A common ground in clinical discussion groups: Intersubjective resonance and implicit operational theories

Clinical discussion groups based on the Three‐Level Model for Observing Patient Transformations (3‐LM) enable us to reflect on the clinical common ground shared by psychoanalysts who have different theoretical frameworks. The very existence of this common ground is controversial. While analysts such as Wallerstein support it, others, like Green, think it is just a myth. In their 2005 controversy Wallerstein and Green proposed an observation procedure that might clarify this matter. This procedure bears great similarity to the one used by clinical discussion groups that apply the 3‐LM. The study of numerous theoretically heterogeneous groups that use this model shows that communication is possible in crucial areas. We may thus conclude that a partial and dynamic common ground exists. At a phenomenological level, certain fragments of material produce a shared resonance that enriches clinical understanding for the whole group. Communication is also possible with regard to the conceptualization of patient changes, although some controversial issues persist at this level. Finally, at the level of theoretical explanations, divergences concerning abstract theories do not prevent a fertile interaction among ‘in vivo’ personal implicit theories. The latter give rise to the actual operational frameworks underlying participants' approach to clinical problems.     

Influence of Proactive Personality on Career Self‐Efficacy

This study examined the relationship between proactive personality and career decision‐making self‐efficacy. In Study 1, the authors validated the Proactive Personality Scale–Korean Short Form, using the Rasch model with 315 participants, and found that fit statistics, point‐measure correlations, and item difficulty estimates satisfy the construct validity criterion. In Study 2, the authors administered the Proactive Personality Scale, Career Decision‐Making Self‐Efficacy Scale, and Career Search Self‐Efficacy Scale to 296 freshman and sophomore college students. Hierarchical regression analyses showed that proactive personality scores explain additional variance in both career decision‐making self‐efficacy and career search self‐efficacy scores. Implications for theory and practice are discussed.     

Who Knows? Knowledge Activation,Belief in Certainty of Knowledge,Maximization Tendencies and Need for Cognition in Answerability Judgments

In this study, investigating answerability judgments, 123 participants judged whether each of 46 general knowledge questions could currently be answered by themselves, by someone else, or by no one. There were 26 consensus questions (high expected consensus about their answerability) and 20 non-consensus questions. Before each question, half of the participants rated the extent of their knowledge related to the question. Results showed that answering consensus questions compared with non-consensus led to a lower proportion of “No one knows” answers. Moreover, in the knowledge rating condition compared with the control condition, participants choose “No one knows” proportionally less. Participants’ ratings of belief in certainty of knowledge were associated with more “Someone else knows” for the non-consensus questions. Moreover, tendency to maximization led to a higher proportion of “Someone else knows” options for the non-consensus questions. Finally, high need for cognition was associated with fewer choices of “Someone else knows.”     

The Role of Perceived Employability,Core Self-Evaluations,and Job Resources on Health and Turnover Intentions

According to Conservation of Resources (COR) theory, this study investigated the explanatory role of perceived employability, over and above core self-evaluations (CSE) and job resources, in relation to different aspects of health (physical and mental) and turnover intentions. Based on data obtained from a sample of 274 Romanian blue-collar employees (59.5% men), hierarchical multiple regressions revealed that perceived employability adds a significant variance compared to variance due to CSE and job resources with respect to aspects of health and turnover. The results highlight the role of perceived employability in health – on an individual level, and in decisions to leave the organization – on an organizational level. The findings are of value because they inform organizations how to design human resources strategies in order to retain a healthy workforce.     

The lack of dominance and choice deferral: Choosing to defer to cope with the feeling of being out of control

The present study aimed to explore whether emotional dominance can also account for choice deferral. This research manipulated emotional dominance through the difference in attractiveness among current alternatives in Experiment 1 and the readability of fonts for describing current options in Experiment 2, to investigate the role of dominance in choice deferral. The results revealed that increasingly submissive decision environments were related to more choice of deferral options. Mediation analyses indicated that dominance could mediate the effects of experimental manipulations on choice deferral, and that the actual choice of a deferral option was associated with more increase in dominance of retrospective emotion. The results indicate that dominance plays an important role in choice deferral and that choosing to defer can minimize the explicit confrontation of being out of control.     

Evaluation of Student Performance through a Multidimensional Finite Mixture IRT Model

In the Italian academic system, a student can enroll for an exam immediately after the end of the teaching period or can postpone it; in this second case the exam result is missing. We propose an approach for the evaluation of a student performance throughout the course of study, accounting also for nonattempted exams. The approach is based on an item response theory model that includes two discrete latent variables representing student performance and priority in selecting the exams to take. We explicitly account for nonignorable missing observations as the indicators of attempted exams also contribute to measure the performance (within-item multidimensionality). The model also allows for individual covariates in its structural part.     

Accommodating Small Sample Sizes in Three-Level Models When the Third Level is Incidental

Small samples sizes are a pervasive problem when modeling clustered data. In two-level models, this problem has been well studied, and several resources provide guidance for modeling such data. However, a recent review of small-sample clustered data methods has noted that no studies have investigated methods for modeling three-level data with small sample sizes. Furthermore, strategies for two-level models do not necessarily translate to the three-level context. Moreover, three-level models are prone to small samples because the “small sample” designation is primarily based on the sample size of the highest level, and large samples are increasingly difficult to amass as one progresses up a hierarchy. In this study, we focus on the case when the third level is incidental, meaning that the third level is important to consider but there are no explicit research questions at the third level. This study performs a simulation study to examine the performance of seven methods for modeling three-level data with a small sample at the third level. A motivating educational psychology example is also provided to demonstrate how the choice of method can greatly affect results.     

A Hierarchical Rater Model for Longitudinal Data

Research studies in psychology and education often seek to detect changes or growth in an outcome over a duration of time. This research provides a solution to those interested in estimating latent traits from psychological measures that rely on human raters. Rater effects potentially degrade the quality of scores in constructed response and performance assessments. We develop an extension of the hierarchical rater model (HRM), which yields estimates of latent traits that have been corrected for individual rater bias and variability, for ratings that come from longitudinal designs. The parameterization, called the longitudinal HRM (L-HRM), includes an autoregressive time series process to permit serial dependence between latent traits at adjacent timepoints, as well as a parameter for overall growth. We evaluate and demonstrate the feasibility and performance of the L-HRM using simulation studies. Parameter recovery results reveal predictable amounts and patterns of bias and error for most parameters across conditions. An application to ratings from a study of character strength demonstrates the model. We discuss limitations and future research directions to improve the L-HRM.     

Belief,trust, and relationality: a Simmelian approach for the study of faith

Religion has been conceptualised as personal belief in the transcendent. Anthropologists of religion have critiqued such a construct for decades for being based on a Christian Protestant model and one that reflected subsequently modern rationalist Western culture. This construct has increasingly been shown to fail to account for the religiosity of contemporary Christians. Drawing on the sociology of Georg Simmel and based on ethnographic research in a Christian evangelical church, the article proposes a reconceptualisation of religious belief that is experiential and relational. Evangelicals in this case study show that propositional belief plays increasingly a secondary role to belief intended as trust in God and forming a relationship with God and others. Relationships mediate personal religious experience and are shown to be essential to the conversion process, the life of faith, and Christian identity. The study thus bridges the separation between theoretical and empirical works by operationalising Simmel’s sociology.