Group Narrative Therapy for Women With Attention‐Deficit/Hyperactivity Disorder

Women with attention‐deficit/hyperactivity disorder (ADHD) often struggle with the developmental challenges of adulthood and ADHD‐related problems. The authors provide specific clinical interventions from a narrative‐based group approach to help women with ADHD understand their symptoms, create strength‐based narratives, and apply these narratives to the developmental tasks of early adulthood.     

Using Mixed Personal Growth Groups to Reduce Biases With Same-Sex Couples

Counselors serve numerous multicultural clients, such as individuals in same-sex relationships. However, some counselors-in-training (students) are reluctant to provide therapy to same-sex couples (SSCs). This article provides counselor education programs with creative guidelines/strategies for students to work with SSCs. Specifically, this article recommends a mixed personal growth group for counselors-in-training to develop better social-relational capabilities and multicultural sensitivity/awareness.     

The integration of Iraqis in two European cities: Emotions and identity work

In this study of Iraqi refugees in Helsinki and Rome, we explore the verbal construction of identity as evidence of the process of integration into a new society. We make use of Snow and Anderson's idea of “identity work” and link it to McCall's idea of “not-me.” The data for this paper derive from a larger comparative study conducted by the second author. They are based on the findings from forty-eight open-ended, semi-structured interviews, half conducted in each city. We argue that despite differences between the two locales regarding such things as the respective welfare regimes and relations with natives, the identity work required for refugees to reinscribe and reconstruct their sense of self was remarkably similar.     

Emotions of austerity: Care and commitment in public service delivery in the North East of England

In the context of an austerity agenda, constructed through the deployment of aversive emotions, we offer a more-than-rational understanding of uneven austerity politics for organisations providing public services with marginalised groups. The article highlights how emotions are at the heart of the experiences of those delivering services in the North East of England. It considers the emotional toll of changes under austerity on the professional lives of participants, but also those impacts which relate to wider interpretations of loyalty and care beyond individual participants. Due to the nature of occupational roles which involve an ethos and practice of commitment, and through relations with decision makers, colleagues, service users and community over time, participants are engaged in a range of emotional work. We explore how recent experiences have highlighted a continued and in some cases accelerated undermining of their work and communities of which they are, in different ways, a part. However, they are also seen as generative of a set of significant emotionally charged responses to such challenges, which variously challenge and conform to the dominant discourse of austerity.     

Gender differences in the family-relatedness of relocation decisions

Using a dyadic study design, the present study draws on research into the family-relatedness of work decisions to examine the impact of the spouse's characteristics on an employee's willingness to engage in job-related relocation. With a sample of 1234 employees, the results show that spousal willingness to relocate mediates (a) the negative effect of the spouse's community ties and (b) the positive effect of the spouse's job alternatives on an employee's willingness to relocate. The indirect effect of the spouse's job alternatives was stronger among female than among male employees. To validate employees' perceptions, this study uses matched data from a subsample of 207 employees and their spouses to test a multi-source model, which revealed several notable inconsistencies. Our exploration of discrepancies between employee and spousal ratings helps explain these differences between single-source and multi-source models. Overall, findings suggest that employees consider various spousal factors in their career decision-making, and the family-relatedness of relocation decisions is particularly strong among female employees.     

Sola Gratia as Divine Attribute: Resurrecting the God of the Gospel

Can we speak of sola gratia as a divine attribute so as to affirm that all that God does is grace? Traditionally, Western Christian theology has answered that question negatively, placing God's justice in opposition with God's grace and presenting a God whose love does not seem to be unconditional. This has been especially evident in the ways in which Scripture, the work of Christ, justification by faith, and the distinction between law and gospel commonly have been interpreted. By rethinking those traditional interpretations on the basis of an understanding of divine grace as unconditional love, we can indeed proclaim a God of sola gratia and a gospel capable of transforming human lives and responding effectively to the crisis of faith we face today.     

与上司“心有灵犀”会让你的工作更出色吗?——追随原型一致性、工作投入与工作绩效

内隐追随作为一种关于追随角色的认知结构,包括追随原型和反原型两种。其中,追随原型表征了个体对追随角色的积极预期。本研究基于角色理论,考察了领导者-追随者的追随原型一致性对工作绩效的影响及工作投入的中介作用。采用跨层次多项式回归和响应面分析技术,对64个工作团队的数据进行分析,发现追随原型能否提升工作绩效主要取决于领导-追随双方的匹配情况。具体而言,(1)领导-追随双方的追随原型越一致,关系绩效越高。但上述结论并不适用于任务绩效。(2)在一致情况下,与"低-低"一致相比,任务绩效和关系绩效在双方追随原型的"高-高"一致时更高。(3)在不一致情况下,与"领导者的追随原型高-追随者的追随原型低"相比,任务绩效和关系绩效在"领导者的追随原型低-追随者的追随原型高"时相对更高。(4)追随原型一致性通过工作投入影响任务绩效和关系绩效。     

The role of workaholism in the job demands-resources model

Background and Objectives: The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. Design: We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. Methods: The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. Results: The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work–family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. Conclusions: These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.