EFFECTIVENESS OF A THREE-WEEK INSTITUTE FOR EMPLOYMENT SERVICE COUNSELORS

Forty-three employment service counselors participated in a three-week institute designed to improve their understanding of the conditions of poverty and of counseling theory and techniques. At the end of the institute, participants evaluated their experence favorably with substantial minority group criticisms, however, that (1) institute faculty were not sufficiently informed about Employment Service techniques and experiences and, that (2) not enough counseling practicum experiences were provided. Significant shifts in attitudes toward the poor were found at the end of the institute for 14 of 35 items of an attitude scale. For 6 of these 14 items, shifts in attitude were in the same direction and intensified after four and one-half months of field experience.     

COUNSELEES' RATINGS OF THE EFFECTIVENESS OF EMPLOYMENT SERVICE COUNSELORS AND PROSPECTIVE HIGH SCHOOL COUNSELORS

The purpose of this study was to determine whether differences exist between Employment Service counselors and prospective high school counselors in the following areas: perceptions of counselor as a person, perceptions of assistance received by the counselees in educational planning, vocational guidance, personal and social matters, and the use of tests in counseling. This study was designed also to find out whether NYC and HS background, sex of the counselees, and number of sessions attended by the counseled affected their ratings of counselor effectiveness.     

PROFILE OF EMPLOYMENT SERVICE COUNSELORS

As a guide to program planning, the United States Employment Service makes periodic surveys of the numbers and characteristics of counseling staff employed by the various State Employment Services. The information obtained from these studies helps to provide answers to many administrative questions regarding recruitment, staffing, training, and utilization of counselors as well as their physical facilities. The most recent survey indicates that overall substantial progress has been made in staffing to meet increasing responsibilities and in upgrading the professional qualifications of counselors, although there are still some problem areas.     

SCHOOL COUNSELORS HELP OUT THE EMPLOYMENT SERVICE

For several years the Employment Service has been hiring school counselors to augment counseling staff in local offices during the summer months when school was not in session. The program has grown each year, and the results have more than exceeded expectations.     

A COMPARISON OF THE MANIFEST PSYCHOLOGICAL NEEDS OF EMPLOYMENT SERVICE COUNSELING AND OFFICE MANAGERS

The purpose of this study was to determine if there are significant differences in manifest psychological needs between office managers and counselors employed by the Minnesota Department of Employment Security. A sample of 21 office managers and 21 counselors were paired according to the agency office they worked in. The Edwards Personal Preference Schedule was used to measure manifest needs and results were analyzed by use of the paired t test statistic. The results indicated that seven of the fifteen variables showed a significant difference between the two groups. Counselors had a significantly higher mean average for autonomy, change, and heterosexuality while their office managers had significantly higher mean needs for deference, order, abasement, and endurance. The continued study of manifest need hierarchies was proposed as a basis for understanding, in part, the dynamics of the role interplay of various agency positions.     

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.”     

RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

EFFECT OF ACADEMIC DEGREE AND DISCIPLINE ON RELIGIOUS BELIEFS AND EVOLUTION ACCEPTANCE: SURVEY AT A CHILEAN UNIVERSITY

Affiliation with a scientific area or degree program could affect one´s religious beliefs and acceptance of evolution; however, this issue has been poorly studied. Moreover, little information is available regarding Chilean university scientists’ views on religion and evolution. This study aims to provide the first documentation of the opinion of scientists at a Chilean University with regard to religion and evolution. This was done by conducting a personal survey of first and last year undergraduate students, graduate students, and faculty. We found that nonreligiosity, as well as acceptance of Darwinian evolution, increased with possession of an advanced degree and this correlation was stronger for individuals who study biology and physics in comparison to those who study chemistry. Although less than 30 percent of undergraduate students are atheists/agnostics, more than 70 percent of faculty members are atheist or agnostic. However, most of the surveyed scientists did not see a conflict between science and religion.     

BENEFITS AND COSTS OF SUPPORTED EMPLOYMENT: AN ANALYSIS OF THE ILLINOIS SUPPORTED EMPLOYMENT PROJECT

This investigation presents a cost-benefit analysis completed for one of 27 states implementing supported employment as a result of federal funding. Based upon the benefits and costs detailed, society realized a $0.75 return for every $1.00 invested in supported employment in Illinois. Supported employees realized a 37% increase in their earnings over a comparable period. The results of this study are discussed and recommendations are made for similar analyses across states.