An Attempt to Predict Change in Mood in Response to Velten-Like Mood Induction Procedures

College student subjects were rated high or low in cognitive and behavioral depression proneness, based on their scores on a screening battery that included the Automatic Thoughts Questionnaire (Hollon & Kendall, 1980), the Dysfunctional Attitude Scale (Weissman, 1979), the Intemality-Extemality Scale (Rotter, 1966), the Pleasant Events Schedule and the Unpleasant Events Schedule (Lewinsohn & Amenson, 1978). The students were subsequently exposed to one of two different Velten-like depressive mood inductions, one based on Beck's (1974) model of depression, and the other based on Lewinsohn's (1974) model. We hypothesized that subjects who scored higher on the cognitive measures would tend to become more depressed when exposed to the Beck statements and that those who scored higher on the behavioral measures would tend to become more depressed when exposed to the Lewinsohn statements. The hypothesis was not supported. Instead, pre-existing cognitively or behaviorally defined depression proneness appeared to be unrelated to subjects' susceptibility to one or the other model of depression as defined by the two mood inductions. However, the inductions themselves were found to produce a significant lowering of mood, and both inductions were equally effective in lowering mood.     

The Bodhi-Therapist

SUMMARY

This paper presents formulations and case studies that indicate the relevance of Buddhist meditation practice for the practice of psychotherapy. Samatha-vipassana meditation, the core of all Buddhist methods is described as a training in the cultivation of specific therapeutic talents that arise as concomitants of bodhicitta, awakened experience.     

Dual frames for causal induction: the normative and the heuristic

Causal induction in the real world often has to be quick and efficient as well as accurate. We propose that people use two different frames to achieve these goals. The A-frame consists of heuristic processes that presuppose rarity and can detect causally relevant factors quickly. The B-frame consists of analytic processes that can be highly accurate in detecting actual causes. Our dual frame theory implies that several factors affect whether people use the A-frame or the B-frame in causal induction: among these are symmetrical negation, intervention and commitment. This theory is tested and sustained in two experiments. The results also provide broad support for dual process accounts of human thinking in general.     

Le rôle modérateur des orientations vers les objectifs dans la relation entre l’envergure de poste et l’engagement organisationnel

This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment.     

Successes and failures in resisting cigarettes affect partner support for smoking cessation

Objective: Potential support providers may rely on observable behaviours (e.g. resisting a cigarette vs. smoking) to determine how much and what kind of support to provide. We evaluated the effect of smokers’ salient behaviour on partners’ likelihood of providing positive and negative support.

Design: Partners of smokers (N = 131) were randomly assigned to recall a time when their partner either successfully resisted a cigarette, failed to resist a cigarette or a control condition (no recall). All participants reported the likelihood of providing positive and negative support to their partner. Perceived commitment to quitting smoking was measured as a potential mediator.

Main Outcome Measures: The main outcome was intention to provide support for a quit attempt.

Results: Participants who recalled their partners’ past failures reported more intentions to engage in negative support and smaller ratios of positive to negative intended support than did participants in the success or control condition. These effects were partially mediated by perception of commitment to quitting.

Conclusion: Lapses in a quit attempt may change the nature of the support quitters receive. Interventions to improve communication between partners about the smoker’s commitment to quitting and experienced challenges may result in better support.     

The Importance of Cognitive Dissonance in Understanding and Treating Victims of Intimate Partner Violence

External mechanisms and batterer behaviors have commonly been cited as to why women remain in intimate partner violence relationships. However, past research has generally minimized the focus on individual psychological elements of victims that perpetuate their commitments to abusers. The current review proposes the potential for cognitive dissonance resolution as an underlying mechanism to affect female victims’ stay/leave decisions while in domestically violent relationships. High and low levels of self-esteem differentially affect the resolution of cognitive dissonance as explained by self-consistency and self-affirmation theories. Theories of commitment including the foot-in-the-door principle, justification of effort, and the investment model are applied specifically to the arousal of dissonance in victims. The importance of taking into account the mechanisms of dissonance arousal and subsequent reduction techniques are proposed for treating this population and preventing similar relationships in the future.     

Three-component commitment and turnover: An examination of temporal aspects

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5–12 months. Side bet commitment failed to predict turnover in the short, immediate interval, but did so robustly over the longer albeit more distant interval. Normative commitment predicted turnover in neither the near term nor outmonths. Turnover rates for employees with low affective commitment were much higher than those with high affective commitment in the first quarter of a 1-year monitoring period, but subsequent turnover rates were roughly the same for the two groups. In contrast, turnover for employees with low side bet commitment was only slightly higher than the high side bet group in the first quarter, but over the remainder of the year cumulative turnover for the low side bet group exceeded that for the high side bet group by increasingly large margins. These results are consistent with theory suggesting that decrements in affective commitment (1) often occur suddenly and just prior to employees' leaving and (2) reflect general disaffection and an impetus to leave that is already exists at the point of attitude measurement. Results comport with theory describing side bet commitment as (1) an appraisal of leaving costs that, in the aggregate, are unlikely to change suddenly and (2) a relatively stable attitude that serves primarily to prevent turnover should some independent motivation to leave arise.     

Does acceptance and relationship focused behavior therapy contribute to bupropion outcomes? A randomized controlled trial of functional analytic psychotherapy and acceptance and commitment therapy for smoking cessation

This study evaluated a treatment combining bupropion with a novel acceptance and relationship focused behavioral intervention based on the acceptance and relationship context (ARC) model. Three hundred and three smokers from a community sample were randomly assigned to bupropion, a widely used smoking cessation medication, or bupropion plus functional analytic psychotherapy (FAP) and acceptance and commitment therapy (ACT). Objective measures of smoking outcomes and self-report measures of acceptance and relationship processes were taken at pretreatment, posttreatment, 6-month, and 1-year follow-up. The combined treatment was significantly better than bupropion alone at 1-year follow-up with 7-day point prevalence quit rates of 31.6% in the combined condition versus 17.5% in the medication-alone condition. Acceptance and the therapeutic relationship at posttreatment statistically mediated 12-month outcomes. Bupropion outcomes were enhanced with an acceptance and relationship focused behavioral treatment.     

Attachment to God,religious tradition,and firm attributes in workplace commitment

Research on organizational commitment suggests there is an association between American theists’ emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee’s religious tradition is associated with affective organizational commitment and whether the employee’s firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.