Jean-Pierre Dauwalder

Dynamic Analyses of Mother–Child Interactions in Functional and Dysfunctional Dyads: A Synergetic Approach

Describes the application of a new analytical approach (derived from synergetics, a complex dynamic systems theory) to home observational data of mother–child interactions in average dyads and dyads with children referred for disruptive behavior problems at home and school (n = 11 in each group). Results show that (1) the two groups differed in their daily interactions in predictable ways, and (2) the most frequent patterns of interactions observed in the two groups brought them back repeatedly to behave in similar ways toward each other. The findings are in keeping with a body of literature on mother–child interactions. However, they add to it by providing multivariate, graphical representations of these interactions and by offering a conceptual framework within which to move from an observational to an inferential level of analysis. At that level, the transactional processes that are characteristic of functional and dysfunctional relationships may become apparent.

Work characteristics and well-being of Swiss apprentices entering the labor market 1This article is based on the research project “Work Experience and Quality of Life in Switzerland: Work, Stress, and Personality Development” funded by the Swiss National Science Foundation within the Swiss Priority Program “Switzerland: Towards the Future” (Grant No. 5004-047898 to N.K. Semmer [principal investigator] and J.-P. Dauwalder [co-principle investigator]).

Young people in five occupations were investigated before the end of vocational training and again one year later (N = 675). In general, working conditions were within the range found in adult samples, with some values for stressors, however, being on the higher end. Conditions were especially good for electronic technicians, rather good for bank clerks, but comparatively worse for cooks and salespeople. For nurses, a stressful job was combined with good social conditions. Attitudes are positive towards life in general but rather low towards work. Stress symptoms (irritability) are on the high end of the typical range for adults. Where there are changes over time, they are to the better for many working conditions and for work attitudes. Stress symptoms, however, tend to increase. More than 50 per cent of participants change employers. They seem to profit from leaving which is remarkable because many of them did not have a choice. Overall, stability seems more prominent.

Determining Career Resilience

The concept of resilience is receiving increasing interest in the field of career development. However, there is no consensus on the definition of career resilience, which considerably limits the scope of research on this topic. In this chapter, we start by considering the concept of resilience in the light of the living system framework (LSF; Ford in Humans as self-constructing living systems: A developmental perspective on behavior and personality. Erlbaum, Hillsdale, NJ, 1987). This first step allows us to propose an operational definition of career resilience as effective vocational functioning under disabling circumstances. A convenient way to study career resilience is suggested accordingly. Ethical challenges related with attempts to promote career resilience through counseling interventions are emphasized, as well as suggestions to foster career resilience perceived self-efficacy.