Caring for a family member or loved one with dementia places a heavy burden on those providing the care. Caregivers often develop chronic depression because of having to deal with this burden. A great deal of literature has been published discussing coping effectiveness, effects of social support, and other internal and external means of support for the caregiver. However, little has been written about the changes, if any, in depression that the caregiver experiences after the termination of care, either through institutionalization or death of the person with dementia. This study examined whether there is a change in depression of spousal caregivers after institutionalization of the dementia care recipient as well as any changes in depression that may have occurred as a result of the death of the dementia care recipient. Two theoretical models, the wear and tear model and the adaptation model were discussed in terms of caregiver depression after institutionalization of the dementia care recipient. Two other theoretical models, the relief model and the stress model, were discussed in terms of caregiver depression after the death of the dementia care recipient. Datasets from the National Institute on Aging sponsored Health and Retirement Study were analyzed. Results indicate that …

The current study seeks to examine the relationships between perceptions of employee empowerment and perceptions of leadership, span of control, and industry type. Participants were gathered from an archival source employing a high school alumni e-mail group (n = 361) and a survey from 9 organizations (n = 647) and combined into a larger sample (n = 1008). The participants took Bodner's (2005) Assessment of Employee Empowerment and Assessment of Empowering Leadership instruments. Support was found to suggest that people report being less empowered than they believe that top management would report about them. Also, participants reported that their leader was less empowering than they believed top management would report about the leader. Span of control was found to impact perceptions of empowerment. Production workers reported feeling more empowered than workers in service industries. Participants did not report that leaders were more empowering if they were higher in the hierarchy (executive) than lower levels (coach, employee). Also, a respondent's position did not affect the relationship between job type and feelings of empowerment. This study suggests that the organizational design (span of control) and industry type may affect empowerment initiatives, while lower levels of the organization may view empowerment much differently …

Psychopathy research has focused primarily on characteristics of male offenders. With little empirical knowledge on psychopathy in women, gender differences within psychopathy are not well understood. To gain a better understanding of these differences, the current study used prototypical analysis to compare ratings of 242 forensic experts when considering their most representative case of male or female psychopathy. The present study investigated gender differences for psychopathic traits and Cluster B personality disorder criteria. Most aspects of psychopathy were less prototypical of female psychopaths than males. In particular, the antisocial behavior facet does not appear to apply to males and females equally. The distinction between Cluster B disorders and psychopathy was more ambiguous in females than males; however, the affective deficits facet differentiated psychopathy from Cluster B disorders across genders. Current research also raises the question of potential diagnostic gender bias in the assessment of psychopathy.

Counter-productive workplace behavior (CWB) is defined as any intentional behavior on the part of an organization member viewed by the organization as contrary to its legitimate interests. A growing body of literature reveals that individual variables and pre-employment integrity tests can play a strong role in the prediction of CWB. The empirical literature has failed to clarify which type of individual level antecedents, or types of integrity test items, are more predictive of CWB. The current study evaluated data collected from restaurant employees (N=464) that measured items relating to personality tendencies, attitudes toward acceptance of counter-productive behaviors, work and high school background, and admissions of counter-productive behavior. A confirmatory factor analysis revealed a mediocre fit to a typology of CWB (interpersonal CWB vs. organizational CWB). Correlation analysis revealed that only specific attitudinal items and empirically keyed biodata items were significantly related to CWB. Hierarchical regression analysis found that attitudinal items paralleling admissions of CWB contributed variance beyond that of other personality and work and high school background antecedents.

This study examined differences in social self-concept, as measured by the Self-Perception Profile for Children (SPPC), between boys and girls with and without attention-deficit/hyperactivity disorder (ADHD) while controlling for internalizing symptoms. Ninety-six children between the ages of 8 and 13 participated in the study as part of a larger project. Teacher reports of social competence were collected using the Teacher Rating Scale (TRS). The results indicated ADHD children experienced more peer rejection than control children. ADHD girls appeared to be more susceptible to low social self-concept and competence than control children or ADHD boys. Inattentive symptoms were most predictive of teacher reports of competence. Positive illusory bias was not found to serve a protective function in children regardless of ADHD status. The implications of the current study and directions for future research are presented.