In a no-win situation: The employment–health dilemma

Work and organizational psychology (WOP) research has to date mostly focused on people privileged to have the choice between several attractive job options and less on people who are restricted in their job choice (e.g., due to their qualification or personal contingencies) and have to choose from fewer and often less-than-optimal jobs. Often, the jobs available to the latter are characterized by precarious employment and hazardous working conditions which can put them in the difficult situation of having to choose between a health-threatening job and possible unemployment. Building on interdisciplinary literature, we propose the employment–health dilemma (E-H dilemma) as a framework for analyzing this intrapersonal conflict of having to choose between employment (incurring health threats) and health (incurring economic threats) and discuss potential antecedents and consequences of the E-H dilemma at the societal, organizational, and individual level. We outline the implications of the E-H dilemma and make a case for examining the full spectrum of job choice situations in WOP research. In doing so, we demonstrate what WOP can gain by embracing a more inclusive and multidisciplinary approach: uncovering processes in their entirety (e.g., job choice decisions of all people) and strengthening the role and legitimacy of WOP in society.     

青少年早期网络欺凌/受欺凌对睡眠质量的影响：社交焦虑和抑郁情绪的链式中介作用

基于压力认知失眠模型,采用网络欺凌/受欺凌问卷、青少年社交焦虑问卷、流调中心抑郁问卷和匹兹堡睡眠质量指数问卷,对582名中小学生进行三次追踪测查,每次间隔半年,并运用结构方程模型考察社交焦虑和抑郁情绪在网络欺凌/受欺凌对睡眠质量的影响的中介作用及其性别差异。结果表明：(1)社交焦虑和抑郁情绪在网络欺凌/受欺凌影响睡眠质量的路径中均起到链式中介作用;(2)网络欺凌/受欺凌影响睡眠质量的链式中介模型存在性别差异。这启示要改善网络欺凌者与受欺凌者的睡眠质量,应关注网络欺凌给他们带来的情绪困扰,只有从根本上解决其情绪问题,才能最终有效促进其睡眠质量。     

童年期友谊质量与孤独感的纵向发展关系:应对方式的共变作用分析

为了揭示童年期友谊质量与孤独感的纵向发展关系,以771名小学3、4年级学生为对象,采用友谊质量问卷、孤独感问卷和应对方式问卷进行了为期2年的纵向追踪。结果表明：(1)在纵向发展上,童年期儿童的友谊质量无法持续稳定地预测孤独感的纵向发展,但孤独感可以持续显著预测友谊质量的发展;(2)童年期儿童的应对方式既可以显著预测友谊质量的纵向发展,也可以显著预测孤独感的纵向发展。结论：在纵向发展上,童年期儿童的友谊质量与孤独感呈共同变化关系,两者的发展轨迹均受第三因素——应对方式发展的影响。     

Application of a Quality Improvement Process to Evaluate Self-Directed Therapy for Patients on a Waitlist in an Outpatient Anxiety Disorders Specialty Clinic

The demand for psychological services in the United States is higher than the available supply of qualified mental health professionals. As a result, there is a substantial need for low-cost interventions that are more accessible and amenable to scale-up independent of the availability of clinicians. Previous studies have found that self-directed bibliotherapy can be an effective intervention with minimal therapist contact. Using the Plan-Do-Study-Act (PDSA) improvement process framework, we implemented self-directed therapy in our outpatient anxiety disorders specialty clinic. We identified four self-directed therapy resources (two books and two smartphone apps) based on cognitive behavioral or acceptance and mindfulness principles. We conducted initial 30-minute billable bibliotherapy consultations with six patients on our waitlist, where we provided the rationale for self-guided treatment, introduced the four resources, helped the patient identify one resource to use, and answered any questions. Eight weeks later, we met with five of these patients for a second billable 30-minute consultation (one had already started individual therapy) and gathered information regarding feasibility and acceptability of these resources as well as helped the patient make continued or better use of the resource until beginning therapy. This case series suggests that self-directed interventions can be effectively implemented in this manner, though with mixed outcomes and effects on patients and their course of care. We describe improvements we intend to implement in future iterations of self-directed therapy.     

Continuous assessment of Peter Senge's learning organization model for improving the quality of Christian higher education in Indonesia

This paper briefly discusses Peter Senge's Continuous Assessment Learning Organization Model for Quality Improvement, and describes how it is implemented in improving the quality of education by Christian Religious Colleges in Indonesia. The main conclusion of this paper is that Christian Religious Colleges in Indonesia must develop an organizational culture where continuous assessment for quality improvement is part of everyday practice in schools. To achieve this, it is proposed that schools should become learning communities based on Peter Senge's Learning Organization model. While this paper is not based on research, the main implication is that every school should seek creative ways to implement Peter Senge's Continuous Assessment Learning Organization Model for Quality Improvement according to its culture and spirituality. A second implication is a Christian learning organization should be a prayer-defined organization. Every activity, every decision should be informed by prayer and be done in prayer, seeking the will of God, his approval, and his glory. Prayer should play a key role in any assessment. This conceptual paper is original as it explores the fit of applying Peter Senge's Continuous Assessment Learning Organization Model with seeking the will of God, his approval, and his glory for quality improvement in Christian Religious Colleges in Indonesia.     

A tribute to Howard Rachlin and his two-parameter discounting model: Reliable and flexible model fitting

Delay discounting reflects the rate at which a reward loses its subjective value as a function of delay to that reward. Many models have been proposed to measure delay discounting, and many comparisons have been made among these models. We highlight the two-parameter delay discounting model popularized by Howard Rachlin by demonstrating two key practical features of the Rachlin model. The first feature is flexibility; the Rachlin model fits empirical discounting data closely. Second, when compared with other available two-parameter discounting models, the Rachlin model has the advantage that unique best estimates for parameters are easy to obtain across a wide variety of potential discounting patterns. We focus this work on this second feature in the context of maximum likelihood, showing the relative ease with which the Rachlin model can be utilized compared with the extreme care that must be used with other models for discounting data, focusing on two illustrative cases that pass checks for data validity. Both of these features are demonstrated via a reanalysis of discounting data the authors have previously used for model selection purposes.     

Choice dynamics in concurrent ratio schedules of reinforcement

The generalized matching law predicts performance on concurrent schedules when variable-interval schedules are programmed but is trivially applicable when independent ratio schedules are used. Responding usually is exclusive to the schedule with the lowest response requirement. Determining a method to program concurrent ratio schedules such that matching analyses can be usefully employed would extend the generality of matching research and lead to new avenues of research. In the present experiments, ratio schedules were programmed dependently such that responses to either of the two options progressed the requirement on both schedules. Responding is not exclusive because the probability of reinforcement increases on both schedules as responses are allocated to either schedule. In Experiment 1, performance on concurrent variable-ratio schedules was assessed, and reinforcer ratios were varied across conditions to investigate changes in sensitivity. Additionally, the length of a changeover delay was manipulated. In Experiment 2, performance was compared under concurrently available, dependently programmed variable-ratio and fixed-ratio schedules. Performance was well described by the generalized matching law. Increases in the changeover delay decreased sensitivity, whereas sensitivity was higher when variable-ratio schedules were employed, compared with fixed-ratio schedules. Concurrent ratio schedules can be a viable approach to studying functional differences between ratio and interval schedules.     

Can I leave my hat on? A cross-level study of multiple team membership role separation

This article conceptualizes role separation in multiple team membership (MTM) (i.e., the extent to which a multiteamer's role within a focal team is different from his/her role in another team) as a key predictor of individual and team outcomes. Existing literature on MTM focuses primarily on the total number of concurrent teams that an individual contributes to, and thus largely ignores the potential diversity that may characterize MTM. In Study 1, we develop and validate a measure of MTM role separation that reflects differences in (a) expected work results; (b) team collaboration; (c) leader expectations; and (d) client and/or customer characteristics. In Study 2, we use field data to examine the cross-level implications of MTM role separation. As expected, we find that MTM role separation is positively related to a multiteamer's role ambiguity within a focal team and, by extension, harms the performance of the entire focal team. This indirect relationship is not observed when a focal team's teamwork quality (TWQ) is high. We discuss how these findings advance our understanding of the multifaceted and multi-level nature of MTM and help multiteamers, team leaders, and organizations deal with MTM's challenges.