Supplemental Material for Theory-Specific Patient Change Processes and Mechanisms in Different Cognitive Therapies for Depression

2020 ◽  
Vol 88 (8) ◽  
pp. 774-785
Author(s):  
Juan Martín Gómez Penedo ◽  
Alice E. Coyne ◽  
Michael J. Constantino ◽  
Tobias Krieger ◽  
Adele M. Hayes ◽  
...  

2012 ◽  
Vol 22 (1) ◽  
pp. 115-126 ◽  
Author(s):  
Janet D. Carter ◽  
Marie Crowe ◽  
Dave Carlyle ◽  
Christopher M. Frampton ◽  
Jennifer Jordan ◽  
...  

1998 ◽  
Vol 3 (5) ◽  
pp. 1-3
Author(s):  
Richard T. Katz ◽  
Sankar Perraraju

Abstract The AMA Guides to the Evaluation of Permanent Impairment (AMA Guides), Fourth Edition, offers several categories to describe impairment in the shoulder, including shoulder amputation, abnormal shoulder motion, peripheral nerve disorders, subluxation/dislocation, and joint arthroplasty. This article clarifies appropriate methods for rating shoulder impairment in a specific patient, particularly with reference to the AMA Guides, Section 3.1j, Shoulder, Section 3.1k, Impairment of the Upper Extremity Due to Peripheral Nerve Disorders, and Section 3.1m, Impairment Due to Other Disorders of the Upper Extremity. A table shows shoulder motions and associated degrees of motion and can be used in assessing abnormal range of motion. Assessments of shoulder impairment due to peripheral nerve lesion also requires assessment of sensory loss (or presence of nerve pain) or motor deficits, and these may be categorized to the level of the spinal nerves (C5 to T1). Table 23 is useful regarding impairment from persistent joint subluxation or dislocation, and Table 27 can be helpful in assessing impairment of the upper extremity after arthroplasty of specific bones of joints. Although inter-rater reliability has been reasonably good, the validity of the upper extremity impairment rating has been questioned, and further research in industrial medicine and physical disability is required.


2017 ◽  
Vol 16 (4) ◽  
pp. 172-185 ◽  
Author(s):  
Christine J. Syrek ◽  
Conny H. Antoni

Abstract. The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment of relational psychological contracts, while the fulfillment of transactional psychological contracts may be crucial for employees’ pay and bonus satisfaction. We assessed 143 employees nested within 34 teams before and after (24 months) a pay for performance (pfp) system was introduced. Our results supported the mediation hypotheses considering job and pay satisfaction, but not considering commitment. Unexpectedly, the effect on bonus satisfaction was mediated via relational psychological contracts.


1997 ◽  
Vol 42 (12) ◽  
pp. 1106-1107
Author(s):  
Barbara J. Menzel
Keyword(s):  

1999 ◽  
Vol 76 (5) ◽  
pp. 783-802 ◽  
Author(s):  
Joanne Davila ◽  
Benjamin R. Karney ◽  
Thomas N. Bradbury
Keyword(s):  

2020 ◽  
Vol 67 (1) ◽  
pp. 51-65
Author(s):  
Malin E. Olofsson ◽  
Hanne W. Oddli ◽  
Asle Hoffart ◽  
Hanna P. Eielsen ◽  
KariAnne R. Vrabel

Sign in / Sign up

Export Citation Format

Share Document