This study provides evidence supporting the use of focused forms of both Individual Psychodynamic Therapy and Family Therapy for moderate to severe depression in children and young adolescents.

SUMMARYThis paper looks at Korea's Chosun dynasty bureaucracy and the Neo-Confucian principles that formed the basis of its governing philosophy. We argue that Korea's traditional bureaucracy had a number of modern characteristics, including a system of formal and informal checks on the powers of the sovereign and a decision-making system that encouraged deliberation among highly qualified civil servants. On the basis of this exposition, we also argue that there are strong links between the traditional bureaucracy and its current, modern form. We firstly show how the institutionalization of a strong state during the period of rapid development was as much a return to traditional governing principles as it was a revolution and, secondly, how contemporary organizational culture is shaped by Korea's Confucian heritage. In the final section, we argue that the distinctive characteristics of the Korean bureaucracy have played an important role in limiting the success of a number of Western-oriented reform efforts.

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This article seeks to measure the extent to which the service priorities of citizens of Seoul, South Korea, are reflected in corresponding resource allocations in the city's budget, despite there being virtually no participation by citizens in the budget creation process. We find a less than perfect congruence between budget allocations and citizen preferences at both the city and district level. Given these results, we discuss the potential for participatory budgeting to address discrepancies in resource allocation by focusing on the unique demographic and cultural makeup of Seoul constituencies.

Little empirical research has examined the link between organizational identification and organizational trust. Identification presupposes a level of consistency in its object, and this study proposes that trust can reduce uncertainty between organization and employee, enabling a bond between the two to form. Secondly, this research looks at how interaction with various organizational groups may affect organizational trust, thereby indirectly encouraging identification. It is thus proposed that organizational trust should be understood as an important mechanism mediating the relationship between interaction with employees at different levels of the organizational hierarchy and identification with the organization as a whole.