Mood and memories of parental rearing styles: A comparison of mood effects on questionnaire-cued and free recall of autobiographical memories

The relationship between memories of childhood experiences (e.g., adverse parenting) and adult depression often found raises questions of interpretation. On the one hand, both laboratory studies and clinicians' experiences suggest that subjects in a depressed mood frequently show a negative bias in perceptions and memories. Negative childhood memories in depressed persons might, therefore, be interpreted as epiphenomena of depressed mood instead of etiological factors. On the other hand, memories of childhood experiences seem remarkably stable across changes in depressed mood, especially when memories are elicited by means of standardized questionnaires. In the mood and memory literature several explanations for this stability are offered. For one thing, highly structured cues to elicit memories (such as in questionnaires) are hypothesized to be less susceptible to mood bias than unstructured memory cues (such as in free recall procedures). On the other hand, resource allocation theorists suggest that childhood memories, being well established and rehearsed, are relatively impervious to mood bias no matter how they are elicited. In this study we examined whether different methods of eliciting childhood memories (i.e., free recall and questionnaire-cued) are differentially susceptible to mood bias. To this aim, we used a mood induction procedure to induce depressed, neutral, and elated mood and assessed childhood memories both before and after the mood induction using both questionnaires and free recall to elicit memories. Results suggested that memories elicited by means of free recall as well as by means of questionnaire-cued recall were susceptible to depressed and elated mood bias. The implications for research addressing the link between childhood experiences and depression are discussed.     

Work-family spillover of daily positive affect onto performance: The moderating role of domain identity salience

IntroductionA number of linking mechanisms between work and family domains have been studied, but one key mechanism has received little attention: the cross-domain influence of positive affect on performance.ObjectiveThis study examines the work-family spillover of positive affect at work onto performance in the family and, inversely, of positive affect in the family onto performance at work. Drawing upon the work-family enrichment theory (Greenhaus & Powell, 2006), we hypothesized that work and family identity salience moderate the work-to-family and family-to-work relationships between originating domain positive affect and receiving domain performance.MethodA sample of 124 Canadian workers completed a pre-diary survey and daily surveys during 10 consecutive days.ResultsMultilevel analyses showed an effect of daily positive affect in the family on daily performance at work, but no significant effect of daily positive affect at work on daily performance in the family. Furthermore, family identity salience facilitated the work-to-family and family-to-work spillover, whereas work identity salience had no significant moderating effect.ConclusionThe results extend the happy-productive worker thesis to the work-family interface by highlighting that positive affect contextualized in the family is related to performance at work.     

La balance optimisme/pessimisme : détermination des styles d’expectations envers le futur en se basant sur la bidimensionnalité du Life Orientation Test–Revised

IntroductionSince the 1980s, two major conceptions of the representation of optimism and pessimism have been disputed: a unidimensional structure and a bidimensional structure.ObjectiveThe bidimensional properties of the LOT-R in French are further explored in order to determine the styles of expectations towards the future according to the levels of optimism and pessimism.MethodA study carried out on a sample of 913 adults from France (72.7% women, M = 41.14 years) proposes (1) to analyze the factorial structure of the instrument, the relationship between the two constructs as well as their separability, (2) to explore the styles of expectations according to the levels of positive and negative expectations by latent profile analysis, (3) to study the influence of socio-demographic factors (age, sex, socio-professional category) on cognitive expectations about the future.ResultsThe confirmatory factor analyzes establish the replicability of the bidimensional latent structure of the instrument across age and gender groups, with the separability between the two constructs increasing with advancing age. The latent profile analysis supports the existence of three styles of expectations towards the future within the sample: the optimistic style, the mixed style and the pessimistic style. The MIMIC model demonstrates that increasing age and socio-professional category are determinants of levels of optimism and pessimism as well as of expectation styles.ConclusionThis research makes it possible to use the styles of expectations towards the future which empirically models the balance between the levels of optimism and pessimism.     

The asymptotic posterior normality of the latent trait in an IRT model

It has long been part of the item response theory (IRT) folklore that under the usual empirical Bayes unidimensional IRT modeling approach, the posterior distribution of examinee ability given test response is approximately normal for a long test. Under very general and nonrestrictive nonparametric assumptions, we make this claim rigorous for a broad class of latent models.This research was partially supported by Office of Naval Research Cognitive and Neural Sciences Grant N0014-J-90-1940, 442-1548, National Science Foundation Mathematics Grant NSF-DMS-91-01436, and the National Center for Supercomputing Applications. We wish to thank Kumar Joag-dev and Zhiliang Ying for enlightening suggestions concerning the proof of the basic result.The authors wish to thank Kumar Joag-Dev, Brian Junker, Bert Green, Paul Holland, Robert Mislevy, and especially Zhiliang Ying for their useful comments and discussions.     

Effects of Different Telephone Intervention Styles with Suicidal Callers at Two Suicide Prevention Centers: An Empirical Investigation

To determine the relative effectiveness of telephone intervention styles with suicidal callers, researchers listened unobtrusively to 617 calls by suicidal persons at two suicide prevention centers and categorized all 66,953 responses by the 110 volunteer helpers according to a reliable 20-category checklist. Outcome measures showed observer evaluations of decreased depressive mood from the beginning to the end in 14% of calls, decreased suicidal urgency ratings from the beginning to the end in 27% of calls, and reaching a contract in 68% of calls, of which 54% of contracts were upheld according to follow-up data. Within the context of relatively directive interventions, a greater proportion of Rogerian nondirective responses was related to significantly more decreases in depression. Reduction in urgency and reaching a contract were related to greater use of Rogerian response categories only with nonchronic callers.     

“Not with me you don't”: A story of narrative practice and dissociative disorder

This paper discusses issues relating to therapeutic practice based upon the narrative metaphor. A case of someone suffering the effects of Dissociative Identity disorder is used to illustrate the difficulties that clients can experience with the “expert” knowledge conception of therapy. The value of the “respectful” and “non-expert” emphasis of Narrative Practice emerges even when the therapist believes that he or she lacks expertise in the client's apparent “condition.” Three themes emanating from the case form the basis for the discussion: the client's experience of being recruited into accepting the diagnostic label of Dissociative Identity Disorder; the effects of being forced to accept a contract to eliminate self-abusive behaviour; and the therapist's dealing with a gun in the therapy room.     

Être lesbienne,gay ou bisexuel·le dans une organisation française : le rôle des micro-agressions homonégatives et l’effet médiateur du climat de diversité sexuelle dans le choix de dévoiler ou dissimuler son orientation sexuelle

Lesbians, gays and bisexuals (LGB) can use an array of strategies to reveal or conceal their sexual orientation in the workplace. The purpose of this study is to explore the relationships between perceived homonegative microaggressions in the workplace and those strategies, as well as the mediating effect of LGB-supportive climate in those relationships. A sample of 135 LGB employees has replied to an online questionnaire dealing with these variables. The data were treated through simple linear regressions and the structural equation modelling method. Results highlighted that the effect of microaggressions on sexual identity management in the workplace was mediated by the LGB-supportive climate. There was also a direct and positive relationship between microaggressions and the revealing strategy. Results are discussed in light of the existing literature on the topic. Perspectives at systemic and individual levels to support an LGB-supportive climate and to reduce discrimination experienced by LGB employees are suggested.     

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.     

Doing it for the team: Soccer coaches' identity leadership predicts players' effort,turnover intentions,and performance

ObjectivesThe present research investigates how coaches' identity leadership predicts individual and team outcomes in soccer. Specifically, we tested hypotheses that coaches' identity leadership would be associated with players' perceptions of (a) higher team effort, (b) lower turnover intentions, (c) better individual performance, and (d) better team performance. In addition, we aimed to examine the relationship between coaches' identity leadership and increased team identification of players and the degree to which the associations of identity leadership with these various outcomes were mediated by players' strength of team identification.DesignWe conducted a cross-sectional study of male soccer players in Germany.MethodThe final sample consisted of 247 male soccer players nested in 24 teams that completed measures of their coaches' identity leadership, team identification, team effort, turnover intentions, and individual/team performance.ResultsAnalysis revealed a positive relationship between coaches' identity leadership and team effort, as well as individual and team performance. Moreover, coaches' identity leadership was associated with lower turnover intentions. There was also evidence that the relationships between identity leadership and the investigated outcomes were mediated by team identification.ConclusionsThese findings support claims that coaches' identity leadership is associated with better individual and team outcomes because it helps to build a sense of ‘we’ and ‘us’ in the team they lead.