ABSTRACT
Systemic therapy considers the complex dynamics of relational factors and resources contributing to psychological symptoms. Negative maintaining factors have been well researched for people suffering from Alcohol-use Disorders (AUD). However, we know little about the complex dynamics of these negative factors and resources. We interviewed fifty-five participants suffering or fully remitted from Alcohol-use disorders in this cross-sectional study (M = 52 years; 33% female). The interviews focused on relational factors (e.g., social support and social negativity) referring to a Support Social Network and a Craving Social Network (CSN). The CSN included all significant others who were associated with craving situations. We compared the network characteristics of the group suffering from Alcohol-use Disorders (n = 38) to a fully remitted control group (n = 17). The abstinent group with full remission named on average fewer individuals in the CSNs. They had lower social negativity mean scores in the Support Social Network compared to the non-remitted group (d = 0.74). In the CSN, the mean scores of social support were significantly higher than the median for both groups (d = 2.50). These findings reveal the complex interplay of relational patterns contributing to the etiology, maintenance, and recovery from Alcohol-use disorders. A successful recovery can be linked to increased social resources and reduced relations associated with craving. However, craving-associated relations represent an important source of social support. Future research should investigate this ambivalence for the systemic perspective on the explanation and treatment of Alcohol-use disorders.
ABSTRACT
In social-dilemma situations (e.g., public-good games), people may pursue their local self-interests, thereby lowering the overall payoff of their group and, paradoxically, even their individual payoffs as a result. Likewise, in inner-individual dilemmas, even without conflict of interest between persons, people may pursue local goals at the expense of overall utility. Our experiments investigate such dissociations of individual- and group-level effects in the context of personnel evaluation and selection. Participants were given the role of human resource managers selecting workers to optimize the overall payoff for the company. We investigated contexts where the individually best/worst 'employees' systematically caused the worst/best group performance. When workers in a team could substantially increase or decrease coworkers' performance, most participants (albeit not all) tended to focus solely on individual performance without considering their overall contribution even when instructed to maximize group performance. This undue focus on individual information meant that employees who enhanced team performance the most received the most negative evaluations. This may result in a 'tragedy of personnel evaluation' relevant to maladaptive incentive structures (personnel evaluation), job offers (personnel selection), and a substantially negative impact on organizational effectiveness. At the same time, the results suggest ways that this problem may be overcome. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
