Therapists' positive emotions in‐session: Why they happen and what they are good for

Aim: The therapist's feelings play a remarkable role in contemporary models of psychotherapy. However, these models are biased towards negative feelings. The present study explores therapists' personal experience with positive emotion in‐session. Method: A grounded theory analysis was conducted of interviews with 26 Brazilian psychotherapists. Results: Clinicians derive positive affect from the client's input in treatment, from their own input, and from the personal relationship with the client. Therapist positive emotion adds to the material that can be worked on in‐session by providing interpersonal events in the relationship with the client. It can improve therapist input in treatment by increasing in‐session awareness, resourcefulness and daring and by cuing efforts for professional development. It enhances involvement in the relationship with the client by prompting compassion and closeness in the dyad. Its effects may spill over and contribute to the therapist's personal thriving. Discussion: These results are discussed in light of what positive psychology can add to current work on therapist effects in the treatment process.     

A Career Developmental Perspective on the Therapeutic Alliance: Implications for Counseling

This review explores the role played by childhood emotional maltreatment (CEM) in selecting a career in the field of mental health and the potential positive and deleterious effects of these career‐choice motives on the therapeutic alliance. The reviewed findings support the assumption that CEM may serve as a precursor for career choice of professions in the mental health field. Implications are suggested for the counselor/therapist–client relationship, also known as the therapeutic alliance, as well as for career counseling.     

Therapeutic activities and the assimilation model: A preliminary exploratory study on the Insight stage

The assimilation model describes the process of change assuming that the self is enriched when there is a dialogue between nondominant voices or problematic experiences and the dominant voices. This dialogue is best seen in the Insight stage. The aim of this paper is to study the Insight stage during the assimilation process in relation to the main therapeutic activities performed by the therapist. All the Insights from the assimilation process of a patient, María, were analysed. In assimilation terms, María could be described through the nondominant voices of “dizziness,” “tiredness,” and “inability to cope with daily demands,” and through the dominant voices of “control,” “overcome and solve,” and “why something is happening.” María showed a successful assimilation of her problematic experiences. The therapeutic context was the Linguistic Therapy of Evaluation (LTE), a kind of cognitive therapy based on the theory of General Semantics. María was considered a good outcome case in the LTE sample. Results showed that there were some general therapeutic activities related to these Insights. A high percentage of activities pointed to one of the main issues of LTE: the development of an extensional orientation. At the same time, some of these activities were related to María’s voices. Results are discussed in relation to the relevance of the development of an extensional orientation for the assimilation process; how voices are recognized or challenged in therapy, and to the importance of considering relationship issues during the assimilation process.     

Clinical applications of Matte Blanco's thinking

Ignacio Matte Blanco (1908–1995) left very few specific indications about the applications of his theoretical notions to his interpretative style. The author shows how he uses Matte Blanco to formulate some of his own interpretations. The first part of the paper uses clinical vignettes to illustrate some of Matte‐Blanco's concepts. Their theoretical vocabulary is thus made explicit. Then two psychoanalytic sessions are discussed at greater length, together with one from a therapy, so that the use of Matte‐Blanco's notions can be seen clearly, allowing for a fresh perspective on areas of psychoanalytic theory, particularly dreams, psychopathology viewed according to the proportions of asymmetrical and symmetrical functioning in the patient's bi‐logical mental system, the multidimensionality of the unconscious, the structural unconscious, the emotion‐thought relationship, projective identification, resistance, and negative therapeutic reaction. The practical consequences of all this are elaborated, particularly the ensuing possibility of ‘thinking with the patient' in the session. This enables the patient to introject a form of mental functioning in which the asymmetrical mode is not invaded by the symmetric mode (a parallel can be seen here with the Bionian concept of dialogue between the psychotic and non‐psychotic parts of the mind).     

Assessing Workplace Emotional Intelligence: Development and Validation of an Ability-based Measure

Existing measures of Emotional Intelligence (EI), defined as the ability to perceive, understand, and manage emotions for productive purposes, have displayed limitations in predicting workplace outcomes, likely in part because they do not target this context. Such considerations led to the development of an ability EI measure with work-related scenarios in which respondents infer the likely emotions (perception) and combinations of emotion (understanding) that would occur to protagonists while rating the effectiveness of ways of responding (management). Study 1 (n = 290 undergraduates) used item-total correlations to select scenarios from a larger pool and Study 2 (n = 578) reduced the measure—termed the NEAT—to 30 scenarios on the basis of structural equation modeling. Study 3 (n = 96) then showed that the NEAT had expected correlations with personality and cognitive ability and Study 4 (n = 85) demonstrated convergent validity with other ability EI measures. Last, study 5 (n = 91) established that the NEAT had predictive validity with respect to job satisfaction, job stress, and job performance. The findings affirm the importance of EI in the workplace in the context of a valid new instrument for assessing relevant skills.     

Perception Differences in Ambiguous Forms of Workplace Sexual Harassment: A Comparison between the United States and Turkey

Certain social–sexual behaviors that could be potentially encountered in workplaces are ambiguous in nature and perceiving them as sexual harassment can depend on the culture. With an aim to delineate the overlap and distinctions of sexual harassment perceptions of such behaviors across samples of women university students from Turkey (TR, N = 215) and the United States (US, N = 209), measurement invariance and latent mean differences in perceiving three ambiguous forms; sexist hostility, sexual hostility, and insinuation-of-interest, were examined. It was hypothesized that the US sample would perceive sexist hostility more sexually harassing as sexist workplace discriminatory practices are emphasized as a form of sexual harassment, and that the TR sample would perceive sexual hostility and insinuation-of-interest as more sexually harassing as women in TR operate in a conservative context. Despite similarities in rank ordering, US participants perceived sexist hostility more sexually harassing; insinuation-of-interest and sexual hostility less sexually harassing than Turkish participants, supporting all three hypotheses. There are implications of differing perceptions across cultures for organizations in terms of disseminating awareness via training programs about the forms of sexual harassment (SH) in a local context and for taking account of local findings in shaping the labor code of countries in relation to SH.     

Le rôle modérateur du harcèlement environnemental au travail dans la relation entre l’attachement au lieu de travail et le soutien organisationnel perçu. Étude auprès d’un échantillon féminin

This article examines the effect of environmental harassment at work in the relationship between attachment to the workplace and perceived organizational support. A survey was conducted via a questionnaire with 304 employees in different professional sectors (commerce, healthcare, teaching, administration) in the public or private sector. Analyses show that (a) attachment to the workplace and environmental harassment at work are strongly associated with perceived organizational support, the former positively and the latter negatively, and (b) two dimensions of environmental harassment at work, namely manipulation of the work environment and manipulation of the personal space, moderate the relationship between attachment to place and perceived organizational support, reducing the effect of this relationship. The practical implications of the research are discussed.