Association Between Hypnotizability,Perceived Self‐Efficacy,and Provider Contact in a Healthy College Student Sample: An Analogue Adherence Study1

This study examines the relationship between hypnotizability, perceived self‐efficacy, provider contact, and participants' ability to complete an analogue task modeled after HIV medication schedules. Participants (n=74) completed the Hypnotic Induction Profile, received instructions designed to manipulate their perceptions of self‐efficacy, and assigned to provider contact conditions (high vs. low). Participants were given jellybeans, a schedule for consuming them, and report logs. A main effect for susceptibility was found, such that participants rated high in susceptibility were more successful in following the schedule than those low in susceptibility. This is consistent with previous research that found initial positive responses to therapeutic interventions among highly hypnotizable psychiatric patients. Suggestions for modifying adherence interventions depending on level of hypnotizability.     

Sexual Identity Management Strategies: An Exploration of Antecedents and Consequences

Unlike many minority members, lesbian and gay employees often make conscious decisions about revealing their minority status at work. Past research suggests that lesbian and gay employees utilize different strategies (i.e., counterfeiting, avoidance, integrating) to manage a stigmatized sexual identity. This study explored the relationship between each strategy and predicted antecedents (i.e., sexual identity achievement, perceived organizational climate) and consequences (i.e., open group process). Results demonstrated that lesbian and gay employees are more likely to adopt an integrating strategy when they have higher sexual identity achievement and perceive an affirming organizational climate. Open group process was found to have a negative relationship with avoidance. A significant positive relationship was found between counterfeiting and open group process, suggesting that maintaining a false identity may facilitate some work group interactions. Implications for work group relationships and future research are discussed.