Confidentiality, privacy, and the facilitating role of psychoanalytic organizations

Burgeoning external threats to confidentiality by claims to clinical information create unprecedented challenges for psychoanalysts. Internal threats arise from the use of clinical material for educational, scientific and historical purposes. Traditionally, confidentiality is considered a patient's right and an analyst's obligation; privacy is not usually stated as a professional requirement. Little consideration has been given to the impact of the confidentiality and privacy dilemmas that analysts encounter throughout their careers. There has been no systematic examination of the confidentiality policies of psychoanalytic organizations, nor has their role in facilitating maintenance of patient confidentiality and analysts' privacy been made explicit. The research reported here was undertaken to address these issues and to obtain baseline information about the current confidentiality policies and practices of psychoanalytic organizations in three English-speaking countries (Britain, Canada and the USA). The author discusses survey results in the light of the challenges which arise at each phase of the analytic career. She makes suggestions as to how psychoanalytic organizations can and should facilitate analysts' resolutions of contemporary confidentiality and privacy dilemmas.     

The effects of differential training procedures on linked perceptual class formation

When the stimuli in one perceptual class (A') become related to the stimuli in another perceptual class (B'), the two are functioning as a single linked perceptual class. A common linked perceptual class would be the sounds of a person's voice (class A') and the pictures of that person (class B'). Such classes are ubiquitous in real world settings. We describe the effects of a variety of training procedures on the formation of these classes. The results could account for the development of naturally occurring linked perceptual classes. Two perceptual classes (A' and B') were formed in Experiment 1. The endpoints of the A' class were called anchor (Aa) and boundary (Ab) stimuli. Likewise, the anchor and boundary stimuli in the B' class were represented as Ba and Bb. In Experiment 2, the A' and B' classes were linked by the establishment of one of four cross-class conditional discriminations: Aa-->Ba, Aa-->Bb, Ab-->Ba, or Ab-->Bb. Results were greatest after Aa-->Bb training, intermediate after Aa-->Ba and Ab-->Ba training, and lowest after Ab-->Bb training. Class formation was influenced by the interaction of the anchor/boundary values and the sample/comparison functions of the stimuli used in training. Experiment 3 determined whether class formation was influenced by different sets of two cross-class conditional discriminations: Aa-->Ba and Ab-->Bb, or Aa-->Bb and Ab-->Ba. Both conditions produced equivalent results. Similarities were attributable to the use of anchor stimuli as samples and boundary stimuli as comparisons in each training condition. Finally, the results afterjoint Aa-->Ba and Ab-->Bb training were much greater than those produced by summing the results of Aa-->Ba training alone and Ab-->Bb training alone. This same synergy was not observed after joint Aa-->Bb and Ab-->Ba training or either alone.     

大学生生命愿景、自我效能感与应对方式的关系

采用问卷法以377名大学生为被试研究了生命愿景、一般自我效能感及应对方式的关系。研究结果为:1)大学生生命愿景整体水平较高,存在着性别和年级差异,女生的生命愿景显著高于男生;大一学生显著高于大四;2)生命愿景不同水平的大学生在一般自我效能感上存在显著性差异(t=7.35,p<0.001);在积极应对与消极应对因子上有显著性差异。3)大学生生命愿景与一般自我效能感呈显著正相关,并对自我效能感具有良好的预测作用;4)大学生生命愿景与积极应对方式呈显著正相关,与消极应对方式呈显著负相关;5)大学生生命愿景通过一般自我效能感对应对方式产生间接影响。结论为生命愿景作为应对源对大学生应对校园压力发挥积极作用。     

师范毕业生师范素质的调查与研究

采用自编问卷对师范毕业生的师范素质进行了调查,结果显示,测量总体在性别方面的方差分析结果无差异显著性。各系毕业生与中小学教师在教育机智、学业诊断、学生管理、教学策略以及总均分上,方差分析结果均呈显著性差异,表明师范毕业生的师范素质训练不容乐观。     

员工职业生涯自我管理的研究进展

随着经济全球化进程的加快和后工业社会的到来,组织不得不越来越频繁地进行各种变革,这对企业员工的职业发展提出了严峻的挑战。在这种形势下,企业员工应当积极地采取各种有效的行为策略,以此加强对职业生涯的自我管理,消除职业发展中的阻滞状态,从而实现自己预期的职业目标。     

大学生经济自立词汇内隐观的初步研究

本研究以人格词汇学研究和内隐观人格假设为方法学基础,旨在研究大学生经济自立词汇内隐观的结构和特征。在对127名大学生进行预调查的基础上编制出形容词调查表,之后对414名大学生正式调查。结果表明：（1）大学生描述经济自立重要特征的词前十项主要以积极意志品质的词为主,符合度前十项则以描述伦理和目标的词为主;（2）大学生经济自立的结构可以包含五个因子：成就能动性、社交性、独立性、个人中心性、俭朴性;（3）性别、年级、自评家庭经济条件二者之间的主效应和交互作用效应在各因子上均不显著。     

硕士研究生择业心理探析及干预对策

当前硕士研究生就业问题受到重视,其择业心理也开始得到关注。本文通过访谈调查部分硕士研究生的择业心理,首先分析了硕士生择业良好心态的原因,然后重点探讨了硕士生存在的八种不良的择业心态及其产生的深层次背景,最后针对不良择业心态提出了建立以个人、学校、家庭、社会相结合的支持系统的干预措施。     

大学生社会支持、自尊和主观幸福感的关系研究

采用量表法以300名大学生为被试研究了社会支持、自尊和主观幸福感(包括总体主观幸福感、生活满意度、积极情感和消极情感)的关系.(1)相关分析表明,社会支持、自尊和总体主观幸福感、生活满意度以及积极情感两两显著正相关;社会支持、自尊和消极情感显著负相关.(2)回归分析进一步表明:社会支持对自尊和主观幸福感各维度回归效应显著;自尊在社会支持基础之上对主观幸福感各维度回归效应显著,对社会支持与主观幸福感起到了中介作用.(3)EQS5.7b方法进一步验证了自尊是社会支持与主观幸福感的中介影响因素的结论.     

The implementation and adoptability of behavioral skills training in a university career center

We evaluated the extent to which staff at a university career center (a) already used, (b) could be taught to use, and (c) might continue to use behavioral skills training (BST) when teaching interview answers to college students. We used a nonconcurrent multiple baseline design across three staff‐student dyads to assess the extent to which staff implemented BST and students provided appropriate answers before and after training. Results showed that interview training at the career center typically consisted of few BST steps, but staff could be taught on how to implement BST. All staff rated BST as an acceptable and effective form of interview training, but only one indicated that he or she was likely to adopt BST at the career center.     

Counselor Trainees' Interprofessional Self-Efficacy After a Career Development Intervention

Career development is a lifelong process of learning, working, and transitions that move a person closer to their preferred future. This study investigated the use of a career development intervention to help counselor trainees in a master's program and allied health students with integrating new perspectives in their future careers. This qualitative study with a diverse group of 12 participants provides important insight into career thoughts, career self-efficacy, and potential career development opportunities through interprofessional engagement career interventions. The findings are novel and have never been addressed in an empirical study for counselor trainees.