Identity and Emotional Competence as Mediators of the Relation between Childhood Psychological Maltreatment and Adult Love Relationships

This study tested whether identity formation and emotional competence mediated the relationship between childhood psychological maltreatment and adult attachment styles, and tested the differential long-term effects of psychological abuse and neglect. The sample included 187 undergraduates in romantic relationships. Measures assessed the extent of childhood trauma, family expressiveness, alexithymia, self-esteem, self-concept, and adult attachment style. Results of path analysis showed that emotional competence, but not self-identity, mediated the relationship between psychological maltreatment and adult attachment styles. Self-identity mediated the relationship between psychological maltreatment and emotional competence. Emotional abuse and neglect both were associated with lack of contentment, sense of worthiness and significance, alexithymia, and fearful adult attachment style. Results support the importance of emotional competence for forming adult romantic relationships.     

Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

PresentationStatistics across European countries show that immigrants have a disproportionate lower employment probability than persons born in the host country (SOPEMI, 2010). Explanations to this phenomenon are complex.ObjectivesAn experiment was conducted to investigate the relationship between multicultural personality traits and managers’ selection preferences in the hiring of native vs. foreign-born job candidates. We proposed that this relationship was mediated by prejudice.MethodsNorwegian managers (n = 222) were presented with one Turkish immigrant job candidate and two Norwegian-born, less qualified job candidates. The managers completed the Multicultural Personality Questionnaire (MPQ) and the Blatant Prejudice Scale (SBPS).ResultsWe found that the threat and rejection blatant prejudice subscale and Emotional stability predicted the managers’ hiring preferences. Specifically, the higher threat and rejection subscale scores and the lower emotional stability scores, the more likely it is that the managers preferred to hire a native, less qualified candidate over the Turkish immigrant candidate. The effect of emotional stability on candidate preference was not mediated by prejudice.ConclusionsThe results suggest that managers’ feelings of threat due to foreign-born immigrants’ participation in the host society (political conservatism), and threat due to intercultural interactions, are significantly related to foreign-born immigrant job candidates’ chances of being hired.     

Counsellors' self-perceived multicultural competencies model

This study aimed to develop a UK instrument measure of counsellors’ multicultural competencies. Also, it intended to analyse to what extent multicultural competencies have an influence in counselling practice in terms of processes and interventions.

The study was an expansion of the American multicultural competencies model, which related cultural competence to a combination of three factors: cultural beliefs, cultural knowledge and cultural skills. Results partially supported the hypothesis, which predicted that counsellors would present high correlation rates between cultural skills, cultural knowledge and cultural beliefs when self-evaluating their levels of multicultural competence.

The study's findings present alternative three-dimensional multicultural models that indicated how counsellors perceived multicultural competence based on both societal (e.g. race, class, patriotism) and functional (e.g. family, social norms and groups). It also discusses the correlations between cultural skills, cultural knowledge and cultural beliefs and how they played a part in helping counsellors to further understand their multicultural competencies and limitations. Finally, it is proposed that future research should investigate the possibility of developing multidimensional or multi-axial models as an alternative way of further developing the counsellors’ multicultural competencies models which emerged from this study.     

Enhancing Emotional and Social Competence in a Group of South-African School Beginners: A Preliminary Study

This study piloted the efficacy of a short-term intervention program for socio-emotional development in pre-schoolers.in a South African setting. Participants were 48 learners, aged between 5 and 6 years (22 boys, 26 girls). A proportion of the participants (n=26) took the socio-emotional competence development intervention. Programme effects were measured using the Social Competence and Behavioural Evaluation, Preschool Edition (SCBE) and the Griffiths Developmental Scales—Extended Revised (GMDS-ER). Between group comparisons showed significant gains in internalization and social competence skills in favour of the intervention group as compared to the control group.     

The Use of Self of the Therapist

This article explores how the Satir model facilitates the development of the self of the therapist, which Virginia Satir strongly advocated. Discovering and developing creative ways to externalize the internal hidden processes of people, she invited therapists to work on their own unresolved issues in their training through various methods such as: family of origin, family reconstruction, ingredients of an interaction, and parts party. Her goal was to increase self-esteem, foster better choice making, increase responsibility, and facilitate personal congruence through a therapeutic process. Although very relevant in the training and professional development of therapists, there has been little exploration or research of this topic.     

"The Plague Of Blood": HIV/AIDS and Ethics of the Global Health–Care Challenge

In this essay I explore the heuristic value of the concept of ethics of complexity, chaos, and contingency by applying its framework to the analysis of the HIV/AIDS pandemic. Everyday human moral choices are outcomes of a moral impulse, and such an impulse is grounded in moral competence shaped by moral literacy. This literacy is constructed on the basis of a body of knowledge of culture, social context, environment, and the universe. It also includes the knowledge of religions and religious and secular ethical codes. I also distinguish between the social and cultural aspects of ethical systems. Both societies and cultures provide resources and constraints for the development of literacy and competence. An intentionally developed multifaith and multidisciplinary coalition may help us move away from various forms of social speciation and toward sociological mindfulness. This could help us remake the world into one that has more courage to care.     

UNDERSTANDING THROUGH APPROPRIATION IN INTERRELIGIOUS DIALOGUE ON ETHICS

In today's globalized world, we need to communicate values clearly and constructively across cultures and religions to avoid misunderstanding and conflict and to find shared solutions to the issues affecting human communities across the world. This communication is not easy to implement and requires a considerable amount of commitment and empathy. To be effective, intercultural and interreligious dialogues on ethics demand, first of all, an accommodation of different epistemologies coupled with a sincere respect for their richness and internal coherence. Furthermore, our values are so closely rooted in our identity that expressing them becomes a cultural act—even an act of faith in the case of interreligious dialogue. In this paper, I argue that we need to reiterate or embrace this act of faith in the other's values if we are to properly understand them. How is this possible? The answer calls for a theoretical discussion of the hermeneutics of interreligious dialogue. When applied to intercultural and interreligious dialogues, I contend that the theory of hermeneutics needs a specific epistemological dimension—namely that of “appropriation”—that entails that we borrow the other's epistemological outlook, adopt the other's ad hoc modes of communication or transmission of values, and integrate the other's values into the constellation of our sources of meaning.     

Ethical Considerations for Therapists Working With Demographically Similar Clients

The increasing emphasis on multicultural competence within psychotherapy continues to highlight the need for being sensitive to key differences between therapist and client. However, this attunement to the psychotherapeutic impact of therapist–client differences may obscure the equally critical need to evaluate ethical problems associated with therapist–client similarities. It will be argued that therapists treating clients who are demographically similar to themselves encounter a unique set of ethical challenges that warrant careful consideration and caution precisely because of therapist–client matching. The extant research on matching therapists and clients based on demographic similarities is discussed, with a particular emphasis on psychotherapeutic outcomes and client preferences. Attention then turns to the nonrational heuristics and biases that can often cloud therapists’ ethical decision making regarding the appropriate uses versus contraindications for demographically matching therapists and clients. Within the discussion of nonrational heuristics and biases, suggestions are offered for managing related challenges for ethical decision making.     

The development of a human resource management (HRM) professional competence model: A pilot study

This study sought to develop and test a diagnostic tool for the measurement of professional human resource management (HRM) competencies in the South African context. Data on HRM competencies were collected from South African human resource (HR) practitioners (N = 189; females = 49.2%, blacks = 91.2%). Exploratory factor analyses resulted in three distinguishable HR competency dimensions: Professional behaviour and leadership (i.e. leadership-personal credibility, organisational capability, solution creation, interpersonal communication, and citizenship); Service orientation and execution (i.e. talent management, HR governance, analytics and measurement, and HR service delivery); and Business intelligence (i.e. strategic contribution, HR business knowledge, and HR technology).