Client and therapist initial experience of using mindfulness in therapy

Literature has demonstrated the influence of mindfulness practice on both clients and therapists; however, no literature has considered the experience of mindfulness in therapy from both members of the therapeutic dyad. The present study interviewed five separate therapy dyads (n=10) regarding their experience of first using mindfulness in session. Participants, both clients and therapists, had little-to-no experience with mindfulness prior to the study. Interview transcripts were analyzed and common themes were derived. Results indicated that both clients and therapist felt that the practice of mindfulness had an impact on the therapeutic relationship. Furthermore, participants also suggested ways in which therapists may better utilize mindfulness in therapy

Heat blocking gallium arsenide solar cells

The solar cell industry is witnessing an era of unprecedented growth and this trend is set to continue for the foreseeable future. Here we describe a heat reflection pigment-coated single-junction gallium arsenide solar cell that is capable of reflecting heat-inducing near-infrared radiation. The cell maintains its performance better than non-coated cells when exposed to infrared-rich radiant flux. In situations where solar cells get heated mainly from incident infrared radiation, these cells exhibit superior performance. The heat reflecting pigment, cell structure, coating process and cell performance have been describe

Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors

Although much attention has been devoted to understanding employee resistance to change, relatively little research examines the impact that positive employees can have on organizational change. To help fill this need, the authors investigate whether a process of employees’ positivity will have an impact on relevant attitudes and behaviors. Specifically, this study surveyed 132 employees from a broad cross-section of organizations and jobs and found: (a) Their psychological capital (a core factor consisting of hope, efficacy, optimism, and resilience) was related to their positive emotions that in turn were related to their attitudes (engagement and cynicism) and behaviors (organizational citizenship and deviance) relevant to organizational change; (b) mindfulness (i.e., heightened awareness) interacted with psychological capital in predicting positive emotions; and (c) positive emotions generally mediated the relationship between psychological capital and the attitudes and behaviors. The implications these findings have for positive organizational change conclude the article