Toward the Management of Heterosexual Jealousy*

The findings of a recent study of extradyadic involvements and sexual jealousy among college-age couples are reported. Evidence is brought to bear in support of the principle finding that several aspects of the jealousy experience (eliciting factors, manner of expression) can and do vary widely among individuals. Despite the apparent universality of the jealousy phenomenon, communication in couples is inhibited by the social disapproval associated with its occurrence, and consequently discrepancies such as those evidenced in this study may pass entirely unobserved. As a result, jealousy problems remain unresolved and may serve to trigger further dissension. In light of these findings, developing communication skills is identified as the appropriate treatment mode for sexual jealousy.     

The Possibility of Promoting User Participation in Working with High-risk Youth

Summary Advocacy for promoting user participation in the helping processof social work has been reported in the literature since the1970s, but the practicality of the concept for different clientelesof social work has been rarely explored. This paper presentsa recent qualitative study on exploring the applicability ofuser participation in work with high-risk youth in the streetswho are usually regarded as immature and low in both self-confidenceand the ability to make the ‘right’ decisions. Thefindings of the study support the promotion of the concept ofuser participation in working with high-risk youth. Positivechanges and growth were observed among this group with the applicationof user participation in the helping process. Ways for promotingthe implementation of this concept in work with high-risk youthare suggested.     

Leader behaviors and career derailment potential: A multi-analytic method examination of rating source and self–other agreement

Based on extensive research that views leadership as a multi-faceted phenomenon, we examined how the relationships between task-oriented and relationship-oriented leader behaviors and career derailment potential vary by observer perspective. We present findings using three different analytical techniques: random coefficient modeling (RCM), relative weight analysis (RWA), and polynomial regression (PR). RCM findings suggest that self-, direct report, peer, and supervisor ratings of leader behaviors differ and are associated with career derailment potential. RWA results indicate that self-ratings matter the least, whereas peer ratings of leader behaviors typically matter the most in predicting career derailment potential. PR analyses indicate that career derailment potential is lowest when self-ratings are lower than other ratings of leader behaviors and/or when self–other ratings converge on higher, rather than lower, ratings of leader behaviors. Implications for leadership and self–other agreement research and professional practice are discussed.