The use of natural consequences and a make-up period to eliminate school phobic behavior: A case study

The school-phobic behavior of a seven-year-old male was modified through implementing a program characterized by maximum parental involvement, restructing of natural consequences, and the use of a make-up period. Full-time school attendance was achieved on the sixteenth day of the program. The advantages of using school personnel as monitors and not as disciplinarians of the school-phobic child's behavior are discussed.     

Weak Ties for a Weak Population: Expanding Personal Social Networks Among the Unemployed to Increase Job‐Seeking Success

Unqualified middle‐aged and older unemployed people have little chance of finding a suitable job via Internet‐based systems. These individuals have a low education level, fewer technological skills, and low self‐esteem as a result of long‐term unemployment; therefore, their relevant job opportunities diminish. This article describes a successful pilot project among 108 chronically unemployed Jews and Arabs in 5 employment centers in Israel. By sharing each other's lists of acquaintances under the guidance of professional consultants, 41% of them found a job. The results have strengthened the authors' assumption that educating people to use expanded weak personal networks (non‐Internet) to find jobs is both effective and beneficial.     

The pay premium for high-potential women: A constructive replication and refinement

In this constructive replication, we revisit a provocative study by Leslie, Manchester, and Dahm (2017). They found that gender and being designated a high-potential employee interacted in accounting for pay and that this resulted in a reversal in the commonly observed gender pay gap favoring men. Our primary aim was to examine important boundary conditions associated with their work by (a) conducting a study using a sample that would better generalize across industries and to individuals who aspire to reach senior management, (b) adding critical control variables to the statistical models used in the pay equation, and (c) by introducing a different conceptualization of the high-potential construct. Also, to better understand the consequences of their study, we considered an additional dependent variable that addressed pay satisfaction. Even after making these model additions, the gender by high-potential interaction term was significant—ruling out four plausible third-variable explanations for the Leslie et al. finding. Moreover, these confirming results were observed using a sample that represented individuals employed in a wide range of industries, who had the educational backgrounds, career histories, and motivational states typically required of candidates competing for senior executive roles. Furthermore, high-potential women did not report higher levels of pay satisfaction, suggesting that high-potential women did not perceive their pay premium to be an inequitable advantage and that there may be limited positive return associated with using a pay premium to retain high-potential talent.     

More evidence on the latent benefits of work: bolstered by volunteering while threatened by job insecurity

ABSTRACT

This research examined whether volunteering would grant an alternative route to meaning at work (in the form of the latent benefits of work), even when people are deprived of meaning in times of job insecurity. Two longitudinal studies conducted in Germany (2 waves; n = 110) and the United Kingdom (3 waves; n = 377) showed that volunteering was related to more latent benefits in general, although the specific relationships differed between the countries: In the German sample, volunteering led to more collective purpose and social contacts over time, in the UK sample, it increased time structure and activity. Cross-lagged path analyses further showed that the relationship between volunteering and the latent benefits was reciprocal in both countries: volunteering increased the latent benefits and vice versa. There was limited evidence for the depriving effect of job insecurity, which was found only cross-sectionally. In sum, the results confirm that volunteering can enhance the benefits of work in times of job insecurity and that the effect is reciprocal.     

“THE MYSTERY OF HUMAN UNIQUENESS”: COMMON SENSE,SCIENCE, AND JUDAISM

Uniqueness implies singularity, incomparability. Nonetheless, as applied to everything within the human lifeworld, including ourselves, uniqueness is relativized. This becomes clear in the tension between “commonsensical” and “scientific” perspectives on the human. Our commonsense approach posits that human beings are unique among animals—unique because of our properties, most especially our consciousness, as well as because of our significance and value. From a scientific perspective, however, the uniqueness of the human—if it can be affirmed at all—is possibly a matter of degree, not kind. Additionally, the scientific perspective prescinds from judgments of the value of the human. To join these perspectives, without giving up on the importance of either one, is a philosophical and theological challenge. A Jewish approach to the challenge is offered here.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

The agony of integration and the blessings of finitude – facing ‘extinction points’ and moments of madness

This paper explores the inevitable pain that integration requires in our individuation process. The unspeakable agony we defended against in order to survive we now experience consciously, including moments of going out of existence at the core of our madness. Clinical examples are given of these ‘extinction points’ and the abject helplessness analysand and analyst suffer in the face of this destructiveness. The first and second witness to this process (usually the analyst and the psyche itself) and the primordial creative life force are recognized in the process of recovery, a recovery that recoups the blessings of our finite human living.     

The changing relationship between people and their job – the validity of career information

ABSTRACT

An overview of the evolution of career information in light of the changing nature of the world of work is presented. Owing to the constant fundamental changes in the labour market, the distribution of paid work has been also constantly changing. In this article, a more dynamic and – often temporary – interplay between citizens and their professional context is proposed. The case of Hungary has been used to describe the changing nature between people and their jobs. The historical overview helps explain the development of career information from pre-modernity to post-modernity and justifies the need for a more dynamic model of work adjustment and individual career development.