FUNCTIONS OF LIFE INSURANCE AGENCY MANAGERS and RELATIONSHIPS WITH AGENCY CHARACTERISTICS and MANAGERIAL TENURE

A questionnaire completed by 1282 male life insurance agency managers from 50 companies was used to develop (via factor analysis) six behavorial functions of agency managers. The relationship between the frequency of activity in each function and five variables–number of agents, number of supervisors, tenure, type of agency and origin of agency–was examined using zero order and multiple correlation procedures. The two measures of size, number of agents and number of supervisors, were the most consistent correlates of behavior. The degree of shared variance among management functions and the five variables, though significant statistically, did not exceed 9%. Reasons cited for these results included: (1) policies and practices particular to individual companies; (2) the discretion managers have in choosing task activities; (3) the limited number of variables examined as correlates of managerial functions; and, (4) individual differences among agency managers. It was concluded, for practical reasons, that management research should include efforts to develop taxonomies that cut across technological categories of managers as well as defining the specific behavior functions of managers in particular technological categories. Such specific taxonomies are required for effective human resource management practices at managerial levels in organizations.     

COUNSELING IN THE STATE EMPLOYMENT SERVICE

The place and importance of counseling in State Employment Services has, in many instances, not been recognized as a necessary function of the United States Training and Employment Service (USTES) by some local office managers as well as administrators. After discussing this matter with the counselors in the Halsted office, the following article was written not to justify the existence of counseling but hopefully to show its importance.     

Manifest needs of prospective counselors: a comparative study

Mean performances of 81 prospective counselors on each of the Edwards Personal Preference Schedule (EPPS; Edwards, 1959) needs were analyzed and statistically compared with performances of elementary school counselors, other school counselors, urban college students, professional women, Roman Catholic sisters, and the 1959 EPPS norm samples. Performances of the men and women in the prospective counselor group were similar. Men had a significantly higher need for achievement and dominance, but the significance did not reach .01. Two EPPS needs, intraception and nurturance, consistently differentiated the prospective counselor group. Comparisons across samples indicated that prospective counselors were most similar to the two counseling samples and, for the female subgroup of prospective counselors, to the sample of professional women. Largest across-sample differences were found between the female prospective counselors and the Roman Catholic sisters, between the female prospective counselors and norm samples of female college students and female adults, and between the male prospective counselors and the male adult norm sample.     

Needs and Preferred Style of Supervision Among Israeli School Counselors at Different Stages of Professional Development

The study aimed to identify differential needs for supervision and preferred roles and style of supervision among 202 Israeli school counselors with varied experience levels. Results of multivariate analysis of variance procedures indicated that counselors with 7 or fewer years of experience consistently expressed significantly higher needs on all but one of the items studied, compared with more experienced counselors and counselor supervisors. The counselor supervisors were also different from the more experienced counselors. By contrast, in respect of roles and style of supervision, there was more agreement across all 4 levels of experience; all counselors placed important values on the counseling, process, and personalization components, suggesting a basic need for growth-oriented supervision.     

VOCATIONAL VALUES AND EMPLOYMENT OUTCOMES OF THE DISADVANTAGED

There is conflicting opinion regarding the vocational values of disadvantaged persons. This study was conducted to examine vocational values and employment outcomes of 21 disadvantaged and 20 not-disadvantaged clients previously served by a U.S. Employment Service office. The Minnesota Importance Questionnaire (MIQ) was used to measure vocational values, and two measures of disadvantagement were compared with employment outcome. Only 2 of the 20 MIQ scales revealed significant differences, suggesting that there is a need to consider the individual's unique values rather than presume stereotyped needs. The two measures of disadvantagement correlated significantly with employment status at follow-up. The finding that only 43 percent of the disadvantaged were employed, in contrast to 90 percent of the not-disadvantaged, indicates a greater need for specialized services for disadvantaged clients.     

Role Conflict and Role Ambiguity of Employment Counselors

The relationship of role conflict and role ambiguity to job satisfaction and other variables was examined in a national sample of 506 employment counselors. A survey was mailed to USES counselors in ten states. Regression analysis showed that the 11 personal and organizational variables included in the study accounted for only a small amount of the variance in role conflict or role ambiguity. On the other hand, role conflict and role ambiguity were negatively and significantly related to job satisfaction of the counselors. These stress variables were related positively and significantly to counselors' propensity to leave the agency. Privacy of counseling facilities and time spent in counseling activities were two variables contributing most to explaining variance in role stress. Both related negatively and significantly to role conflict and role ambiguity.     

THE ROLE OF THE MANPOWER COUNSELOR AS PERCEIVED BY EMPLOYMENT SERVICE PERSONNEL AND COUNSELOR EDUCATORS

This study investigated how manpower counselors, district office supervisors, and counselor educators in the state of Wisconsin perceive the role of the manpower counselor. Questionnaires were mailed to the 26 district office supervisors, to 26 manpower counselors—one from each district—and to 11 counselor educators. Analysis of the data reveals that the perceptions of each group are quite similar. However, the rankings produced an “ideal” rather than a “real” picture. It is suggested that a concentrated and combined effort be made to make the “ideal” “real.”     

Examining School Counseling Students' Multicultural and Sexual Orientation Competencies Through a Cross‐Specialization Comparison

Professional school counselors have an opportunity to directly address the educational, emotional, and social problems facing lesbian, gay, bisexual, transgender, and questioning youth. The purpose of this study was to examine the multicultural and sexual orientation counselor competencies of school counseling students through a cross‐specialization comparison with community agency students. Results indicate that school counseling students had significantly lower self‐reported multicultural and sexual orientation counselor competency scores. The findings and their implications are discussed.     

Race/Ethnicity and Multicultural Competence Among School Counselors: Multicultural Training,Racial/Ethnic Identity,and Color‐Blind Racial Attitudes

This study tested a model that links race/ethnicity, multicultural training, racial/ethnic identity (REI), color‐blind racial attitudes (CoBRA), and multicultural counseling competence (MCC) among school counselors. The author examined whether multicultural training significantly moderated the association between race/ethnicity and MCC. School counselors’ REI was found to mediate this moderated association. A 3‐way interaction among race/ethnicity, training, and CoBRA revealed that White and racial/ethnic minority school counselors had the lowest MCC scores when they had limited training and higher CoBRA.     

Managerial Power Bases and Subordinates' Manifest Needs as Influences on Psychological Climate

This study investigated the-relative and interactive effects of manifest needs and managerial power bases as explanatory variables of psychological climate. Previously validated measures of the constructs were completed by 420 full-time employees in the United States of America. Using the dimensions of psychological climate as the dependent variables denoting managerial effectiveness, stepwise multiple regression analyses with the managerial power bases as explanatory variables indicated the amount of explained variance in dimensions of psychological climate ranged from two percent for autonomy to 52 percent for trust. Hierarchical multiple regression involved analyzing possible interactions of the managerial power bases with the manifest needs of the subjects. Results indicated four of the dimensions of psychological climate were affected by the interaction of the supervisor power bases and manifest needs of the subordinate. The influence of managers on the psychological climate was discussed.     

Psychological distress and burnout in australian employment service workers: Two years on

During 2001, 152 case managers providing intensive assistance to the unemployed completed the 12‐item General Health Questionnaire (D. P. Goldberg, 1978) and the Maslach Burnout Inventory (MBI; C. Maslach, S. E. Jackson, & M. P. Leiter, 1996). Of the 152 case managers, 48% endorsed responses indicating psychological distress, and on emotional exhaustion, the core dimension of burnout on the MBI, the mean for these case managers was significantly higher than that published for other human service workers. The results confirm data from a 1999 longitudinal study and indicate significant levels of burnout and distress in employment service case managers in the Australian Job Network.     

Complexity in the relationships among the subdimensions of extraversion and job performance in managerial occupations

The present study investigated differential relationships, nonlinear relationships, and multiplicative relationships among the subdimensions of extraversion (agency and affiliation) and job performance (getting ahead and getting along) for a sample of 179 managers. We found that: (i) agency was positively related to getting ahead performance, whereas affiliation was unrelated to getting ahead; (ii) agency had an inverted‐U relationship with getting along performance; and (iii) there was a multiplicative effect of agency and affiliation on getting along. The findings provide insight into the nature of the relationship between extraversion and managerial performance, the level of breadth at which to represent these variables for optimal prediction and explanation, and the use of extraversion measures for selection purposes.     

The Influence of Gender on Job Loss Coping Behavior Among Unemployed Managers

Using the Job Loss Coping Behavior scale (JLCB; Leana & Feldman, 1992), this article examines the behaviors of 131 unemployed male and female managers in coping with their Job loss. The results indicate that the men had significantly higher job search efficacy. The article's findings suggest that women may need more help in identifying a network of colleagues and friends to assist with then-Job search activities than men. The authors encourage employment counselors to be mindful of this finding and to help unemployed women to develop more appropriate proactive behaviors and skills that will assist them with their Job search activities.     

Career development of trauma survivors: expectations about counseling and career maturity

Trauma survivors include individuals who have been affected by a severe physical or psychologically threatening experience. This study compared the expectations for career counseling and the level of career maturity among trauma survivors and nonsurvivors (individuals who have had no trauma experience) who participated in a program at a midwestern social service agency. The findings indicated that trauma survivors were more motivated and open to counseling than nonsurvivors, but expected their counselors to be less empathic. No significant differences were noted on career maturity. Implications for counselor training and future research are also discussed.     

Self-Ideal Congruence Among Engineering Managers

62 engineering managers described their actual and ideal job selves using Q sorts. Self-ideal congruence scores (Z scores) from the Q sorts were correlated with personality test scores, measures of job performance, and other variables. A significant positive relationship was found between self-ideal congruence and management effectiveness. The concept of self-ideal congruence, utilized by client-centered counselors to measure progress of counseling, also has meaning in an industrial context with “normal” persons. Since managers with high self-ideal congruence received higher job performance ratings, the self-ideal congruence score can possibly be considered as an index of job adjustment or measure of self-in-job actualization.     

Perceptions of Rehabilitation Counselor Behavior

A comparison of perceptions held by selected rehabilitation subgroups toward counseling behavior was conducted. As expected, rehabilitation counselor educators were most different from state agency personnel in rehabilitation. State agency personnel appeared to value active counselor behavior more than educators. However, the predicted similarity between educators and trained counselors in state agencies and in other settings did not materialize. Differences between subgroups are discussed with respect to possible environmental and group influences. Some implications for communication between subgroups and training programs for rehabilitation counselors are also presented.     

The Effect of Counselors on the Reward System of Teachers

This article discusses the hidden, often manifest, animosity between counselors and teachers. A model and an empirical study by a sociologist are utilized in examining the need-reward system of teachers and counselors. It is suggested that in their work with students both teachers and counselors receive maximum gratification through similar processes, but in different contexts. Conflict between teachers and counselors is primarily due to the lack of recognition by either party of the differences in criteria of success in learning and work satisfaction. It is hypothesized that at the elementary school level these differences will be most pronounced but have the greatest opportunity for resolution.     

A LONGITUDINAL STUDY OF THE IMPACT OF CHANGES IN GOAL SETTING ON EMPLOYEE SATISFACTION1

Two hundred and forty-five working level scientists and engineers participated in a longitudinal study in which their managers had been trained in a Management by Objectives program. Subjects completed two questionnaries, the latter being completed 21 months after the first designed to assess perceptions of their managers' goal setting behavior along four dimensions derived using factor analytic procedures (Goal Clarity and Planning, Subordinate Freedom, Feedback and Evaluation, Participation in Goal Setting) and their reported intrinsic, extrinsic and total satisfaction. Dynamic correlations (Vroom, 1966) were computed between changes in the goal setting factors and changes in the satisfaction variables and significant positive relationships were observed. In addition, results indicated that job task (research vs. development) demonstrated a moderating influence on the goal setting-satisfaction relationships. An unexpected finding was that there was a significant decrease in perceived managerial behavior on the Goal Clarity and Planning factor over the 21 months. However, a significant increase occurred on the Feedback and Evaluation factor. Since no control group was available for comparison, little can be said about whether these changes were a result of the MBO program. Significant differences between the development and the research subjects were also observed on two of the goal setting factors.     

Critical Ethical Issues in Online Counseling: Assessing Current Practices With an Ethical Intent Checklist

The authors used a 16‐item Ethical Intent Checklist, developed from the American Counseling Association's (1999) Ethical Standards for Internet Online Counseling, to assess the current practices of 88 online counseling Web sites. Results showed fewer than half of online counselors were following the accepted practice on 8 of the 16 items. Online counselors who identified themselves as licensed or as association members had significantly higher mean checklist scores.     

企业高层管理者胜任特征模型评价的研究

该文采用BEI行为事件访谈技术探讨了我国通信业高层管理者的胜任特征模型 ,研究结果表明 :(1)优秀组与普通组在访谈字数的长度上无明显差异 ,而胜任特征编码的频次与访谈长度上有显著性相关 ,编码指标采用平均分数具有更好的稳定性 ;(2 )采用概化理论计算不同编码者的编码一致性 ,结果表明 ,胜任特征评价法具有较好的编码者一致性 ;(3)效标群体的分析结果证实 ,我国通信业高层管理者的胜任特征模型包括 :影响力、组织承诺、信息寻求、成就欲、团队领导、人际洞察力、主动性、客户服务意识、自信和发展他人