Longitudinal methods have become an improved and essential means of measuring intra-individual change over time. Yet one of the greatest and most hazardous drawbacks studying participants over multiple sessions can be the loss of participants over time. This study attempts to illuminate the problem of attrition in longitudinal research by estimating the mean effect sizes for participant loss across 57 studies published in 13 prestigious journals which regularly use older participants. Results estimate overall attrition to be around 34% of the original sample. The subsequent break down of attrition into its subtypes yield mean effect sizes for attrition due to Refusal (8%), Loss of contact (10%), Illness (6%), and Death (14%) in studies sampling from adults 50 years or older. Analyses were then conducted via meta-analytic one-way ANOVA and weighted regression to identify possible moderators of overall attrition and their four subtypes.
What does it take for organizations to support people working together effectively? What does it mean for an organization to be effective? Does successful collaboration lead to more effective organizations? This study explored these questions both theoretically and empirically in an effort to help organizations understand the most important aspects to consider when attempting to achieve collaboration for organization success. The purpose of this study was to fill some of the gaps in the research by taking a broad, holistic approach to exploring the context required to support collaboration at levels of organizations broader than the team and exploring the links between organization support of collaboration and organization effectiveness. In preparation for the current study, the Organization Support of Collaboration model was developed to identify the broad organization design elements that are required to support collaboration. The Organization Effectiveness model was created to provide a holistic view of what it takes for an organization to be considered effective. The present study empirically validated these models and explored the links between them. Data was collected via a web-based questionnaire administered to a broad sample of individuals who work in organizations. Results supported a model of Organization Support of Collaboration with six factors (Connect to the Environment, Craft a Culture of Collaboration, Understand Work Processes, Design Using an Array of Structures, Build Shared Leadership, and Align Support Systems) and a model of Organization Effectiveness with six factors (Performance, Employee Involvement, Flexibility, Customer Satisfaction, New Customer Development, and Treatment of People). Connect to the Environment predicted five of the six Organization Effectiveness factors, and Craft a Culture of Collaboration predicted four of the six, notably with a connection to Performance. For the predicted relationships between the models, nine hypotheses were supported, six were not supported, and three unexpected significant relationships were found. Implications …
The present study explored whether use of Spanish language sayings, or dichos, improved group climate within multi-ethnic chronic pain groups. Use of this form of figurative language fits within psychological theory identifying use of metaphor as a means of promoting change and creating new meaning. Further, metaphor use is consistent with the broader aims of experiential therapy. Group climate was measured by group members' self reports using the Group Climate Questionnaire-Short Form. A pilot study involving Latino Americans in medical and non-medical contexts aided in categorizing dichos as high versus low-relevance. It was anticipated that clients would rate high-relevance sessions as involving greater engagement, and less conflict and avoidance than low-relevance groups. Participants were recruited from four multidisciplinary pain management clinics offering similar programs. Once every four to six weeks, group leaders were provided with a list of either high or low-relevance dichos, and were blind to the existence of dichos categories. Three hierarchical regression analyses were employed to determine whether dichos relevance, characterized as low, mixed or highly relevant, contributed to variance in group conflict, avoidance and engagement. Dichos familiarity was the last variable entered into the regression equation, with gender, ethnicity and acculturation score entered in sequential fashion. Consistent with predictions, low-relevance groups yielded higher conflict scores than all groups combined. Also, high-relevance groups predicted lower avoidance when compared to all groups. In contrast to hypotheses, high-relevance groups predicted lower ratings of group engagement when compared to all groups. Post-hoc analysis indicated the mixed-relevance groups yielded significantly higher engagement scores than the low and high-relevance groups. Implications of these findings are discussed in relation to impact on approaches to group therapy with Latino American clients, and within the chronic pain population. Limitations of the study and recommendations for future research are offered.
The transtheoretical model has a substantial history of measuring the change process. Hemphill and Howell validated the Stages of Change Scale (SOCS) on adolescent offenders. The current study expands their research by developing an additional component of the TTM, the Decisional Balance Scale for Adolescent Offenders (DBS-AO). This measure assesses movement through the stages of change and provides insight into mechanisms through which adolescent offenders attempt to change their criminal behaviors. Two hundred thirty-nine adolescent offenders at the Gainesville State School completed the SOCS, DBS-AO, Paulhus Deception Scales (PDS), and the Antisocial Process Screening Device (APSD). The study found the DBS-AO is psychometrically sound, demonstrates excellent reliability and has an underlying three-factor solution: Cons, Pros-Self, and Pros-Others. Offenders in the early stages of change scored significantly higher on the Cons scale. Offenders actively changing their behavior scored significantly higher on the Pro-Self and Pros-Other scales.
Mid-level leaders are often expected to implement employee empowerment initiatives, yet many do not have a clear understanding of how to empower employees. To address this issue, a model of empowering leadership was developed. The model presents specific, actionable behaviors that a leader should perform in order to empower employees. The model comprises 13 factors built around the areas of ability, accountability, and authority. First, leaders must ensure employees have the ability to be empowered. To do so, they must (a) build employee organizational knowledge, (b) provide access to pertinent information, (c) assure employees have the necessary skill set, and (d) identify and provide needed resources. Second, leaders must create systems of accountability for employee outcomes by (e) setting a standard of continuous improvement, (f) recognizing and rewarding good work, (g) regularly evaluating employee efforts, and (h) providing continuous feedback on employee efforts. Third, leaders should provide employees with the authority to be empowered by (i) serving as advocates of employee efforts, (j) providing an environment that is conducive to empowerment, (k) setting a clear and consistent direction to guide employee efforts, and (l) building systems and structures to support employee empowerment. The thirteenth factor of the model is a constant focus on the work, because without the work there is no real reason for empowerment. A review of the existing literature suggests a need for empirical research on empowerment concepts. This dissertation empirically investigated empowering leadership with two studies. The first focused on development of measures, while the second focused on model development. The measurement study supported the three general areas of ability, accountability, and authority, although the accountability area was weak. Results of the model examination study indicated that the model largely behaved as expected, but did require some modification. Based on the model exploration, four of the …
The National Institute of Child Health and Human Development (NICHD) is funding and supporting a longitudinal study of Early Child Care. Beginning in 1991, data was collected from ten sites across the United States and included 1,364 families with a newborn child. This study used the NICHD Early Child Care data set to investigate characteristics of teachers that provide childcare in a daycare-like setting or childcare centers. Specifically, the relationship between early childhood teacher endorsement of developmentally appropriate belief systems and teacher education in early childhood were examined to determine their potential influence on the teachers' developmentally appropriate classroom practices, global rating of classroom quality, and child cognitive abilities. These relationships were examined at two time periods- at child age 36 months and child age 54 months. The results indicated that many of these relationships were significant. Interestingly, many of the significant findings were present only at child age 54 months.
Childhood sexual abuse (CSA) has been the subject of much recent controversy as a result of Rind, Tromovitch and Bauserman's (1998) meta-analytic examination of CSA, which found a weak relationship between CSA and self-reported psychopathology in college samples. There have been few studies of CSA which look beyond self-report. The present study is an exploration of the relationships between CSA, quantitative electroencephalographic (QEEG), neuropsychological, and psychological measurements in 24 high-functioning, unmedicated CSA adults who were matched for age, gender, and handedness with a group of adults without CSA (NCSA). The objectives of this study were to: 1) examine EEG abnormalities associated with CSA, 2) investigate QEEG cortical coherence in the groups using neuroelectric Eigen image (NEI) connectivity indices (Hudspeth, 1999), 3) integrate personality differences associated with CSA with EEG differences, and 4) better understand left versus right hemisphere functioning in CSA using intelligence testing. An examination of QEEG cortical coherence revealed moderate to large effect sizes indicating patterns of decreased connectivity between brain regions on the right frontally in the delta band, and frontally and centro-temporally on the right in the alpha band, and posteriorly in the alpha and beta bands, as well as in the cross-correlation; increased connectivity between brain regions was evidenced centrally across the motor strip and on the left temporally in the delta band, which differentiated the groups. Large effect sizes obtained on measures of personality were related to poorer adjustment for CSA adults in comparison to NCSA adults. In contrast to prior findings with clinical groups (Black, Hudspeth, Townsend, & Bodenhamer-Davis, 2002; Ito et al., 1993), hypotheses related to QEEG cortical coherence (left hemisphere alpha hypercoherence and right hemisphere theta hypocoherence), EEG abnormalities, and IQ (Verbal less than Performance) were not supported. Walker's (2003) theoretical modular coherence model was utilized to integrate coherence and personality …
Emotional Intelligence (EI) has been relatively unstudied after young adulthood. Yet there are a variety of reasons to expect that EI may be different at mid life than in young adulthood. Normative life experiences may lead to increases in EI, and as the array of different environments and experiences increases with age, one might expect greater individual differences in EI. Similarly, if EI is located somewhere at the intersection of personality and intelligence, as some have speculated, it may follow a course of structural differentiation similar to cognitive abilities. EI may be more closely linked to social variables such as loneliness and friendships at mid life, and its relation to established personality and ability factors such as the Big Five (Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness) and fluid and crystallized abilities may also vary with age. These hypotheses were investigated in samples of 292 young adults and 246 mid life adults, using the Schutte Self Report Emotional Intelligence Inventory, the NEO-Five Factor Personality Inventory, markers of crystallized and fluid ability from Horn's Crystallized/Fluid Sampler, and a variety of other measures. Mid life adults scored higher on overall EI scores, but evidenced no greater range of individual differences than did young adults. A series of exploratory and confirmatory factor analyses revealed no greater differentiation in the mid life sample either among dimensions of EI or between EI and personality and intelligence variables. Finally, EI appeared equally predictive of social variables in each sample. Results are discussed from the perspective of lifespan and aging literature on emotion, personality, and social functioning. Qualifications for the inference of age-related change in cross sectional designs are considered, along with advantages and disadvantages of factor-analytic and covariance structure modeling methodology. Implications, particularly for psychotherapy with each age group, are discussed.
Organizational development and change (ODC) is a broad field because change occurs in all organizations, occurs at multiple organizational levels, consists of numerous interventions, and can impact multiple outcomes. Many ODC efforts attempt to examine the effectiveness of their initiatives, yet fail to account for the quality, or rigor of their methods. The purpose of this paper is to examine how methodological rigor and intervention implementation quality impact ODC outcomes. The results indicate that overall methodological rigor is not a significant predictor of organizational change outcomes; however, several individual rigor criteria exhibit predictive power. Implementation quality is a significant predictor of organizational outcomes, but in a negative direction.
The current study attempted to show the relationship of paternal sensitivity and maternal sensitivity and their possible influences on child cognitive and behavioral development. This study used data collected as part of the National Institute for Child Health and Human Development (NICHD) Study of Early Child Care, which is a longitudinal, multi-site study. Correlation and regression analyses were computed to examine relationships between the variables at child age 6 and 36 months. Results indicated paternal sensitivity was a significant positive predictor of child cognitive abilities and a negative predictor of both fathers' reports of children's externalizing and internalizing behaviors. Maternal sensitivity was a significant negative predictor of mothers' reports of children's externalizing behaviors. Interpretations of these results and directions for future research are discussed.
The process by which earned-secures achieve attachment security in adulthood, despite having insecure parent-child relationships in childhood, was the focus of the current study. As internal working models are thought to be formed within relationships, specifically primary attachment bonds (Bowlby, 1969), it was postulated that secondary attachment relationships, specifically those that were positive, had the capacity to revise insecure models of self and other. In the current study, the secondary attachment histories of undergraduates who were earned-secure and continuously-insecure, or insecurely attached since childhood, were compared. A new measure of secondary attachment quality was developed (Questionnaire About Secondary Attachment Figures (Q-SAF)), which was used to measure undergraduates' perceptions of their past and current secondary attachment figures. Findings indicated that in comparison to continuous-insecures, earned-secures perceived their negative secondary attachment figures in adolescence as less mean. Earned-secures also reported being less dependent upon these figures' approval of them for their self-worth and more secure within these relationships. In adulthood, earned-secures reported more trust and intimacy with their positive secondary attachment figures. Compared to continuous-insecures, earned-secures described their peers as being more empathic and altruistic during childhood and more warm during adolescence; earned-secures also reported less dependency and greater closeness with their peers throughout development. Grandparents were listed the most frequently by earned-secures as positive secondary attachment figures during childhood and this number was more than double that for continuous-insecures. Further, earned-secures described their grandparents in childhood as being more altruistic and they reported being less concerned with receiving their acceptance. Siblings from childhood were described by earned-secures as being more empathic than those of continuous-insecures, yet earned-secures also reported greater dismissing attachment to their siblings and cousins in childhood. Significant others from adolescence were rated by earned-secures as being less mean than those of continuous-insecures and earned-secures reported being more securely …
In an extension of Louden's work, this study investigated identity development across the lifespan by applying Erickson's and Marcia's identity constructs to two developmental models, the selective optimization and compensation model and a holistic wellness model. Data was gathered from traditionally aged college freshmen and adults older than 60 years of age. Uncommitted identity statuses and work and leisure wellness domains were endorsed across both groups, suggesting that identity for these groups is in a state of fluctuation yet entailing participation as a productive member of society. Emerging adult findings imply that identity diffused and moratorium identity styles are more similar in terms of cognitive, behavioral, and emotional functioning than past literature suggests for this age group. Findings also indicate that identity development is not a process completed by older adulthood, but is an ongoing, lifelong process perhaps driven by contextual factors such as health changes, unpredictable life events, social support group changes, and others. Coping method utilization and overall wellness varied between the two age groups. Conceptually, the SOC model can be viewed as embedded within each of the wellness domains such that selection, optimization, and compensation activities may be carried out within each of the various domains and serve to enhance existing functioning within each domain rather than simply compensating for lost functioning. Possible explanations of the results as well as implications for clinical practice, higher education, and future research are provided.
Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit …
Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
Though increasing numbers of women are entering the workforce, a disproportionate number of women are placed into upper level management positions. Social role and role congruity theory both posit that women in leadership positions are likely to face more negative criticism than men in leadership positions. The purpose of the current study was to examine the influence of gender roles on leader behaviors as well as leaders' self perceived effectiveness. The study also examined third party raters' views of female and male leaders. Videotapes of forty-seven mixed sex groups with randomly appointed male and female leaders were used to examine leader behaviors as well as raters' effectiveness ratings. Leaders' self perceived effectiveness ratings were also used. Gender roles of the leaders were assessed using the Bem Sex Role Inventory (BSRI). Results of a MANOVA indicated that leader gender roles did not lead to differences in leader behaviors exhibited among those in feminine, masculine, and androgynous groups. For female leaders, femininity was not related to feminine behaviors. Unexpectedly, for male leaders, masculinity was inversely related to masculine behaviors. With regard to raters' effectiveness ratings of the leaders, no differences were found in ratings based on leader gender. Further, for female leaders, degree of femininity and masculinity was not related to raters' effectiveness ratings. However, exploratory analyses indicated a significant positive relationship to exist between raters' effectiveness ratings of female leaders and total time female leaders spoke. A significant inverse relationship was found between raters' effectiveness ratings and frequency of speech initiations used among female leaders. Significant correlations between male and female leaders' self perceived effectiveness ratings and self perceived gender roles were found. Specifically, masculinity was positively related to female leaders self perceived effectiveness while femininity was negatively related to male leader self perceived effectiveness. Overall, the results of the current …
Facilitators are encouraged to get all meeting attendees to participate in the meeting. There is the assumption made that, if they do participate, then this participation will increase the group's general satisfaction of the meeting. Also, knowing the factors that can increase the probability of a successful meeting has been a focus of previous research, yet attendee participation has not been studied. The current research study empirically examines participation's effect on meeting evaluations. This study is a field experiment conducted in a team-based organization, where successful meetings are critical. Data was collected on the amount of participation of team members in their weekly team meeting and their evaluations of the meeting. After running correlations and a principal components analysis, this study found a relationship between participation and meeting evaluations. A scale of meeting success was also created.
Previous researchers have shown that the collaborative, self-directing, and deferring styles of religious coping result in different outcomes of depression under different levels of perceived stress. Neuroticism has also been shown to affect coping effectiveness overall or choice of coping method. However, little work has been done to investigate the association between neuroticism and the choice or effectiveness of religious coping styles in particular, or on the association of neuroticism and perceived stress. The present study addressed research questions by examining relations among neuroticism, perceived stress, objective life events, religious and non-religious coping styles, effectiveness of coping styles, and depression. Hierarchical multiple regression and correlational techniques found that religious coping styles predict depression, religious and non-religious coping correspond, and neuroticism predicts perceived stress beyond situational stressors. Neuroticism did not predict use of religious coping styles, but remaining personality factors were successful in predicting coping. Implications, limitations, and future directions are discussed.
The effects of multiple interventions in organizational development change were studied in a comprehensive meta-analytic review. Thirteen organizational interventions were assessed on five outcome variables based upon previous research of six major meta-analytic reviews. Findings based on 138 studies indicated that there were no significant effects of multiple interventions on positive organizational change as opposed to individually implemented interventions. The findings are not congruent with previous findings of organizational development change, and possible issues surrounding these differences are discussed.
Organizational change and development (OCD) has been studied by researchers to identify the effectiveness of change initiatives. Because of the broad scope of interventions in OCD, these studies have covered a range of areas including multiple interventions and the methodological rigor used by researchers. However, few have looked at organizational versus individual change within an organization, to examine whether individual change is more effective than organizational change. The purpose of this study is to determine if organizational change occurs in a top down or bottom up manner. A meta-analysis was conducted using 238 field experiments. Each study was coded for intervention and organizational outcome and for individual or organizational level variables. Effect sizes were calculated for each study, each level, and each level by intervention and outcome measure. Results indicate that while OCD interventions overall had a moderate effect size, the level of intervention or outcome was not a moderating variable.
This study investigated if the use of a team feedback system resulted in peers perceiving a change in behavior. Personality variables such as conscientiousness, agreeableness, and extraversion were examined as possible moderators. Self-ratings and peer ratings were collected from 164 individuals through the use of the Center for Collaborative Organizations' Team Feedback System. Using polynomial regression, it was determined that time 1 peer ratings predicted behavior change and the combination of conscientiousness variables moderated peer perceived behavior change.
People living with HIV/AIDS (PLH) struggle with depression. Recent research suggests that depression affects medical regimen adherence, disease progression, and risky sexual behaviors. The present study uses a stress and coping theory viewing HIV-related stigma and physical symptoms as stressors in PLH. Results suggest whereas symptoms and stigma consistently predict negative affect, positive affect, and overall depression, the role of optimism, pessimism, active coping, denial, and behavioral disengagement is not as clear. Pessimism and denial predict negative affect and depression. Optimism and behavioral disengagement predict depression and positive affect. Active coping only predicts positive affect. Focusing on positive and negative affect as distinct components that contribute to overall depression may help researchers develop interventions more effectively.
This project investigated the relations between recalled job-satisfaction, ability, and task demands in Vietnam era helicopter aviators. It attempted to detect and describe factors present in a dangerous combat environment which may influence some individuals to enjoy and take satisfaction at being exposed to, creating, and participating in the dangerous and life threatening violence involved in helicopter combat. Participants were 30 pilots and crew members retired from the 335th Assault Helicopter Company who were all actively involved in combat in Vietnam from 1968 to 1970. This study found that developing a love of war is correlated with anger during combat. The love of war is not correlated with PTSD processes nor is it correlated with specific personality dimensions. The love of war research is a new area. The questions were used to operationalize the love of war represent a significant limitation. This method of operationalizing the love of war concept does not make fine discriminations has questionable content validity. To facilitate accuracy in discriminating between participants when conducting future research in the area, researchers could benefit from constructing a measure with greater content validity.
The present study examined the perceptions of teams and managers on team potency levels as a function of stage of team development. Drawing from the power and influence literature, potency was established as a means by which to assess team's internal dynamics. Stage of team development was separated into four categories including pseudo, potential, real and high performance teams. Archival data included 45 teams and managers gathered from the manufacturing and service industries. Results indicated a significant linear relationship between team perceptions of team potency and stage of team development. Additionally, potency perceptions of teams significantly differentiated between the four stages of team development. Manager perceptions of team potency produced non-significant results. Possible explanations of the results as well as implications for practice and future research are provided.
This study investigated the relationship of the Personnel Decisions International Employment Inventory scales to criminal behavior by using 796 offenders with criminal records in the Texas Department of Corrections and a random sample of 893 non-offender job applicants. The hypothesis that offenders would score lower in integrity scores than non-offenders only gained mixed support, but consistent evidence showed that there were no mean differences between property offenders and other offenders. The implications of the results for future study were discussed.
An exploratory study was conducted to augment the current literature on religiosity and spirituality by identifying and systematically measuring the salient variables and underlying constructs regarding spirituality and religion in African American families and their children between the ages of 7 to 12. The study examined psychosocial correlates, such as self-esteem and ethnic identity, and their impact on religiosity and spirituality. This study sought to validate the Age-Universal I/E Scale for use with African American children occurred with this study and pilot the African American Children's Ethnic Identity Scale (ACHEIDS). Through qualitative and quantitative research this study found multiple correlations associated with religion, spirituality, age, gender, aspects of self-esteem, and ethnic identity. Regression analyses were also conducted to identify predictive variables associated with the I/E.
The present study examined the use of MacDonald's Expressions of Spirituality instrument with a younger and older adult sample. Specifically, MacDonald's proposed five factor model was assessed for fit with a sample of college age participants as well as a sample of adults over the age of 65. A confirmatory factor analysis was conducted to assess the fit of this model with samples, and this was followed by an exploratory factor analysis, and the results were considered in light of measurement equivalence and the definitions of the constructs of religiosity and spirituality. Further analyses examined levels of religiousness as well as relationships between religiousness/spirituality and potential correlates, such as postformal thinking, life events including changes and losses, emotional and physical well-being, and family upbringing, comparing young and older adult samples. Results of the confirmatory factor analysis revealed a solution with a better fit than MacDonald's model for both younger and older adults. While the number of factors were the same for both samples, item loadings and cross-loadings differed between the younger and older adult samples. Exploratory factor analysis yielded a four factor solution, with religiousness and spirituality items loading onto one factor. With regard to measurement equivalence, findings appear to indicate that the five factor solution and MacDonald's Expressions of Spirituality instrument may not be as useful with older adults. Additionally, findings are discussed with regard to the measurement of the constructs of religiosity and spirituality. In addition to measurement issues, several findings pointed to differences between the younger and older adult samples. For young adults, more life changes were related to higher levels of postformal thinking, but for older adults more life losses were related to higher levels of postformal thinking. Also, the older adult sample had higher levels of religiousness than the young adult sample. Several results were …
Dementia is a devastating disorder that commonly affects people over the age of 65. Alzheimer's disease and vascular dementia are the most common forms of dementias. A number of studies have implicated cardiovascular risks as important factors in the development of dementia. These risks include high-risk behaviors such as smoking and risks related at least partially to health behaviors such as diet and exercise. This study examines a group of cardiovascular risk factors, as defined by the Framingham study, to ascertain if they are predictors of dementia. A retrospective chart review of 481consecutive patients seen in a geriatric medicine clinic produced a sample of 177 individuals diagnosed with dementia and 304 individuals without a dementia diagnosis. Relative risk ratio (RRR) results indicate that a history of hypertension (RRR= 1.80, p = .009) and a history of hypercholesterolemia (RRR = 1.85, p = .016) are significant predictors of Alzheimer's disease. A history of tobacco use (RRR = 2.18, p = .01) is a significant predictor of vascular dementia. Stepwise regression analyses indicate that hypercholesterolemia is an independent predictor of dementia (b = -.113, p = .009) and hypercholesterolemia (b = -.104, p = .018) and hypertension (b = -.094, p = .031) clustered together have an additive risk factor effect. These results are discussed in terms of the importance of specific health behaviors in the development and possible prevention of dementia.
The primary objective of this study was to examine the association between the theory of planned behavior (TBP) and adherence to a multidisciplinary pain center (MPC) treatment program for chronic pain. While the results of several studies have provided support for the efficacy of MPC treatment in chronic pain, the problems of adherence and attrition are important. TPB is a cognitive/social model of behavior that has been used to predict a variety of behaviors, although it has never been used to predict adherence to a multidisciplinary chronic pain treatment program. It was predicted that Adherence would be predicted by Intentions and that Intentions would be predicted by 1) Perceived Social Norms, 2) Perceived Behavioral Control, 3) Attitudes Toward New Behavior (completing the treatment program), and 4) Attitude Toward Current Behavior (maintaining current treatment and coping strategies). It was found that the total Intentions scores did not predict the total Adherence scores. However, Intentions was predicted by 1) Perceived Behavioral Control, 2) Attitudes Toward New Behavior (completing the treatment program), and 3) Attitude Toward Current Behavior (maintaining current treatment and coping strategies). The finding that Perceived Social Norms did not predict Intentions was consistent with results of previous studies with the TBP. The secondary objective was to examine the extent to which MPC treatment affects patients' attitudes towards behaviors that are associated with successful pain management. The majority of the patients (82%) developed a more favorable attitude toward the program and their average report of the importance of the program was 6.78 on a 10-point scale. The majority of patients (74%) reported experiencing a greater decrease in pain than expected, and the average amount of pain decrease was 5.39 on a 10-point scale.
EEG biofeedback (neurotherapy) has been demonstrated as effective in the treatment of alcoholism, as evidenced by Peniston and Kulkosky's research efforts. These neurotherapy pioneers evaluated the efficacy of alpha-theta brain wave biofeedback as a treatment for chronic alcohol abuse, citing 80% abstinence rates as measured by improvements in psychopathology, serum beta endorphin levels, and long-term alcohol abstinence. Most research with alpha-theta EEG biofeedback has addressed alcohol addiction. Cocaine is now considered to be the most common drug problem of patients entering treatment for drug abuse. To date, only one controlled study has been published that researched alpha-theta neurofeedback in the treatment of "crack" cocaine addiction. The present study was an extension of a 4-year EEG-biofeedback treatment outcome project underway at a faith-based homeless mission in Houston, Texas, with male "crack" cocaine addicts. Changes in personality, attention, and impulsivity were measured following 30 sessions of a non-individualized EEG -biofeedback protocol. Experimental subjects received a variant of the Peniston-Kulkosky alpha-theta protocol for 30 sessions while controls received all elements of the experimental protocol except the EEG biofeedback. Assessment measures included the MMPI-2 and the IVA. Although experimental subjects showed greater mean improvement on most MMPI basic scales and all IVA Attention related measures, results indicated no significant differences between control and experimental groups. The present study did not result in significant differences between control and experimental groups on attentional or personality variables in crack cocaine addicts. Implications and limitations of the study are discussed.
Peniston and Kulkosky (1989, 1990) demonstrated the effectiveness of alpha-theta EEG-Biofeedback (EEG-BFB) in treating inpatient alcoholics noting significant improvements in depression, psychopathology, serum β-endorphin levels, and abstinence rates. The present study is an extension of a previously unpublished replication of the Peniston EEG-BFB protocol with 20 chemically dependent outpatients (Bodenhamer-Davis, Callaway, & DeBeus, 2002). Fifteen subjects were "high risk for re-arrest" probationers. Data for the EEG-BFB group was collected from archival records. Subjects completed an average of 39 sessions (SD = 6.096), with 33 of those being EEG-BFB. Pre/post-treatment MMPI-2s (University of Minnesota) were collected and follow-up (4-11 years) data obtained (abstinence rates, re-arrests in some cases). Treatment effects were evaluated by comparing assessment data (pre/post) and documenting abstinence rates. Post-treatment MMPI-2 results were within normal limits, with several scales significantly reduced from baseline suggesting less psychopathology. Results were then compared to 20 subjects receiving standard addiction treatment (OT-CD group), but not EEG-BFB. OT-CD subjects completed a 2-week inpatient program followed by 18 outpatient sessions. Pre/post assessment and follow-up data was collected on the OT-CD group. The OT-CD group's post-assessment results showed three elevations (MMPI-2 scales 4/6/8), suggestive of characteriological problems. Post-MMPI-2 results of the two groups were compared via ANCOVAs. Findings indicated no significant differences between groups on targeted scales; however, there was a trend for the EEG-BFB group to have lower scores. Follow-up data was obtained on 13 EEG-BFB subjects. Results indicated 92% (n = 12) were sober, with 8% (n = 1) claiming significantly reduced alcohol intake. Probationer re-arrest and revocation rates were collected on the subset of probationers (n = 14 out of 15). The majority of the probationers (79%, n = 11) had not been re-arrested nor had their probation been revoked. Short-term follow-up information (35-131 days post-assessment), available at the time of writing, for …
Psychologists and other mental health professionals working in correctional institutions bear the considerable responsibility for identifying, diagnosing, and treating mentally disordered inmates. The importance of these responsibilities has been recognized in recent years because of the burgeoning population of inmates in general and the higher numbers of inmates with mental illness in particular. Research has demonstrated that the screens currently used in correctional settings to identify mentally disordered and suicidal inmates are either unvalidated or generally ineffective. This study investigates the validity of different mental health screens in a jail population. Inmates from the Grayson County Jail were administered three screens: the Referral Decision Scale (RDS), Personality Assessment Screener (PAS), and the Mental Disability/Suicide Intake Screen (MDSIS). Criterion measures were the Schedule for Affective Disorders and Schizophrenia (SADS) for Axis I disorders and the Suicide Probability Scale (SPS) for suicidal ideation. Results indicate that each screen most effectively assessed one clinical domain: the RDS for psychosis, the MDSIS for suicidality, and the PAS for depression. Gender differences were observed in screen items most effective for classifying inmates by suicide risk level.
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