Community-Based Interventions in New York City After 9/11

Abstract

The horrors of 9/11 have created tremendous psychosocial needs in the population of New York. For all major providers in this field, this has meant taking up the challenge of learning within the new situation, creating new frameworks for intervention, and implementing programs that previously had not been a part of the traditional social services environment. In this article, we will describe the process of transforming this challenge into an opportunity for organizational, professional and conceptual growth.     

Similarity grouping as feature-based selection

Our visual system groups objects with similar features, such as colour, orientation, or shape. We argue that similarity grouping is nothing more than global selection of a certain feature value, such as red, horizontal, or circular. This account makes the striking prediction that only one feature group can be created at a time. Here we provide the most direct evidence yet for this proposal, using a number estimation task that forces simultaneous processing of all objects. Multiple similarity cues failed to produce grouping in this task, in contrast to proximity, connectivity, and common region, which all showed strong grouping effects.     

A Qualitative Study of Community–University Partnerships That Support Psychosocial Occupational Therapy

Community partner voices are important to understand because they provide the contexts in which occupational therapy (OT) students research community-identified needs and together, create evidence-based occupation-focused programs while developing clinical reasoning skills in a natural context. The purpose of this study is to understand how community partners experienced partnerships that support community-based research in psychosocial settings. This retrospective study explores the perspectives of community partners that hosted OT students for two-semester service-learning project over 3 years. Findings revealed partners value effective communication with faculty and students, spending time observing, listening, and developing meaningful relationships with clients and staff.     

Occupational Therapy and Victim Advocacy

ABSTRACT

This article provides an orientation to increase the profession's awareness of occupational therapy's role in victim advocacy, an emerging area of community-based practice. Analysis and comparison of OT's core assumptions and values with general principles of victim advocacy and empowerment demonstrate striking similarities: Each acknowledges holism and a profound connection between the individual and society, as well as their ability to interact and influence each other. In addition, the cultures of OT and victim advocacy both value the dignity and worth of persons, self-determination, freedom and autonomy, latent capacity, human uniqueness and subjectivity, and active and mutual cooperation in restoration or recovery. The compatibility of OT and victim advocacy is further demonstrated in the context of one therapist's work with survivors of domestic and sexual violence.     

组织成员地位的形成及影响机制

组织成员地位通常是指组织内个体受组织其他成员尊重和钦佩的程度,是近些年备受关注的一个心理学构念。虽然组织成员地位与权力、阶层、面子、基于组织的自尊等概念具有一定的关联性,但它们之间存在着明显的界限。组织成员地位主要受到外在显性因素(形体特征、人口统计特征)、内在心理因素(人格、认知、情绪、行为)以及神经生理因素(睾酮激素、皮质醇激素)的影响,并能够对组织成员的认知、情绪、行为和绩效产生显著的影响。未来研究应当进一步区分组织成员地位的维度,探索组织成员地位的生物学基础和文化差异,关注组织成员地位的动态演化及其后果,并检验团队和组织层面地位分布的作用机制。     

Relationships between various person–environment fit types and employee withdrawal behavior: A longitudinal study

This study investigated the relationships between various person–environment fit types and employees' withdrawal attitudes and behaviors. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. The results showed person–job, person–supervisor, and person–organization fits correlated significantly with turnover intention on the first survey. Logistic regression analyses showed only person–organization fit correlated significantly with actual turnover at the time of Survey 2. I discuss implications and limitations of this study.     

Clock time vs. event time: Temporal culture or self-regulation?

Cross-cultural research documented two types of temporal culture governing the way individuals schedule tasks over time: clock-time, where individuals let an external clock dictate when tasks begin/end; and event-time, where tasks are planned relative to other tasks and individuals transition between them when they internally sense that the former task is complete. In contrast with this prior literature - that credits culture as the reason for variation in temporal norms - we show in two experiments that individuals choose clock- vs. event-time as a self-regulation strategy to achieve a regulatory goal (efficiency vs. effectiveness). A third experiment shows that this strategy enhances confidence and performance on a task. Participants solved significantly more math problems when their task scheduling (clock- vs. event-time) matched their regulatory state (promotion vs. prevention). Since clock-/event-time may both lead to superior performance, clock-time is not the single best way to organize productive activities in industrial societies—a result that counters a foundational principle of modern economics.     

The use of person–organization fit and person–job fit information in making selection decisions

Two policy-capturing studies were conducted to investigate how person–organization (PO) fit and person–job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position’s characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position’s contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit.     

Perceptual grouping boosts visual working memory capacity and reduces effort during retention

Consistent, robust boosts to visual working memory capacity are observed when colour–location arrays contain duplicate colours. The prevailing explanation suggests that duplicated colours are encoded as one perceptual group. If so, then we should observe not only higher working memory capacity overall for displays containing duplicates, but specifically an improved ability to remember unique colours from displays including duplicates compared with displays comprising all uniquely coloured items. Furthermore, less effort should be required to retain displays as colour redundancy increases. I recorded gaze position and pupil sizes during a visual change detection task including displays of 4–6 items with either all unique colours, two items with a common colour, or three items with a common colour in samples of young and healthy elderly adults. Increased redundancy was indeed associated with higher estimated working memory capacity, both for tests of duplicates and uniquely coloured items. Redundancy was also associated with decreased pupil size during retention, especially in young adults. While elderly adults also benefited from colour redundancy, spillover to unique items was less obvious with low redundancy than in young adults. This experiment confirms previous findings and presents complementary novel evidence linking perceptual grouping via colour redundancy with decreased mental effort.