Pathological Gambling: Influence of Quality of Life and Psychological Distress on Abstinence After Cognitive-Behavioral Inpatient Treatment

The aim of this study is to understand the influence of psychological distress and quality of life on the maintenance of therapy success during a 1 year follow-up in pathological gamblers after inpatient cognitive-behavioral treatment. In a sample of 281 pathological gamblers (247 men, 34 women) the following measures were taken: psychological distress (beginning and end of treatment, and follow up), quality of life and abstinence from gambling. The results showed that relapsed pathological gamblers suffer of higher psychological distress at discharge and of lower quality of life during follow-up than abstinent gamblers. In a mediator analysis the causal relations between the three variables could be clarified: psychological distress has an impact on abstinence during follow-up, and quality of life can be considered a mediator variable for the relation between psychological distress and abstinence from pathological gambling.     

Time Spent in Household Management: Evidence and Implications

This study investigates time spent in household management, an important “missing ingredient” in time use studies, using data from the American Time Use Survey (ATUS). These data indicate that adults spend an average of just over 1.5 h per week in this function. This figure likely underestimates total management time because (1) management is often done in small blocks, and hence, may be missed; and (2) the ATUS generally fails to capture secondary activities. Thus, efforts to value time spent in household management using these data will similarly produce a low valuation of the household manager role. Notably, measured management time is found to be much more equally distributed among spouses than time spent in core housework tasks.

More Than Protest: Further Explorations of Alternative Metaphors in Narrative Therapy

In the experience of non‐narratively trained therapists, as well as some narratively trained therapists, the ‘protest metaphor’ for framing externalising conversations retains signature status. Yet this metaphor does not adequately represent the breadth of narrative work. As therapist and client reflecting on our joint work, we explore what using a range of metaphors offers to narratively informed therapeutic work. The concept of ‘resistance practices’ from Stacey (1997) is revisited, alternative metaphors employed in externalising conversations are reviewed, and power is re‐examined. We then review the effects on practice that ensue from drawing on a range of alternative metaphors, illustrating our account with extracts from letters and comments on sessions.     

The Relevance of Personal Therapy in the Education of MSW Students

Much controversy exists among social work educators about the effectiveness and relevance of personal therapy during a MSW program. The current study examined this issue by surveying social work faculty at the 12 single-track clinical programs in North America (n = 148) and MSW students (n = 139) at one of these programs. Significantly more of the MSW students surveyed felt that personal therapy was essential or important to their social work education than did the faculty. Students surveyed expressed a desire to increase self-awareness and a willingness to participate in therapy when needed.     

Asian American Interracial and Interethnic Marriages: Differences by Education and Nativity1

Using the 1990 U.S. census data, we apply log‐linear models to examine Asian Americans' interracial marriage with whites and interethnic marriages between Asian ethnic groups. Japanese and Filipino Americans are most likely to marry whites, followed by Chinese and Korean Americans. Southeast Asian and Asian Indian Americans are least likely to marry whites. We further explore how interracial marriage differs by couples' educational and nativity combinations. The impact of educational attainment, generally, is very strong but is modest for Japanese Americans, the most assimilated group, and for Southeast Asian Americans, the least assimilated group. Interracial marriage is more likely for native than for immigrant couples, but immigrants marrying natives are more likely to marry whites than persons of their own ethnic group. Interethnic marriage between Asian ethnic groups is limited to several ethnic groups, but is much more frequent among natives than among immigrants. Japanese and Chinese Americans, who have lived in the United States for several generations, have the highest rate of interethnic marriage. We have shown two forms of integration for Asian Americans – integration into mainstream society through interracial marriage for both immigrants and natives and integration into Asian American pan‐ethnicity through interethnic marriage for later‐generation natives.     

Knowledge Building: Developing Employees Through Education

Is it enough for an organization to develop the total individual? Beyond technical expertise and skills necessary to perform jobs, employees who are encouraged to learn are more willing and able to meet the needs, goals, and objectives of the organization. These employees who are will-rounded transition what they have learned into the workings of the organization and for the sake of the growth and development of the organization. Allowing employees to learn, organizations create a workforce capable of applying all the benefits of learning to the growth of the organization. Whether a corporation develops its own university, creates an alliance with traditional educational institutions or creates a virtual university, it gives the employees the opportunity to learn and develop. As Peter Drucker said in a 1994 interview, the growth industry of the future is the education of adults. The education and the development of executives and the workforce are a new commodity and organizations that support education will be placed at a distinct competitive advantage over organizations that do not. Imagine a workplace filled with employees who have realized self-satisfaction, employees who can of gather information, analyze information and make decisions. Imagine a learning organization consisting of employees with greater understanding of corporate politics, employees who are motivated and employees who are persistent in pursuing goals. Is it worth the expense to increase employees' knowledge through education? Is it worth the expense to develop employees to increase productivity and obtain financial goals for the shareholders and stakeholders? I think any organization not willing to invest in an employees' education is an organization that is `running a fever' and an organization that may have difficulties competing globally in the next millennium.     

Self-Employed People in the United Kingdom: Included or Excluded?

Within the United Kingdom social security scheme, self-employed people remain excluded from some of the most valuable benefits, yet there is some evidence to suggest underuse of benefits to which they do have access. There are administrative problems in dealing with applications for benefit from self-employed people, and there is considerable undercollection of the National Insurance contributions that are due. Self-employed people in the United Kingdom are not well provided for through private pensions and insurance. The author draws on her recent research, and argues that a fundamental review of social security for self-employed people in the United Kingdom is overdue.