The Effect of Demographic Variables on Client Attachment Patterns to Clinical Social Workers

Abstract

Client attachment to therapist is a new topic in the field of clinical social work. Using attachment theory, this study examined the relationship between three types of client attachment to therapist (secure, avoidant-fearful, and preoccupied) and the following variables: marital status, age of participant, and gender of the social worker, among a sample of 174 mental health clients. The results showed that there is a significant relationship between a secure pattern and gender of the social worker. In addition, they showed a significant relationship between avoidant-fearful and preoccupied patterns and the marital status of the participants. Furthermore, the results indicated a significant relationship between a preoccupied pattern and the age of the participants. The findings of the current study have implications for the field of clinical social work in Kuwait.     

The American Reincarnation of the Superfluous Experience

Abstract

The superfluous man became a prominent literary figure in Russia during the 19th century. This article makes a comparison of the superfluous experience to the “celebutante” phenomenon, as reflected in the media. It also includes a discussion on the impact that the celebutante influence may have on the dreams, values and meaning-making experience of members of Generation Y. A values clarification exercise is included.     

Using Themes from Mystical Traditions to Enhance Self-Acceptance in Life Review Groups

ABSTRACT

This article presents a model in which facilitators of life review groups can enhance the self-acceptance of members troubled by memories that seem to confirm their self-as-failed. By incorporating into the group's agenda discussions based on readings from religious mystical traditions East and West, the themes of True-Self, Mystical Night, and Engaged Detachment can move reviewers to own their past, celebrate it as gift, and feel purposeful about their future.     

工作要求-资源模型新视角——基于心理社会安全氛围的分析

心理社会安全氛围(Psychosocial safety climate,简称PSC)指员工对组织是否重视员工工作过程中与心理健康和安全相关的政策、规程和行为实践的共同感知和看法.回顾相关研究,对PSC的理论建构、测量方法、效度验证及PSC在工作要求-资源模型(Job Demand-Resource Model,简称JD-R模型)中的作用机制等进行了系统梳理.在此基础上,总结JD-R模型完善的理论贡献与管理启示,并提出PSC理论与测量工具完善、工作要求与工作资源层次匹配、考虑组织外及个人因素、开展本土化研究等未来研究方向.     

Gender Differences in the Association of Intimate Partner Violence and Relationship Values among College Students

Although research has indicated that cognitions and situational factors play a role in relationship satisfaction and aggression, few studies have investigated the association between intimate partner violence (IPV) and relationship values. We addressed this gap by measuring college students’ perpetration of and victimization by four types of IPV; namely, physical violence, sexual violence, threats, and psychological aggression over the past year. One-way ANOVAs and multiple regression analyses were used to measure the association between IPV and the endorsement of relationship values. The results suggest that past IPV perpetration and victimization correlated with the current endorsement of relationship values for males more than females. In general, male perpetrators rated relationship values such as security, investment, others’ approval, and daily conflict as less important than non-perpetrators. Although male victimization explained significant variance in security, investment, and others’ approval, the results were somewhat mixed as to whether victimization related to higher or lower ratings of relationship values, with the majority of the results suggesting an inverse correlation between relationship value endorsement and IPV experience. Future research can investigate mediating factors in the relationship between IPV and relationship value endorsement, as well as look at how IPV and relationship values influence decisions concerning relationship maintenance.     

Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.     

Keep the fire burning: Reciprocal gains of basic need satisfaction,intrinsic motivation and innovative work behaviour

Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn affects basic need satisfaction as measured the next day (i.e., a reciprocal relationship). The current study used a longitudinal design comprising a 6-day period and relied on multi-source data from 76 students in industrial product design and electronic engineering who participated in an innovation boot camp. In general, results provided support for the mediating role of intrinsic motivation in the relationship between basic need satisfaction and IWB, as well as the reciprocal relationship between basic need satisfaction and IWB.     

The relationship between productive and counterproductive work behaviour across four European countries

Research suggesting a similar but different relationship between Organizational Citizenship Behaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al., 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185), and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice, and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a nonbipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a nonbipolar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups.     

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006 Carstensen, L. L. 2006. The influence of a sense of time on human development. Science, 312: 1913–1915. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.