Counseling psychology trainees' social justice interest and commitment

Scholars within the field of counseling psychology have for some time now articulated eloquent and compelling calls for attending to social justice in the social sciences. To date, counseling psychologists have been at the forefront of addressing social justice issues in research, practice, and professional development. The present study advances empirical perspectives on social justice by testing the external validity of M. J. Miller et al.'s (2009) social-cognitive model of social justice interest and commitment in a sample of 229 doctoral trainees in counseling psychology. Present findings support the ability of the model to explain, in part, counseling psychology trainees' social justice interest and commitment. In addition, the present study provides novel findings that demonstrate the direct and indirect ways in which program training environment and personal moral imperative relate to social justice interest and commitment. Study limitations, future directions for research, and implications for training are discussed.     

The meaning of work for South African women: A phenomenological study

This study sought to gain an in-depth understanding of the meaning that women attribute to their work in the South African context. The six women informants were 27–32 years old, all with tertiary education, in senior positions, without children. Data on the meaning of work for South African women were collected using semi-structured interviews. Findings indicate that the meaning of work for South African women changes when they experience work autonomy. Working women also report having a sense of identity and self-worth, meeting instrumental needs, achieving social relatedness, and being of service to others. The meaning of work also comes from intrinsic satisfaction, a sense of power and authority.     

The Dimensionality of Contextual and Citizenship Performance in Military Recruits: Support for Nine Dimensions Using Self-, Peer,and Supervisor Ratings

Organizational Citizenship Behavior and Contextual Performance make up a domain that can be referred to as Contextual and Citizenship Performance (CCP). CCP is essential to assess and promote in military and civilian organizations because it defines the “good soldier” prototype. Unfortunately, extant research has led to confusion as to whether CCP consists of one, two, three, six, or nine dimensions. We shed new light on the composition of CCP by evaluating one-, two-, three-, six-, and nine-dimensional theoretical models using supervisor, self-, and peer ratings of military recruits undergoing basic training. We employed Relative Percentile Method ratings to improve distinctions among ratees when the level of CCP is high. Contrary to much recent literature, our results supported a nine-dimensional theoretical model in all three rating sources. Thus, conceptualizing, assessing and promoting the proverbial “good soldier” may require a more highly nuanced perspective of CCP than is generally acknowledged.     

Comparing Fathers' Physical and Toy Play and Links to Child Behaviour: An Exploratory Study

Increasing amounts of research show that fathers' involvement in children's lives contributes to the child's social, emotional and cognitive development; however, much of the evidence comes from fathers' caregiving and object play. This exploratory study compared the characteristics of 24 Australian fathers' play in two contexts – toy play and physical play – and examined the association of these play contexts with children's development. Correlational analyses revealed few conceptual similarities between toy play and physical play (rough‐and‐tumble). Rough‐and‐tumble quality was associated with children's emotional and behavioural functioning and self‐regulation, while intrusiveness in toy play related only to self‐regulation. The findings are discussed in terms of widening the conceptual and methodological reach of fathering measures in order to better capture the range of fathers' parenting behaviours and to be able to determine mechanisms of influence. Copyright © 2016 John Wiley & Sons, Ltd.     

Hormonal,anthropometrical, and behavioral correlates of physical aggression in !Kung San men of Namibia

Differences in physical aggression among 114 male !Kung San (bushmen) from Namibia were investigated with regard to sex hormone levels, body dimensions, consumption of alcohol, and degree of acculturation. Subjects were classified from injuries resulting from prior conflicts with mutual physical aggression between the opponents as either violent or nonviolent. The comparison of mean sex hormone values (total serum testosterone, T_ser; serum 5α-dihydrotestosterone, DHT; serum estradiol 17β, E₂; “free,” non-SHBG-bound salivary testosterone, T_sal) and hormone ratios (T_sal/T_ser; DHT/T_ser) did not yield any significant differences between the violent and nonviolent group. However, correlation coefficients of sex hormone levels with the frequency of violent behavior within the group of physically aggressive San men were significantly positive for DHT, T_sal, and T_sal/T_ser (P < .05) while T_ser, E₂, and DHT/T_ser showed only weak positive correlations. Moreover, the violent men exhibit higher mean values in certain measures of physical robustness which may point to a possible pathway of indirect androgen action on human aggression. When the probands were classified according to their drinking habits, usually abstinent men had shown significantly less violent behavior in the past than men who habitually consume alcohol.     

Scaling the information processing demands of occupations

The purpose of this study was to provide additional validity evidence for a model of person–environment fit based on polychronicity, stimulus load, and information processing capacities. In this line of research the confluence of polychronicity and information processing (e.g., the ability of individuals to process stimuli from the environment along five dimensions of information load, interpersonal load, change load, time structure, and activity structure) is applied to the occupational environment. Using magnitude estimation scaling, college students in the United States and Portugal rated 42 occupations across five information processing demand characteristics. Results indicated that occupations could be differentiated by the information load conditions, thus producing a profile of information processing demand characteristics unique to each of the occupations tested. Additional findings provided evidence for the validity of the scaled occupational values; ratings differed reliably across Holland categories, were fairly consistent across the two cultural groups, and showed expected relationships with salary and educational level.     

Functional communication training to replace challenging behaviors across two behavioral outcomes

The purpose of the present study was to demonstrate the effectiveness of an intervention that included extinction and functional communication training for the reduction of multiply controlled, self‐injurious, and aggressive behaviors in a boy with autism, in a school setting. Analysis of behavioral antecedents and consequences suggested that self‐injury and aggression served the dual behavioral outcomes of escape from difficult tasks, and access to preferred objects. Treatment consisted of teaching the boy an alternate request, while challenging behaviors were concurrently placed on extinction. Acquisition of the alternate requests was associated with a decrease to zero levels of self‐injury and aggression across the two behavioral outcomes, which was maintained when a 5 second delay was implemented. Results indicate that challenging behaviors with different behavioral outcomes can be replaced with functionally equivalent communication. Copyright © 2000 John Wiley & Sons, Ltd.     

Designing Selection Systems for Medicine: The importance of balancing predictive and political validity in high‐stakes selection contexts

Selection into medical education and training is a high‐stakes process. A key unanswered issue is the effectiveness of measuring noncognitive predictors via both low‐fidelity and high‐fidelity selection approaches in this high‐stakes context. We review studies investigating the effectiveness of multiple selection instruments in terms of predictive validity, incremental validity, and applicant reactions in both entry‐level and advanced‐level medical selection. Our results show that the situational judgment test (SJT) is the best single predictor of performance, operationalized in multiple ways. In addition, the low‐fidelity SJT has incremental predictive power over cognitively oriented tests, and high‐fidelity assessment center (AC) exercises add incremental validity over the low‐fidelity (and less costly) selection methods. Concerning applicant reactions, results show that overall, the selection system is positively received. However, the method with the highest predictive validity – the SJT – received comparatively lower face validity ratings which may present a ‘justice dilemma’ for employers. Furthermore, various other stakeholders have a political interest in the selection methods used (e.g., government, the regulators and trade unions).