Enhancing Adherence to a Problem-Solving Model for Middle-School Pre-Referral Teams

Abstract

Performance feedback and checklists were used to improve the degree to which middle-school teams adhered to elements of systematic problem solving as described in the Instructional Consultation literature (Bartels & Mortenson, 2002; Rosenfield, 1987). Direct observations of problem-solving meetings were conducted to determine levels of adherence to a problem-solving methodology. Performance feedback was provided to each participating school psychologist after a period of no feedback and was followed by the provision of a checklist of problem-solving steps to all team members. Visual analysis of the data indicated variable improvements in systematic problem solving following presentation of feedback and checklists. Feedback and prompts, while necessary, may not be sufficient to ensure adequate adherence to problem solving.     

Beit Noam

Summary

The initiative of founding the Noam Association, an Israeli association for the prevention of domestic abuse, and Beit Noam, a live-in intervention program for abusive men, was based on the objective of combating the core of the phenomena of intimate violence. The main goals of treating the male batterers are: (1) To allow battered women andtheir children to remain in their homes and in their natural environment; (2) To treat, re-socialize and teach self-controlling skills and normative behavior to the male batterers; and (3) To stop the pattern of intimate violence from being transferred across generations. This article describes the therapy provided to batterers at Beit Noam, including two case studies, and the results of an assessment report.     

The paradox of power sharing: Participative charismatic leaders have subordinates with more instead of less need for leadership

Although charismatic and participative leaders have been noted for their positive effects on criteria such as performance, job satisfaction, and commitment, few studies have looked at the relations with subordinates' leadership needs. In this study, the relations between charismatic and participative leadership, team outcomes, and a team's need for leadership were investigated. The sample consisted of South Pacific CEOs and their top-level management teams from Fiji, Tonga, Samoa, Vanuatu, and the Solomon Islands. Results showed that charismatic leadership was related to both group-level need for leadership and positive team outcomes. However, team outcomes did not mediate the relations between leadership and a team's need for leadership. Additionally, a moderator effect was found between participative leadership and charismatic leadership in explaining a team's need for leadership, implying that teams of subordinates with participative charismatic leaders need more instead of less leadership from their CEOs.     

Klaus B: The success story of an entrepreneur - a case study

Interorganizational teams are rapidly becoming more prevalent as a means to improve organizations' responsiveness. To achieve their objective, interorganizational teams must engage in extensive amounts of boundary spanning activity. This study juxtaposed three structural variables, namely team informational diversity, team boundedness, and extrateam links, in an integrated model aimed at promoting our understanding of how to increase interorganizational team boundary spanning activity and its effectiveness. The model was tested with 49 health promotion teams. Our findings indicated that three types of boundary spanning—scouting, ambassadorial, and coordinating—were positively associated with interorganizational team effectiveness. In addition, for team informational diversity, team boundedness, and extrateam links, scouting and ambassadorial activities fully mediated their relationships with team effectiveness; for team boundedness, coordinating activity also fully mediated its relationship with team effectiveness. These findings highlight the importance of incorporating structural considerations into the management of interorganizational teams.     

Immigration and femininity in Southern Europe: A gender‐based psychosocial analysis

Despite the growing presence of female immigrants in Western countries, research on the subject highlights two important biases that hinder appropriate explanation of the migratory phenomenon and hence prevent adequate intervention. First, most of the research studies conducted so far focus on male migration; second, the macro‐social perspective has prevailed in these areas of study since socio‐economic and political aspects have taken centre stage in analyses on migratory phenomena, From a gender‐based psychosocial perspective, this study addresses the migration project of 53 women from different South American countries, the Maghreb region and Eastern Europe now living in Southern Spain. For this purpose we conducted 23 in‐depth interviews, and staged six discussion groups with the aim of elucidating to what extent gender‐based psychosocial beliefs—stereotypes, ideology and identity—determine women's migration process. Our results suggest that the main stages in the process—deciding to emigrate, itinerary for social and labour integration in the host country, and general assessment of the migration experience—are strongly influenced by psychosociological constructs which arise as a result of female gender‐typing or female profile. Copyright © 2008 John Wiley & Sons, Ltd.     

军事单位团队凝聚力的理论研究及应用

军事单位团队凝聚力是与作战效能紧密相关的因素。文章首先回顾了其理论的发展脉络,指出团队凝聚力是一个多维度的加工分类系统,继而介绍了常用的研究手段和测量方法,最后提出了应用性的建议和对未来研究的展望     

团队中信任形成的映象决策机制

有关团队管理的研究日益注重团队行为过程及其因素并聚焦团队动力机制。其中,团队中信任形成机制成为管理心理学中的前沿领域。以往研究表明,团队成员间的信任模式及其水平是高绩效工作团队的关键条件,团队中信任的形成过程受到成员的个体价值取向、人际交往能力、团队领导风格以及团队共享心理模型特征等诸多因素的影响。而团队信任形成与发展的机制,则仍然是有待深入研究的重要课题。为了进一步研究与分析团队运作机制,以映象理论为基础,采用了实验模拟方法,系统考察团队成员信任的形成过程及其关键特征,深入探索团队成员信任形成的映象决策机制。实验采用团队局域网络模拟方法和被试间因子式设计,分别设置了高目标冲突（个体目标导向）和低目标冲突（团队目标导向）等两种条件。对随机组合的20个团队进行了投资任务的实验模拟与分析,结果表明,团队成员的信任决策是一种映象决策,表现出拒绝阈限。在建立信任关系的过程中,理想映象和当前映象的加工对能力和诚信更加重视,容易导致不信任;而对善意的要求稍宽一些。团队成员在工作任务中对理想映象和当前映象之间进行相容性检验,并作出信任决策判断。在这一动态过程中,相容性知觉起着部分中介作用,形成了映象决策的机制     

Why convene rater teams: An investigation of the benefits of anticipated discussion,consensus, and rater motivation

This study explores the importance of anticipated group discussion, the consensus decision rule, and rater motivation in determining how well rater teams identify ratee behaviors, i.e., behavioral accuracy. Results, based on 382 raters in 111 teams, suggest that the anticipation of group discussion can improve behavioral accuracy, but it appears that the benefits of discussion-only teams are limited to this anticipation effect. Furthermore, it also appears that rater motivation plays an important role in this type of team. Rater teams required to reach consensus, however, appear to show improved behavioral accuracy, regardless of whether raters can anticipate the consensus discussion and regardless of rater motivation levels. Implications, especially for assessment centers, are discussed.     

科学研究的DNA共享与协作精神

DNA序列承载着生命的遗传信息,是20世纪最伟大的科学发现之一。DNA序列信息的共享是全人类的利益之所在,也可以说发展了一种新的科学精神。通过对DNA及人类基因组计划进行分析,揭示了当代科学研究的DNA精神,即共享与协作精神。科学研究的DNA,即共享与协作精神,不仅是自然科学长期发展的积淀,更是人类文明的结晶。     

Understanding the positive and negative outcomes of developmental challenges on the social psychology of female executives in top management teams

Drawing on social identity theory, this conceptual article proposes how working in a male-dominated top management team (TMT) leads to changes in the social psychology of female executives over time. Further, it simultaneously incorporates the role of various factors to develop a comprehensive understanding of positive as well as negative change experiences of female executives. Based on thorough review and integration of the relevant literature from the domains of organizational behaviour, gender management, and psychology, key themes have been extracted and a conceptual model has been proposed. It is suggested that female executives are likely to face epistemological shock after becoming a part of male-dominated TMTs; however, proactive interactions and development of their cultural toolkit is expected to polish leadership capabilities and improve leader identity in them. Conversely, challenges in developing their cultural toolkit may lead to experiences of emotional exhaustion and the eventual psychological detachment of female executives from their teams and work environment. Unlike the focus of existing literature on general social and cultural challenges faced by female workers, this research offers a unique theoretical direction regarding the essence of extensive psychological changes and their long-term prospects for females in male-dominated TMTs. Finally, it also offers practical implications for highlighting various ways to encourage proactivity and social support for creating diversity and inclusion-based leadership in organizations.