Dynamiques représentationnelles et identitaires au cours de la socialisation professionnelle de jeunes recrues LGBT

This article examines the ways in which representational and identity transformations work during the socialization in the workplace of young LGBT hires, linked to discrimination perceived in their workplace environment as well as their impact on professional goals. Working within the theoretical framework of active socialization, the study is based on the IMIS method and proposes a detailed analysis of two cases recently entering the transportation workplace. The results show that, depending on how severe the perceived discrimination is in the workplace, previous experiences of homophobia encountered in other environments and already built self-image are reactivated in different ways, leading to a more or less important reconstruction of professional and identity representations, as well as the future goals of the individual. These elements are discussed from the point of view of interactions between environments and possible interventions by valuing diversity and accompanying the integration of young hires into organizations.     

Personality pathology severity,cluster type and specific therapeutic interventions in outpatient psychotherapy

We explored the relationship between severity of personality pathology, cluster type and therapeutic interventions (psychodynamic–interpersonal [PI] and cognitive–behavioural [CB]) in 76 outpatients across two early sessions (3rd and 9th) of psychodynamic psychotherapy, while accounting for patients' baseline global symptom severity. Pretreatment personality pathology severity was assessed using the Personality Disorder Index (PDI), where DSM‐IV Axis II PD was assigned a value of 2, subclinical traits and features were assigned a 1 and absence of Axis II psychopathology was assigned a 0. Interrater reliability of personality pathology severity was excellent (ICC [1, 1]: 0.85). Interrater agreement for Cluster A (κ = 0.75), Cluster B (κ = 0.92) and Cluster C (κ = 0.70) was high. Interventions were coded with Comparative Psychotherapy Process Scale (CPPS) from videotapes, and reliability was excellent (CPPS‐PI = 0.86; CPPS‐CB = 0.78). Stepwise linear regressions indicated that therapists' focus on mood shift/topic avoidance (B = 0.29, p = .009) and future events (B = ?0.26, p = .020) predicted Axis II severity. Overall use of PI techniques and Cluster A personality disorder (CLA) were positively correlated (r = .312, p = .006). Stepwise binomial logistic regressions indicated that therapists' focus on uncomfortable feelings (B = 1.915, p = .008) and explaining rationale behind approach (B = 1.276, p =. 038) predicted CLA. All results remained significant when controlling for patients' baseline general symptomatology (Brief Symptom Inventory‐Global Severity Index [BSI‐GSI]), except for the relation between explaining rationale and CLA. Discussion highlights how using psychodynamic treatment model, therapists' focus on patient's in‐session affect expression and explaining rationale behind approach are highly relevant when working with CLA patients.     

受害者视角下职场不文明行为对组织公民行为影响的双路径机制

本文基于资源保存理论,探讨职场不文明行为对组织公民行为的影响机制及作用边界。通过问卷调查315份员工和领导的配对样本数据,结果表明：职场不文明行为负向预测组织公民行为,情绪耗竭、组织自尊中介了职场不文明行为与组织公民行为间的关系;心理韧性调节了情绪耗竭、组织自尊在二者间的中介作用。     

The Therapeutic Factors Inventory: Development of a Scale

Although Yalom's (1995) framework of the therapeutic factors facilitating outcome in group has been accepted by group specialists, no empirically based instrument assesses all of these factors. The Therapeutic Factors Inventory (TFI), with 11 scales based on the therapeutic factors, has been designed to fill this gap. This article summarizes the development and preliminary reliability testing of the TFI. Each scale of the instrument demonstrated high internal consistency; however, one scale obtained unacceptably low test-retest reliability. Further validity testing is needed. Implications of these findings are discussed.     

Is Workplace Harassment Hazardous to Your Health?

We examined cross-sectional and lagged effects of sexual harassment (SH) and generalized workplace harassment (GWH) on incidence of self-reported illness, injury, or assault in a sample of over 1,500 university employees. SH and GWH, but not other job stressors, were related to increased odds of illness, injury, or assault. This was true when SH, GWH, and illness, injury, or assault were measured at the same time point, as well as when SH and GWH were measured in year prior to illness, injury, or assault.The data presented here are part of an ongoing longitudinal study of workplace harassment conducted at the Department of Psychiatry of the University of Illinois at Chicago. This research was supported by the National Institute on Alcohol Abuse and Alcoholism (grants AA09989 and AA13332). Portions of this paper were presented at the annual meeting of the Society for Industrial and Organizational Psychology, April 2004, Chicago, Illinois. The data were collected by the Survey Research Laboratory at the University of Illinois at Chicago.     

Parent Perspectives on Family Involvement in Therapeutic Foster Care

There has been an increasing focus on family involvement in the treatment of children with serious emotional disorders, but it has received only limited attention in relation to out-of-home placements. I present the findings from a qualitative study of family involvement from the perspectives of parents whose children were placed in therapeutic foster care (TFC). Parents' perspectives on their involvement in placement decisions, relationships with professionals and TFC providers, practices related to family involvement, barriers to involvement, and strategies to enhance family involvement are described. Parents of children in TFC wanted to have contact with their children and to participate in decision making. They described relationships and practices that contributed to their involvement.     

Is It Lonely at the Top? An Empirical Study of Managers’ and Nonmanagers’ Loneliness in Organizations

Loneliness is often assumed to be an occupational hazard for senior-ranked members of an organization. However, most of what researchers hear about being "lonely at the top" is anecdote. This article provides empirical evidence from three separate studies assessing loneliness in managers and nonmanagers. Across all three studies, loneliness did not differ by managerial status. Managers were no more or less lonely than their nonmanager counterparts. This suggests that factors beyond seniority may be contributing to loneliness in organizational settings. Ideas for future research are discussed.     

Conceptualizing and Measuring Global Interpersonal Mistrust-Trust

Abstract

Global interpersonal mistrust is conceptualized as a general mistrust of the motives of others in situations related to one's well-being: a general tendency to view others as mean, selfish, malevolent, or unreliable people who are, thus, not to be depended on to treat one well. The authors developed an 18-item unidimensional self-report inventory measuring interpersonal mistrust as a negative cognitive orientation toward others. The measure comprises items describing perceptions of specific hypothetical interpersonal situations rather than items asking respondents to describe their own general behavior. The measure was reliable and evidenced construct validity in a heterogeneous sample of Australians.     

The multi-factor structure of the Brief Self-Control Scale: Discriminant validity of restraint and impulsivity

The Brief Self-Control Scale (BSCS; Tangney, Baumeister, & Boone, 2004) was developed to assess dispositional self-control as it is conceptualized by contemporary theoretical perspectives; however, concerns regarding its unidimensionality and validity remain. This article addresses these concerns using three samples to define, confirm and test a multi-factor version of the BSCS. Results of Study 1 (n = 909) identified two factors of the BSCS: restraint and impulsivity. Results of Study 2 (n = 364) confirmed that the 2-factor structure fit the data well and performed better than 1-factor structures. Finally, results from Study 3 (n = 175) demonstrated the utility of the multi-factor BSCS in predicting self-reported affective and behavioral outcomes. Implications for research and theoretical development are discussed.