In this chapter, we examine, as others have, the relationships between such concepts as work stress, social support, job satisfaction, and organizational commitment. Our aim is t o show that employees' "global belief concerning the organization's commitment to them" (Eisenberger, Fasolo, & Davis-Lamastro, 1990, p. 57) is a central factor in moderating the effects of work stress on them and on the organization (cf. Eisenberger et al., 1990;Eisenberger, Huntington, Hutchinson, & Sowa, 1986). First, we provide an introduction to the theoretical basis for our use of such terms as work stress, job satisfaction, organizational support, and so on. Second, we describe some empirical work to demonstrate that perceived support from the organization is strongly and causally linked to work stress. Finally, we discuss the possible organizational consequences, including consequences for corporate effectiveness, of our results.

We attempted to test the hypothetical involvement of gender, cerebral laterality, and repeated trials in the performance of a heartbeat tracking task similar to ones previously reported. Subjects were told to press a key in synchrony with their heartbeats or with counter clicks for 250 trials with each hand. Key presses were sorted into six 100‐ms bins following each R‐wave; so, unlike previous heartbeat tracking studies which simply looked for similar rate properties of key press and heartbeat latencies, we sought congruence between the two distributions. No evidence of nonrandom key pressing could be adduced while subjects attempted to track heartbeats; whereas subjects did display nonrandom key presses with respect to heart driven counter clicks. It is concluded that such heartbeat tracking procedures are unsuited to assess cardiac perception, much less to detect any presumed correlate of such perception.

The role of interpersonal rapport in facilitating the enhancements in hypnotizability produced by cognitive skill training was examined in two experiments. In Experiment 1 low hypnotizable subjects either received skill training or passively oriented training that was designed to facilitate rapport with the trainer without teaching subjects how to generate the responses called for by test suggestions. Subjects in the two treatments reported equivalently high levels of rapport with their trainer, but only those given skill training attained large gains on two hypnotizability posttests. Subjects given passive training did not differ from untreated controls at posttesting. In Experiment 2 subjects received skill training under conditions designed to either heighten or minimize rapport with the trainer. Those in the high rapport condition showed large hypnotizability gains on both posttests, whereas those in the low rapport condition failed to differ from no treatment controls in this regard. Our findings indicate that high rapport is not sufficient for producing training-induced enhancements in hypnotizability. However, the absence of such rapport may interfere with subjects' learning and applying skills that can enhance hypnotizability.Hypnotizability test scores usually remain relatively stable even after long retest intervals, when no systematic attempts have been made to alter subjects hypnotic responsiveness [1] . Relatedly, numerous studies which attempted to enhance hypnotizability by training subjects in relaxation, meditation, or other procedures designed to alter consciousness usually produced only small and often nonsignificant increments in hypnotizability [see 2 for a review] . Taken together, these fmdings have led some investigators to conceptualize *

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