The ability to effectively regulate one’s emotions has been linked with many aspects of well-being. However, disagreement in parents’ and children’s reports of children’s emotion regulation presents significant measurement and conceptual challenges. This investigation aimed to identify predictors of these discrepancies from among demographic, psychopathology, and child emotional awareness measures and to examine patterns of discrepancies among three emotion types (i.e., anger, sadness, and worry) and three regulation “strategies” (i.e., inhibition, dysregulated expression, and coping). Sixty-one mother-child dyads (41 girls, mean age 9.3 years) participated. As hypothesized, age, child and parent report of psychopathology, and poor emotion awareness all emerged as significant predictors of discrepancy. Additionally, discrepancies for inhibition subscales across all three emotions were of a larger magnitude than the other subscales; the effect was more pronounced for sadness than worry. Overall, the findings suggest patterns of disagreements are not random but rather may provide unique information that could elucidate relations among emotion regulation, psychopathology, and other indices of functioning.

The core competency of the most effective organizations will be their capacity to learn in an increasingly complex and unpredictable business environment and HRD should expand its role to become a partner in the transformation of the entire organization. Organizational learning style, therefore, is an important research topic for the field of HRD (human resource development). This study had four primary purposes, which were germane to the corporations in the Republic of Korea: 1) to identify what organizational learning styles exist; 2) to identify the factors that differentiate the organizations with different organizational learning styles; 3) to identify the roles of HRD to facilitate organizational learning within the organizations in each organizational learning style; and 4) to identify the differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles. The population for this study was the key informants at the corporations in the three industry areas: wholesale and retail trade; manufacturing; and hotels and restaurants. The survey instrument was delivered to 353 key informants, i.e. HR persons, at 240 corporations and 237 key informants at 166 corporations returned the survey instrument for a return rate of 67.1%. The findings of this study revealed the followings: 1) there are four types of organizational learning styles and the characteristics of each type of organizational learning style is determined by the combination of the organizations?? learning orientations, i.e. Knowledge Source, Learning Content, Dissemination Mode, and Learning Scope; 2) types of organizational culture, industry classification, and the size of an organization are the factors that differentiate the organizations with different organizational learning styles; 3) all roles of HRD are necessary for facilitating organizational learning; and 4) there are not differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles.

The core competency of the most effective organizations will be their capacity to learn in an increasingly complex and unpredictable business environment and HRD should expand its role to become a partner in the transformation of the entire organization. Organizational learning style, therefore, is an important research topic for the field of HRD (human resource development). This study had four primary purposes, which were germane to the corporations in the Republic of Korea: 1) to identify what organizational learning styles exist; 2) to identify the factors that differentiate the organizations with different organizational learning styles; 3) to identify the roles of HRD to facilitate organizational learning within the organizations in each organizational learning style; and 4) to identify the differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles. The population for this study was the key informants at the corporations in the three industry areas: wholesale and retail trade; manufacturing; and hotels and restaurants. The survey instrument was delivered to 353 key informants, i.e. HR persons, at 240 corporations and 237 key informants at 166 corporations returned the survey instrument for a return rate of 67.1%. The findings of this study revealed the followings: 1) there are four types of organizational learning styles and the characteristics of each type of organizational learning style is determined by the combination of the organizations?? learning orientations, i.e. Knowledge Source, Learning Content, Dissemination Mode, and Learning Scope; 2) types of organizational culture, industry classification, and the size of an organization are the factors that differentiate the organizations with different organizational learning styles; 3) all roles of HRD are necessary for facilitating organizational learning; and 4) there are not differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles.

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Although teacher and parent informants often are used to gather information regarding adolescents* emotional and behavioral functioning, research has suggested that agreement among these raters and adolescents* self-ratings tends to be low to moderate. Given that friends typically play an important role in the lives of adolescents, the present study sought to determine the relative agreement amongst adolescent self-reports and those of their friends as well as factors that might impact this agreement. In particular, a sample of 207 culturally diverse high school students were matched based on perceived friendship closeness and asked to provide ratings of their own emotional and behavioral problems as well as that of an identified friend. Additionally, adolescents provided information regarding their friendship quality, previous exposure to psychopathology in others, and social competence as well as their endorsements for etiological attributions for friends* behavior. Results revealed that adolescent self-ratings and those of their friends demonstrate high levels of agreement for both internalizing and externalizing problems. Further, raters* emotional and behavioral problems were related inconsistently to rating agreement, whereas friendship quality and other rater characteristics (i.e., previous exposure, social competence) did not demonstrate a relationship. Additionally, friends tended to provide explanations for behavior problems that varied according to the type of behavior observed. Specifically, adolescents were more likely to provide explanations that were external in nature for internalizing symptoms, whereas explanations for externalizing symptoms were both internal and external. Overall, this study provided additional support for the utility of friend informants when ratings of adolescents* emotional and behavioral problems are needed.

Yes / Introduction: The discrepancy between caregiver-ratings and self-ratings of abilities is commonly used to assess awareness in people with dementia. We investigated the contribution of caregiver and dyadic characteristics to the difference in perspective between caregiver-informants and people with dementia about difficulties experienced, when considering awareness of condition. Methods: We conducted exploratory cross-sectional analyses using data from the IDEAL cohort. Participants were 1,038 community-dwelling people with mild-to-moderate dementia, and coresident spouse/partner caregivers. The Representations and Adjustment to Dementia Index (RADIX) checklist reporting difficulties commonly experienced in dementia was completed by 960 caregiver-informants and 989 people with dementia. Difference in scores was calculated for 916 dyads. Demographic information, cognition, informant-rated functional ability and neuropsychiatric symptoms were recorded for the person with dementia. Self-reported data were collected on mood, comorbidity, religion, importance of religion, relationship quality, and caregiver stress. Results: For most dyads, caregivers reported more RADIX difficulties than people with dementia. Caregiver RADIX ratings were more closely associated with informant-rated functional ability and neuropsychiatric symptoms than with cognition. More RADIX difficulties and higher stress were reported by female caregivers. Greater RADIX difference was associated with more caregiver stress, and older age but less depression in people with dementia. Conclusion: Few dyadic characteristics were important, but caregiver stress was higher where caregivers reported more RADIX difficulties and/or the difference in perspective was greater, whereas partners with dementia reported better mood. In addition to offering information about awareness of condition, the caregiver rating and difference in perspectives could indicate where more support is needed. / The author(s) declare financial support was received for the research, authorship, and/or publication of this article. The IDEAL study was funded jointly by the Economic and Social Research Council (ESRC) and the National Institute for Health and Care Research (NIHR) through grant ES/L001853/2. m. ESRC is part of UK Research and Innovation (UKRI). ‘Improving the experience of Dementia and Enhancing Active Life: a longitudinal perspective on living well with dementia. The IDEAL-2 study’ is funded by Alzheimer’s Society, grant number 348, AS-PR2-16-001.

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