Supplanting the venom of litigation with alternative dispute resolution: the role of counsellors and guidance professionals

This literature review attempts to interface counselling with alternative legal practice. The authors proceed by contrasting the adversarial nature of litigation with the conciliatory nature of alternative dispute resolution (ADR) with a view to encouraging seekers of dispute resolution to opt for ADR in lieu of litigation. The paper discusses the Ubuntu world view in conflict resolution in relation to ADR practices. While not presenting ADR as a replacement for litigation nor proscribing litigation in itself, this paper prescribes the use of ADR to arrive at settlements that are more satisfactory and longer lasting. The paper finally shows how counsellors and guidance professionals may be involved in ADR processes to effectively give succour to conflicting parties.     

On becoming textually active at Youthline,New Zealand

The phones hardly ring at Youthline New Zealand anymore; youth still have problems and seek help, but it mostly happens silently. This article reports on experiences of texting at a 24-hour crisis helpline for young people. To date, there has been no formal evidence base for this practice; however, for new practice, there never is. In prompting discussion, this article attends to the tight constraints that texting imposes, returning to the necessary and sufficient conditions of any effective therapeutic relationship particularly in regard to working with young people. New possibilities are demonstrated with emotional support being demonstrated even in the tightly constrained space of a text-based medium.     

One-to-one support for crisis intervention using online synchronous instant messaging: evaluating working alliance and client satisfaction

Young people are increasingly turning to online support, especially when traditional mental health services are not immediately available. Using a cross-sectional design, sociodemographic information and self-reported perceptions of the strength of the working alliance and client satisfaction were collected from a sample of participants (n = 78) who were users of a service providing free online support using synchronous instant messaging. The results reported a significant positive relationship between the strength of the working alliance and client satisfaction, suggesting that the strength of the working alliance remains a key component in counselling, even online. Participants, however, scored significantly lower on both the strength of the working alliance and client satisfaction, compared to participants in offline settings as reported in past studies.     

Psycho-demographic correlates of behaviour towards seeking counselling intervention among workers in Lagos,Nigeria

This study sought to examine the impact which age, gender and psychological adjustment have on behaviour towards seeking professional counselling intervention. Multistage sampling technique was employed to select a total of three hundred workers across Lagos metropolis. The ex post facto research design was adopted for the study. Inventory of Attitudes towards Seeking Mental Health Services by Mackenzie, Knox, Gekoski, Macaulay and Hudson's Multi-Problem Screening Questionnaire were adapted for the study. The hypotheses were analysed using multiple regression. The results showed that the three independent variables made a joint contribution of 6.7% to the prediction of behaviour towards seeking of professional counselling intervention while each of the variables made significant contributions.     

Testing an integrated model of the work–family interface in Chinese employees: A longitudinal study

The purpose of this study was to examine an integrated model of the work–family interface (WFI) linking work–family demands (workload and family conflict), resources (supervisory support and family support) and role satisfaction in a Chinese context. The four‐factor structure of WFI comprises direction of influence (work to family vs family to work) and types of effect (work–family conflict vs work–family enrichment). A longitudinal design was used to collect data from 409 Chinese employees at three time points, separating measures of antecedents (T1), WFI (T2) and outcomes (T3) in time. The results based on structural equation modelling (SEM) reveal that: (1) the direction and types of effect were two underlying dimensions of the WFI, supporting the four‐factor structure; (2) demands were more strongly related to conflict, while resources were more strongly related to enrichment; (3) work–family conflict and enrichment were related to role satisfaction, regardless of the direction of influence.     

Statistical manifold as an affine space: A functional equation approach

A statistical manifold M_μ consists of positive functions f such that defines a probability measure. In order to define an atlas on the manifold, it is viewed as an affine space associated with a subspace of the Orlicz space L^Φ. This leads to a functional equation whose solution, after imposing the linearity constrain in line with the vector space assumption, gives rise to a general form of mappings between the affine probability manifold and the vector (Orlicz) space. These results generalize the exponential statistical manifold and clarify some foundational issues in non-parametric information geometry.     

The costs of today’s jobs: Job characteristics and organizational supports as antecedents of negative spillover

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O∗NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and strain) had positive relationships, and job resources (autonomy and skill development) and organizational supports (flexible work arrangements and two work-life culture facets) had negative relationships to negative spillover, but not all relationships held when multiple predictors were examined. Organizational supports did not moderate relationships of job characteristics to negative spillover, and relative weights analysis indicated that job characteristics accounted for the majority of explained variance in negative spillover. The findings underscore the importance of job characteristics, and suggest that job characteristics and organizational supports both need to be considered when developing work-life policies intended to reduce employees’ negative work-to-nonwork spillover.