The Effects of Self-Efficacy on Job Acceptance Behavior Among American College Students

The differential effects of high and low self-efficacy on mock job acceptance behavior were assessed using a sample of 292 American college students. It was found that high and low self-efficacy groups demonstrated different regression equations. These results suggest that different processes must be used to explain the acceptance behavior of high and low self-efficacy groups.     

The Concerns of Native American Youth

This study was designed to examine the normal developmental worries of a group of Lakota children and youth. Using a within-group design, the researcher examined whether there were gender-related differences in the types of worries reported by this group of American Indian students.     

Children at Risk: Effects of a Four-Year Head Start Transition Program on Special Education Identification

Children in Head Start are at risk for school learning or behavioral problems. While Head Start has decreased special education placement, there has been little systematic data until recently on identification of children in disability categories following preschool. In this study, two cohorts of 6,162 children across 30 sites were followed through third grade. Approximately half of these children were provided transition assistance from kindergarten through third grade. This included school transition and curricular modifications, parent involvement activities, health screening or referrals, and family social services, all similar to those received in Head Start. They were compared to a similar group of Head Start children who did not receive such services beyond the Head Start experience. Special education eligibility was determined from school records in the spring of third grade. Only 0.89% of children in the transition group were identified in the mental retardation category compared to 1.26% in the non-transition group. In the category of emotional disturbance, these same figures were 1.21% and 1.65% respectively. Both differences were statistically significant, but an opposite effect was found in the category of speech or language impairment. Findings are discussed in relation to differences in disability categories and implications for early identification.     

The Impact of the American and British Equal Pay Guarantee on Job Evaluation

Aux USA et en Grande-Bretagne, la legislation a prevu de garantir aux femmes un salaire egal pour un travail egal. Ceux qui veulent respecter cette garantie sont confrontes a la tache de definir ce que veut dire legalement travail egal. Des questions se posent sur la definition officielle du terme travail egal ou travail de valeur egale. Cet article passe en revue la plupart des cas ou le travail est d'egale valeur, et attire l'attention particulierement sur la methode d'evaluation des taches et la maniere d'etablir des taux de salaires a discuter dans ces cas. L'analyse est realisee pour expliquer la pensee legale, et ne signifie pas que Ton applaudisse ou que Ton critique des methodes particulieres d'evaluation de taches ou d'etablissement de grilles salariales. Le but de cette recherche est de savoir quelles methodes d'evaluation seront trouvees par les lois americaines et anglaises et reconnues comme methodes legalement accep-tables pour determiner les valeurs.     

7 Suicide: The Scourge of Native American People

Reportedly, Native Americans have a rate of suicide that is greater than any other ethnic group in the United States, especially in the age range of 15–24. Many who are concerned as to why this is the case offer a variety of theories. Most of the theories have yet to be tested. This particular presentation focuses on the traditional tribal structure of most Native Americans and events of history that have impacted the cultures of Native American Tribes. The particular events covered refer to Western education, various religions, and legislation as playing a most significant role in impacting the cultures of Native Americans. With the hope that we can all work together to diminish the scourge of Native American people, I repeat the words of Chief Seattle, “… be just and deal kindly with my people.”     

Follow-up and Evaluation of Job Placement in Employment and Training

This study was designed to analyze the long-term influence of employment and training programs on the labor force participation rate of CETA participants.     

Degrees of Informality: Methods of Job Placement among Scottish School-Leavers

Young workers in the 1983 Scottish School Leavers Survey reported how they had found their jobs. Their reports cast doubt on a number of common beliefs concerning both the placement activity of the careers service and the role of 'informal' methods of recruitment. There was no tendency for informal channels to be used to fill the most attractive types of jobs, or for the careers service not to offer such jobs. Lower-qualified young workers were relatively likely to have found their jobs through informal channels, and employers recruiting through these channels apparently made less use of qualifications as a criterion for selection. Although the relative use of informal methods rose together with unemployment, this was only because special programmes increased the range of informal channels available to employers. The institutional complexity of the school-leaver placement process needs to be recognised; summary labels like 'formal' and 'informal' should be used with care.     

The development of a measure of enculturation for Native American youth

Enculturation is the process by which individuals learn about and identify with their ethnic minority culture. It is distinguished from acculturation which refers to the process by which an ethnic minority individual is assimilated into the majority culture. Three studies with Native American youths are reported that describe the development of a measure of enculturation for Native American youths. Development of a measure of enculturation provides a foundation upon which to build a body of literature that focuses on strengths in a youth's life rather than on deficits. Results of the first study (n=120), a confirmatory factor analysis, indicated that cultural affinity, Native American identity, and family involvement in traditional activities adequately represent the construct of enculturation. The study also provides some convergent validity for this interpretation. The second study examines factor invariance for enculturation among youths with data from over 2 years (n=69). The factor structure was similar across time. The third study replicates the factor structure and validity analyses with a new sample (n=42). Usefulness of the measure for assessing protective factors and stressing ethnicity over simple assessment of race categories is discussed. We would like to thank the Tribe that participated in this study and especially the youth and their parents who agreed to participate. We would also like to thank the Tribal staff youth workers who helped us on many aspects of the study. This research was supported by the Center for Substance Abuse Prevention, Grant No. 1 H86 SPO1835-01A1 to the Grand Traverse Band of Ottawa/Chippewa Indians. Benjamin Walter and Kathleen Washienko were research assistants on the project during data collection at Time 1. Sandra Dyer was the Director for the project upon which this study is based at the time of data collection.     

支持型领导行为在工作压力模型中的作用机制研究

本研究调查了 1 3个企业共 2 1 8位员工 ,探讨了支持型领导行为在角色冲突、人际冲突、缺乏成就与发展 (压力源 )和工作满意感、工作焦虑 (压力反应 )之间的作用机制。研究发现 :(1 )支持型领导行为对工作满意感和工作焦虑有主效应 ,但是由于逆向缓冲的存在 ,支持型领导行为的主效应并不总是对的 ,我们必须在更大的范围中考虑领导行为的效应 ;(2 )缓冲效应的六个假设只有一个被证明 ,但是方向相反 ,即支持型领导行为加剧了由人际冲突造成的工作不满意感 ;(3)两个中介模型的部分关系被证明 ,但是我们很难确定是支持型领导行为的弱化效应还是评价作用。为了更好地说明因果关系 ,在将来的研究中纵向研究设计被认为更为恰当。     

A Model Program for Counseling and Placement of Offenders

This article describes the Maryland Comprehensive Offender Model Program (COMIP), designed to deliver manpower services to offenders while they are incarcerated and until they are placed in training or employment. Counseling was based on the Reality Therapy model with a high structured format for group sessions. The GATB and NATB were used for vocational planning; Holland's Self-Directed Search was the most effective interest instrument. Supportive services were minimal and consisted mainly of arranging housing and temporary public assistance grants. Over half of the placements stemmed from individual job development and this resulted in a placement rate higher than that usually achieved with applicants who do not have multiple barriers to employment.     

The Effects of the Structured Interview on Reducing Biases Against Pregnant Job Applicants

Some research has been conducted on the discrimination faced by pregnant women in the workplace. Few studies, however, have specifically investigated how this bias is manifested in employment or hiring decisions. The current study was designed to examine possible bias during structured interviews. Participants watched a videotaped scenario in which candidates were interviewed for a job. The 2 × 2 × 2 experimental conditions were varied to represent a structured or an unstructured interview, a pregnant or nonpregnant interviewee, and the open position of either a high school teacher or sales representative. Results indicate an overall bias against pregnant women and suggested that the structured interview reduces this bias.     

Three Native American Women Speak About the Significance of Ceremony

In greater numbers, Native health care givers are caring for Native American people. This article explores the significance of ceremony from the perspective of three Native women elders. Choctaw shop proprietor Phyllis Hogan explains how she was able to accept her aging when at 40 years old she performed a menstruation ceremony. Lorena Lomatuwayma is head of the sacred Mazua (Women's Society) in Hoteville, Arizona. She reflects upon the spiritual significance of ceremony in a Hopi's life. Medicine Woman Mary K. Boone is a well-known Navajo herbalist and healer. She describes her role as elder and advisor in her culture and speaks about the Navajo view of death.     

An Examination of the Combined Effects of Realistic Job Previews, Job Attractiveness and Recruiter Affect on Job Acceptance Decisions

Cette recherche s'est donnée pour objectif 17apos;étude des effets combinés des profils de poste réalistes (R.J.P.), de l'intérêt du travail et de l'impact du responsable de recrutement sur la décision des candidats d'accepter ou non le poste. Soixante étudiants de 1* cycle ont joué le rôle de candidat à un emploi; its ont été distribués au hasard dans l'une de trois conditions d'information sur le travail: (1) Un profil de poste réaliste décrit oralement pendant l'entretien. (2) Un profil de poste réaliste remis avant l'entretien sous forme imprimée. (3) Une information générale sur le travail donnée oralement lors de l'entretien. Les résultats confirment les hypothèses: les effets positifs indirects des profils de poste réalistes (l'intérêt du poste et l'impact du responsable du recrutement) compensent l'effet négatif direct des R.J.P. sur la décision d'acceptation du poste. Ce phénomème était particulièrement net dans la présentation orale du R.J.P. par comparaison avec la présentation écrite. Un modèle rendant compte des conséquences des R.J.P. sur les décisions d'acceptation d'un poste est décrit et testé avec un modele concurrent.     

The Path of Good Medicine: Understanding and Counseling Native American Indians

This article presents a brief overview of Native American cultural values, beliefs, and practices concerning the tribe, elders, family, and spirituality. Native American Indian communication style, humor, and cultural commitment are briefly discussed and recommendations are given for counseling with Native American Indians.     

Effects of Eye Contact on the Evaluation of Job Applicants

This experiment attempted to determine if eye contact affects job interviewers' evaluations of applicants. Photographs were taken of a male and a female in two eye positions: looking straight into the camera and looking downward. Forty-four job interviewers in an employment agency were randomly assigned to one of the four photographs. Each subject was told to assume that he or she was interviewing the stimulus person for a job as a management trainee and was instructed to rate the stimulus person on a series of scales. The findings supported the hypothesis that eye contact is a determinant of the decision to hire. The findings also suggested that the effects of eye contact are mediated by the perceived attributes of applicants; that is, eye contact affected the interviewers' evaluations of the applicants, and those evaluations were related to the decision to hire.