When is a counselor …?

A work experience project for low income adults is described. “Counselors” in this project were found to have little experience; little training in interviewing, statistics, psychological analysis, or other guidance and counseling techniques; and inadequate supervision. Results on aptitude tests were reported on the average 26 days after test administration. Occupational information was sadly lacking. The question is raised: When is a counselor… ?     

In Forty Years,What has Changed … or Not?

Abstract : Drawing on the background of her own experiences over the past forty years, the author reflects on the marginalization, tokenism, and mainstreaming of women in ministry and feminist theology that has occurred during this time. She calls for greater sensitivity to the realities women globally still face today, and for more interactive, trans‐contextual, and transformational engagement with these realities.     

Childhood Gender Identity … Disorder? Developmental,Cultural, and Diagnostic Concerns

Childhood gender identity development is reviewed in the context of biological, environmental, cultural, and diagnostic factors. With the upcoming 5th revision of the Diagnostic and Statistical Manual of Mental Disorders, the authors offer a critical consideration of childhood gender identity disorder, along with proposed diagnostic changes. They argue that meaningful understanding of issues surrounding gender identity is necessary for a conscientious assessment and diagnostic process that does not pathologize human diversity.     

“… And How About Now?”: Effects of Item Redundancy on Contextualized Self‐Reports of Personality

A common method of studying cross-situational variation in personality involves asking people to describe their behavior in several different contexts. Although this approach is intuitively appealing, it introduces a great deal of redundancy into the measurement process and may affect the interpretation of contextualized self-reports. Specifically, when participants are asked the same questions repeatedly in a single questionnaire, they may be compelled to focus on how their behavior is different. We tested this hypothesis by experimentally manipulating the number of contexts that were included in a measure of role-related personality. In 2 experiments (Study 1 N=377, Study 2 N=524), we found that multiple-role questionnaires produced greater variation in trait levels across roles, larger differences between general and role-specific ratings, and weaker correlations between general and role-specific ratings than single-role questionnaires. These findings illustrate how the measurement process can have an effect on the variability of responses to contextualized self-reports.     

I Heard That … : Do rumors affect hiring decisions?

Misinformation can have a negative impact on decision making. Little empirical attention has, however, been given to the effect of rumors, a type of misinformation, on person judgments. Although rumors have been shown to affect other areas of organizational functioning (e.g., corporate reputation, employee morale), there is a lack of research investigating how rumors may influence hiring decisions. This study argues why rumors may influence hiring decisions by drawing from attribution, social judgment, and judgment and decision making theories, and provides an experimental investigation of this argument. Although participants reported not believing and being less likely to use the rumor, rumors were not discounted when determining if an individual should be hired. In short, results suggest that rumors impacted hiring decisions.     

I Am A Working Mother … But Who Am I?

The working mother is just emerging as an important and permanent facet of U.S. society; the role she has accepted presents challenges, rewards, and opportunities for self-discover.     

How Should We Study Generational ‘Changes’—Or Should We? A Critical Examination of the Evidence for ‘Generation Me’

In this essay, we discuss some of the issues that are involved when making inferences about birth cohorts and we describe some of our work that has caused us to question the strength of the evidence for so-called 'Generation Me' effects. In particular, we describe our analyses from the Monitoring the Future project using self-esteem and respond to criticisms of our work. At this point, we believe that there is insufficient evidence to support the conclusion that the personalities and self-beliefs of today's young people are dramatically different from previous generations of American youth.     

“Not by bread alone…” How does Jesus free and unite us?

Then Jesus was led up by the Spirit into the wilderness to be tempted by the devil. And he fasted forty days and forty nights, and afterwards he was hungry. And the tempter came and said to him: “If you are the Son of God, command these stones to become loaves of bread.” But he answered: “It is written: ‘Man shall not live by bread alone, but by every word that proceeds from the mouth of God’.” Matt. 4: 1–4.     

Turning Men into Machines? Scientific Management,Industrial Psychology,and the “Human Factor”

In the controversy that broke out in 1911 over Frederick W. Taylor's scientific management, many critics contended that it ignored “the human factor” and reduced workers to machines. Psychologists succeeded in positioning themselves as experts of the human factor, and their instruments and expertise as the necessary complement of Taylor's psychologically deficient system. However, the conventional view that the increasing influence of psychologists and other social scientists “humanized” management theory and practice needs to be amended. Taylor's scientific management was not less human than later approaches such as Human Relations, but it articulated the human factor differently, and aligned it to its own instruments and practices in such a way that it was at once external to them and essential to their functioning. Industrial psychologists, on the other hand, at first presented themselves as engineers of the human factor and made the human mind an integral part of management.     

‘SEEKE TRUE RELIGION. OH,WHERE?’

We precipitately express opinions about religion without reflecting critically on our conception of it, and may blame it for conduct that the religious traditions themselves judge unbecoming. A distinction can be drawn between the raw, natural self of the untrained person and the well‐tempered demeanour of a spiritually developed person. Such a distinction drives the appropriation of religious beliefs and can survive their demise. ‘Religious belief’ is not to be conflated with Abrahamic notions of ‘belief in God’ and ‘faith’. There are other versions of transcendence and other psycho‐dramas. One possible form of transcendence is available within the moral life of human beings.     

“Statistical,” “Practical,” and “Clinical”: How Many Kinds of Significance Do Counselors Need to Consider?

The present article reviews and distinguishes 3 related but different types of significance: “statistical,” “practical,” and “clinical.” A framework for conceptualizing the many “practical” effect size indices is described. Several effect size indices that counseling researchers can use, or that counselors reading the literature may encounter, are summarized. A way of estimating “corrected” intervention effects is proposed. It is suggested that readers should expect authors to report indices of “practical” or “clinical” significance, or both, within their research reports; and it is noted that indeed some journals now require such reports.