Impact of Empowerment Training on the Professional Work of Family Peer Advocates

A pilot study using a prospective design examined the impact of a collaboratively developed training model, called the Parent Empowerment Program (PEP), for professionally-employed family peer advocates who work with caregivers of children with mental health needs. This training used a combination of didactic, practice exercises, and group discussion. It targeted specific mental health knowledge content and collaborative skills to facilitate the work of family peer advocates in empowering caregivers. Co-delivered by a family peer advocate and clinician, the training consisted of a 40-hour face-to-face training, followed by six monthly face-to-face booster sessions. A total of 15 advocates participated in assessments conducted at baseline and post-training. This group of experienced family peer advocates showed no significant increase in knowledge about mental health content, but post-training assessments indicated increased collaborative skills and mental health services self-efficacy. This initial evaluation has implications for expanding training and support for the emergent workforce of professionally-employed family peer advocates in children's mental health.     

Assessing Value Differences Between Leaders of Two Social Venture Types: Benefit Corporations and Nonprofit Organizations

This study considers key value differences between leaders of two types of social ventures: for-profit social benefit corporations and nonprofit organizations. The research question asks to what degree the value sets of leaders of benefit corporations are congruent with those of similarly situated individuals in nonprofit organizations. The results show the values of leaders working in benefit corporations and nonprofit organizations are in many ways aligned, but there are notable statistical differences. A sectoral association of values is also present with employees in both types of organization, especially when the previous work experience of employees is considered.     

The role of perceptions of partner's alcohol use in heavy alcohol use and alcohol reduction intervention preferences among LGBQ adults in primary,romantic relationships

Correlates of heavy episodic alcohol and alcohol reduction intervention preferences were examined among lesbian, gay, bisexual, and queer (LGBQ) adults in romantic relationships. Anonymous data were collected online; analyses included logistic and multinomial regression models. One-fourth of participants reported recent heavy episodic alcohol use. Perceptions of partners' engaging in heavy alcohol use was associated with an increased odds of engaging in heavy alcohol use. Perceptions of partners' heavy alcohol use was associated with an increased odds of preferring a couples-based alcohol intervention compared to preferring no intervention. Findings highlight the need to consider partners in alcohol interventions for LGBQ couples.     

Learned Labels Shape Pre‐speech Infants’ Object Representations

Infants rapidly learn both linguistic and nonlinguistic representations of their environment and begin to link these from around 6 months. While there is an increasing body of evidence for the effect of labels heard in‐task on infants’ online processing, whether infants’ learned linguistic representations shape learned nonlinguistic representations is unclear. In this study 10‐month‐old infants were trained over the course of a week with two 3D objects, one labeled, and one unlabeled. Infants then took part in a looking time task in which 2D images of the objects were presented individually in a silent familiarization phase, followed by a preferential looking trial. During the critical familiarization phase, infants looked for longer at the previously labeled stimulus than the unlabeled stimulus, suggesting that learning a label for an object had shaped infants’ representations as indexed by looking times. We interpret these results in terms of label activation and novelty response accounts and discuss implications for our understanding of early representational development.     

Gender Differences in Personal Income and Financial Risk Tolerance: How Much of a Connection?

Prior research indicates that relative to men, women generally have lower incomes and typically are more risk averse. In a sample of the clientele of financial planners, men had higher personal incomes and exhibited greater financial risk tolerance, which is consistent with previous studies. The authors' objective was to determine how much of the gender difference in income could be explained by risk tolerance. Results indicate that risk tolerance can explain some of the variation in earnings between women and men but that it is not a primary reason for the wage gap.     

Can Heterosexism Harm Organizations? Predicting the Perceived Organizational Citizenship Behaviors of Gay and Lesbian Employees

An initial test and validation of a model predicting perceived organizational citizenship behaviors (OCBs) of lesbian and gay employees were conducted using structural equation modeling. The proposed structural model demonstrated acceptable goodness of fit and structural invariance across 2 samples (ns = 311 and 295), which suggested that altruistic OCB performance is precipitated by workplace outness. Furthermore, stigmatization salience and organizational climate for heterosexism predict levels of workplace outness. Organizational climate for heterosexism is negatively related to stigmatization salience. When the model was tested on 2 samples, all structural paths except 1 were significant.     

Is More Truly Merrier?: Mentoring and the Practice of Law

Cet article examine deux questions sur le mentorat. D'abord, qui est le plus susceptible de bénéficier de services de mentorat au cours de sa carrière? Ensuite, comment le mentorat influence‐t‐il les carrières des professionnels? En utilisant une enquête longitudinale sur des avocats, les auteures évaluent l'incidence des postes et des aspirations en début de carrière sur les chances de bénéficier de services de mentorat. Elles mesurent les bénéfices du mentorat au moyen des récompenses de carrière intrinsèques et extrinsèques, pour découvrir que le contexte organisationnel et les attributs individuels constituent d'importants prédicteurs de qui bénéficiera de mentorat. Les professionnels ayant de multiples mentors se sont avérés les grands gagnants, en ce qu'ils obtiennent des récompenses de carrière plus importantes et plus diversifiées que ceux n'ayant pas de mentor. This paper addresses two questions regarding mentoring: First, who is most likely to receive mentorship during their career? And second, how does mentorship shape the careers of professionals? Using a longitudinal survey of lawyers, we evaluate the impact of early career positions and aspirations on the chances for mentorship. We assess the benefits of mentorship across extrinsic and intrinsic career rewards. We find organizational context and individual attributes are important predictors of who receives mentorship. Professionals with multiple mentors were the big winners in that they obtain greater and more diverse career rewards over those with one or no mentors.