Group Psychotherapy, Clinical Psychology of

Forsyth, Donelson R.

doi:10.1016/b978-0-08-097086-8.21066-0

Cited by 2 publications

(4 citation statements)

References 27 publications

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“…In this period, the focus of the program was on “me” and “others,” possibly indicating that these modules have a larger impact on self-evaluation from perspectives of others. Also, the start of the training within a group setting with same-aged peers could have had a direct positive effect on these reflected self-evaluations(Forsyth, 2015 ). Interestingly, self-concept clarity showed a change only in the second half of the program, which had a stronger focus on “travel” and “world,” suggesting that self-concept clarity increases more in interaction with new outside perspectives.…”

Section: Discussionmentioning

confidence: 99%

“…For all variables, we expected linear increases across the training year. As the training takes place in a group, we expected that participants would benefit from the advantages of group counseling, such as peer acceptance and increased social skills (Forsyth, 2015 ; Hoag & Burlingame, 1997 ). Therefore, we expected that the increase in the positivity of self-evaluations would be most significant for the social domain.…”

Section: Introductionmentioning

confidence: 99%

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Better self-concept, better future choices? Behavioral and neural changes after a naturalistic self-concept training program for adolescents

Aar

Peters

Becht

et al. 2021

Cogn Affect Behav Neurosci

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A large number of adolescents experience difficulty when choosing a suitable higher education program that matches their self-views. Stimulating self-concept development could help adolescents to increase their chances of finding a suitable major. We addressed this issue by examining the effects of a naturalistic self-concept training within a gap year context on behavioral and neural correlates of self-evaluations, as well as the long-term effects for future educational decision-making. In total, 38 adolescents/young adults (ages 16-24 years) participated in a 4-wave longitudinal study, with lab visits before, during, and after the training, including behavioral assessments and fMRI. During fMRI-scanning, they rated themselves on positive and negative traits in academic, (pro)social, and physical domains, and additionally filled out questionnaires related to self-esteem and self-concept clarity. Results showed that the positivity of domain-specific self-evaluations, self-esteem, and self-concept clarity increased during the training. Second, participants with lower medial PFC activity during self-evaluation before training showed larger self-esteem increases over the year. Moreover, mPFC activity increased after training for the evaluation of positive but not negative traits. Furthermore, individual differences in the rate of change (slope) in self-concept clarity and social self-evaluations positively predicted social adjustment to college and academic performance 6 months after training. Together, these findings suggest that self-concept can be modulated in late adolescents, with an important role of the medial PFC in relation to enhanced positive self-evaluations, and self-concept clarity as a predictor of future educational outcomes.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Better self-concept, better future choices? Behavioral and neural changes after a naturalistic self-concept training program for adolescents

Aar

Peters

Becht

et al. 2021

Cogn Affect Behav Neurosci

View full text Add to dashboard Cite

show abstract

“…Self-worth bias is an off shoot of self-serving bias, self-worth bias is when motivational and psychological factors, driven by the want to maintain and enhance the self, distort perceptual and cognitive processing and lead to decisions based on self-promotion, advancement, and egotism (Forsyth, 2008; Stephan et al., 1976) . Dale Carnegie (2006) professed; talk in terms of the person’s interests, and make them feel important; we are all driven by self-worth.…”

Section: Methodsmentioning

confidence: 99%

“…At its core, organizational change is about people – how they perceive, react to and ultimately embrace or resist change initiatives will influence the intended outcome (Porter, 2004). Thus, building upon Carnegie’s premise, engaging and influencing people necessitates speaking to their personal interests or self-worth, which activates an enduring personalized appraisal of one’s own importance, success and value (Forsyth, 2008). Appealing to self-worth could be as simple as remembering a person’s name, offering a smile, encouraging them to talk about themselves or making them feel like the idea is theirs (Carnegie, 2006).…”

Section: Introductionmentioning

confidence: 99%

Remind me that I matter: how self-worth bias can enhance employee support for organizational change efforts

McLaren,

Fein,

Ireland

et al. 2024

JOCM

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PurposeThe purpose of this empirical study was to test whether presenting organizational change in a way that enhances employee self-worth will result in increased employee support for the identified change. In doing so, we developed a new measure, which includes a novel baseline element.Design/methodology/approachItems were developed, and then categorical validation data were collected through an online cross-sectional survey in which 222 respondents (adults over 18 years of age, and at least 6 months tenure) participated.FindingsWithin the items, we framed the activation of self-worth bias as requests for employee comments regarding change efforts. Results indicate there is a difference between asking for employee comment on change efforts, compared to asking for employee comment on change efforts and also providing feedback considerate of that input.Originality/valueThis study explores and presents a convergence between behavioral economics, management and applied psychology research – using both self-worth bias, and organizational change management communications; no other such comparable study or analysis could be found during the preparation of this research effort. Furthermore, a novel measure and innovative method is presented for developing and measuring self-worth bias during organizational change management communications.

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Group Psychotherapy, Clinical Psychology of

Cited by 2 publications

References 27 publications

Better self-concept, better future choices? Behavioral and neural changes after a naturalistic self-concept training program for adolescents

Better self-concept, better future choices? Behavioral and neural changes after a naturalistic self-concept training program for adolescents

Remind me that I matter: how self-worth bias can enhance employee support for organizational change efforts

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