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The purpose of this paper is to investigate the stressors involved in pre-qualification clinical psychology as reported by a sample of the UK trainee clinical psychologists. The main coping strategies reported by the trainees are also explored.

One-to-one interviews were conducted with 15 trainee clinical psychologists using qualitative research methods. Themes were established using the main principles of thematic analysis.

Three themes were identified that described the pressures involved in applying to the course, the support networks available to trainees, and the commonalities in their personal history, experiences and self-reported personality characteristics.

It is important to investigate the sources of stress and coping strategies in trainees to help them cope more effectively. The findings of the study are discussed within the context of clinical psychology training.

The paper has two primary purposes: the first is to determine antecedents to commitment to a work team; the second to compare how antecedents to commitment differ between collocated and virtual teams.

Survey data were collected using 52 three‐member teams – 28 collocated teams and 24 virtual teams using graduate students from three countries.

Results indicate that team work processes and member effort have a significant, positive relationship with trust in collocated teams, but results for virtual teams show that member efforts is not a significant predictor of trust. Comparing collocated teams and virtual teams, collocated teams had stronger relationships (compared to virtual teams) between member effort and trust, and between trust and normative commitment. Virtual teams had stronger relationships (compared to collocated teams) between work processes and trust, and between trust and affective commitment.

Additional studies of longer‐term teams are needed to see if results remain consistent. One form of commitment (continuance), in particular, can be studied in long‐term teams.

Managers of work teams need to firmly establish a foundation of trust to ensure commitment of team members. Managers of virtual teams should particularly organize and communicate work processes to be followed by virtual team members.

Little research has been conducted examining antecedents to commitment to the work team, as well as commitment to a work team when work is conducted using technology (e.g. virtual teams). This paper fills a void in these two areas.

The conclusion of the Cold War rivalry between the United States and former Soviet Union in the late 1980s and early 1990s created new areas of opportunity and concern for U.S. national security policy. No longer menaced by the threat of nuclear war from Soviet military might, the United States emerged from the Cold War as the world's preeminent military power. Successful developments such as this often produce elation in the pronouncements of U.S. officials as a recent Clinton administration declaration demonstrates:

The theme of this conference is an appropriate place to speak about issues of methodology, research and teaching and thus to define and elaborate different approaches and viewpoints to social sciences. The academic discourse in the humanities af ter the end of the Cold War provokes efforts forinter disciplinary explanations of present‐day realities as well as transnational, cross‐cultural and transcontinental subject areas that should provide better academic co‐operation and widening of research perspectives.