, value and ideological differences within the MFT profession, and the importance of a cohesive professional identity). The article concludes with recommended future directions for the profession’s decision makers, researchers, and practitioners.     

Working for free: A fundamental value of counselling

This paper challenges two myths about voluntary sector counselling, namely (a) that volunteer counsellors and voluntary sector counselling are the same thing, and (b) that standards of practice in the voluntary sector are significantly different from those elsewhere. The paper also argues that voluntary sector counselling nurtures a deeply felt commitment to respond to human need without monetary recompense. Drawing on evidence from a study of voluntary sector counselling in Scotland, we show that a substantial proportion of voluntary sector counselling is undertaken by paid workers, and that many counsellors who volunteer in one setting undertake paid counselling work in another setting. We demonstrate that the majority of voluntary sector counselling agencies in Scotland work within ethical frameworks developed by the professional bodies for counselling, and we argue that these agencies have been at the forefront of efforts to enhance the quality and safety of counselling services available to the public. We identify and illustrate three overlapping reasons why large numbers of highly qualified counsellors give their time and expertise for free: because of their desire to support the work of agencies through which the accessibility of counselling is extended; because volunteer counselling constitutes personally rewarding and meaningful work; and as an expression of their commitment to give freely of themselves. In conclusion we argue that voluntarism is central to counselling, but that parts of the counselling world are at risk of forgetting this core value.     

The Church: Intransit and Intransigent

In this essay, I revisit James E. Dittes' first book, The Church in the Way, and discuss its most salient points. Of particular interest is the view that parish ministers should adapt concepts from psychoanalysis for their ministry, especially as concerns the phenomenon of resistant behavior on the part of parishioners. Dittes' central claim is that resistance is a sign of vitality and thus should be embraced and exploited as a resource for ministry. Evaluating that claim alongside the enduring value of the book as a whole, I suggest three ways the work remains contemporarily relevant.     

What Do the Spiritual and Religious Traditions Offer the Practicing Psychologist?

There has been a remarkable amount of interest in the relationship among spirituality, religion, psychology, and health of late. Contemporary interest in spirituality and religion is hot among not only the general population but among professionals in the mental and physical health disciplines. While most people believe in God and consider themselves to be spiritual, religious, or both, most mental health professionals have little if any training in this area. Psychologists can use spiritual and religious principles and tools to better serve their clients even if they do not share the same religious interests. The purpose of this article is to offer thirteen spiritual and religious tools common among all of the major religious traditions that can be used by contemporary professional psychologists in clinical practice to enhance the already high quality professional services that they provide. Examples of spiritually and religiously integrated treatment along with several ethical precautions are noted as well. This article is based on book project by Plante currently in press.