Exponential advances have been made regarding computer/Internet technology in the past decade. This growth, in large part, can be attributed to greater access to, affordability of, and anonymity while on the computer. However, this progress has also produced negative psychological issues. Problematic Internet-enabled sexual behavior (IESB) has increasingly affected individuals' family relationships, work productivity, and academic success. This article is the first-known, empirically based outcome study regarding the effectiveness of group therapy treatment for men with problematic IESB. These closed-groups, which ran for 16 weeks, used a combination of Readiness to Change (RtC), Cognitive Behavioral Therapy (CBT), and Motivational Interviewing (MI) interventions. Five groups were analyzed for this paper (yielding a total N of 35), with the average member's age being 44.5 years old. Three different scales (the Orzack Time Intensity Survey, the BASIS-32, and the BDI) were used to track participants' progress across time. The results demonstrated that this group treatment intervention significantly increased members' quality of life and decreased the severity of their depressive symptoms. However, the protocol failed to reduce participants' inappropriate computer use. Regarding comorbidity, the results showed the following: members in the "anxiety" category responded best to the current treatment, those in the "mood" cluster responded relatively positively, and those in the "A-D/HD" category failed to respond significantly. It is clear from this report that more attention must be focused on the treatment of problematic IESB, as opposed to exploratory studies.

Objectives With the continued push to implement empirically supported treatments (ESTs) into community-based organizations, it is important to investigate whether working condition disruptions occur during this process. While there are many studies investigating best practices and how to adopt them, the literature lacks studies investigating the working conditions in programs that currently use ESTs. Method This study compared the culture and climate scores of a large organization’s programs that use ESTs and those programs indicating no EST usage. Results Of the total 55 different programs (1,273 frontline workers), 27 programs used ESTs. Results indicate that the programs offering an EST had significantly more rigid and resistant cultures, compared to those without any ESTs. In regard to climate, programs offering an EST were significantly less engaged, less functional, and more stressed. Conclusion Outcomes indicate a significant disruption in organizational culture and climate for programs offering ESTs.

The overall purpose of this study is to investigate workers’ openness towards implementing a new empirically supported treatment (EST) and whether the workers’ openness scores relate to their workplace culture and climate scores. Participants in this study (N=1273) worked in a total of 55 different programs in a large child and family services organization and completed a survey measuring their attitudes toward ESTs. Results indicate that work groups that measure themselves as being more open to using ESTs rated their organizational cultures as being significantly more proficient and significantly less resistant to change. With ESTs becoming the gold standard for professional social work practices, it is important to have accessible pathways to EST implementation.

Barriers to adopting evidence-based practices into real-world mental health organizations have received considerable attention and study. One particular attempt is Aarons’s Evidence-Based Practice Attitude Scale (EBPAS), which measures a worker’s attitudes toward adopting new treatments, interventions, and practices. This study follows Aarons’s work by conducting a confirmatory factor analysis of the EBPAS administered in a large child and family human service agency in New York state (N = 1,273). Replicating Aarons et al.’s four-factor model of the EBPAS, the authors found that, within the model, the pattern of factor loadings that was apparent in previous investigations held for their data as well. That is, the factor loadings of items within the Divergence subscale were larger for items 5 and 7 and smaller for items 3 and 6. The authors found that both of their alternative models, one that added a residual covariance to items in the Divergence factor and a five-factor model that divided the Divergence factor into two factors, fit their data better than Aarons et al.’s model. They also investigated measurement and structural invariance for workers in community-based and in residential programs using a multiple group analysis. Measurement invariance was supported but factor means and correlations differed.

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Objectives: The existing literature on the impact of workplace conditions on client care suggests that good cultures and climates provide the best outcomes for clients. The primary purpose of this study was to investigate the relationship between organizational culture and climate and the proportion of children and youth successfully discharged from a large organization in New York State. Method: Thirty-three child and youth programs with existing culture and climate data evaluated outcome information from 1,336 clients exiting its services. Results: Programs reported as having bad culture and climate yielded superior client outcomes, measured as discharge to a lower level of care and successfully completing. Conclusion: This study and its conclusion point to a gap in knowledge concerning the relation between workplace culture and climate and the impact on client care and workers' perceptions; this warrants further investigation in similar studies of agencies and their outcomes.

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