ISSUES IN THE DEVELOPMENT OF CLINICAL PSYCHOLOGY IN THE U.S.A.

All States in the U.S.A. license or certify psychologists. The basic degree for licensure/certification is a doctoral degree. Licensure/certification is usually generic but various other forms of specific credentialling in Clinical Psychology are possible. Most health insurance schemes provide payment for psychological services, though not invariably on a fully independent basis. The major instrument in achieving this recognition has been ‘freedom of choice’ legislation. It is maintained that the three issues of credentialling, licensure/certification, and receipt of third-party/insurance payments are highly interdependent.     

美国认知发展研究近况简介

作者于1983年8、9月间在美国参加了中美两国心理学学术交流会,并参观访问了十七个研究机构和学术团体。本文对美国在解悟认知、数学和自然科学的认知、阅读和语文学习、社会认知发展、对婴儿的研究、计算机的应用等方面的部分研究情况作一简要介绍,目的只在于提供一些参考的线索。     

School psychology in the U.S.S.R.

Soviet psychologists perform various tasks and provide useful psychological services for pupils and educators. This article describes the general characteristics of education and the preparation and research of psychologists in the U.S.S.R. Also discussed are current practices and emerging trends relating to the establishment of school-based psychological services as well as future developments that may lead to the enhancement of the profession of school psychology in the Soviet Union.     

Environmental psychology in the U.S.S.R.

A preliminary version of this paper was presented at the 19th National Convention of the American Association for the Advancement of Slavic Studies, Boston, November, 5, 1987.     

U.R.S.S. 1925: Politique et religion

The religious debates of the 1920's in the Soviet Union were marked by an agreement to disagree which no longer seems to exist.     

ENLISTED PERSONNEL SELECTION FOR THE U. S. NAVY1

Recently, over 33% of the new male enlistees were prematurely separated from the Navy (i.e., prior to the expiration of active duty obligation). The purpose of this study was to develop and evaluate a new screening tool, designed to estimate an applicant's chances of completing the first two years of service. Essentially all nonprior service males enlisting during 1973 were included in the study (N = 68,616). Predictors used were: (1) years school completed, (2) mental group, based upon aptitude level, (3) age, and (4) number of dependents. The dichotomous criterion was survival (72%) vs. loss (28%), after a median two years of service. The model developed on the total sample evidenced a multiple point-biserial validity of .31. Double cross-validation evidence showed that the model will produce reasonably accurate and stable predictions. Management-oriented information was prepared to illustrate the various consequences of employing alternative cutting scores. This permitted examination of the tradeoffs involved in raising or lowering standards in the light of the current supply and demand picture for nonprior service enlisted male applicants.     

SOURCES OF VARIATION IN JOB SATISFACTION: JOB SIZE EFFECTS IN A SAMPLE OF THE U. S. LABOR FORCE

Survey data were used to examine hypotheses about job size and satisfaction in a broad spectrum of jobs. Job size, higher-order need importance, urban-rural residence, and blue- or white-collar job category were tested as predictors of satisfaction ( N = 2,094). Job size, need importance, and job category all related to job satisfaction. In constrast to earlier findings among blue-collar workers, there was no evidence that either the urban-rural variable or need importance moderated the job size-satisfaction relation. Job category did not moderate these results, indicating that the present results extend to white-collar workers. It was possible to control for income in a subsample ( N = 753). Controlling for income's effect, job size, need importance, and job category still related to satisfaction; again, no moderating effects were observed. Results are discussed in terms of three potential sources of variation in satisfaction: job, person, and interaction of job and person.