A META-ANALYSIS OF THE CRITERION-RELATED VALIDITY OF ASSESSMENT CENTER DIMENSIONS

We used meta-analytic procedures to investigate the criterion-related validity of assessment center dimension ratings. By focusing on dimension-level information, we were able to assess the extent to which specific constructs account for the criterion-related validity of assessment centers. From a total of 34 articles that reported dimension-level validities, we collapsed 168 assessment center dimension labels into an overriding set of 6 dimensions: (a) consideration/awareness of others, (b) communication, (c) drive, (d) influencing others, (e) organizing and planning, and (f) problem solving. Based on this set of 6 dimensions, we extracted 258 independent data points. Results showed a range of estimated true criterion-related validities from .25 to .39. A regression-based composite consisting of 4 out of the 6 dimensions accounted for the criterion-related validity of assessment center ratings and explained more variance in performance (20%) than Gaugler, Rosenthal, Thornton, and Bentson (1987) were able to explain using the overall assessment center rating (14%).     

The Leadership of Merle Ohlsen

This interview focuses on the contributions of Merle Ohlsen to the development of the counseling profession and to the American Association for Counseling and Development (AACD).     

The Assessment of Burnout: A Review of Three Inventories Useful for Research and Counseling

Three self-report inventories designed to respond to the syndrome of burnout in helping professionals are reviewed. The Maslach Burnout Inventory, the Staff Burnout Scale for Health Professionals, and the Tedium Scale are each described for their use in measuring occupational burnout. The development of the instruments and related research are outlined with recommendations for future studies. Suggestions for use of the inventories in diagnostic and counseling settings are discussed.     

Age and Reactions To Task Characteristics

A survey using two sample groups examined the differences between older and younger employees in the levels of satisfaction derived from an “enriched” job. The findings of the second sample tend to refute popular stereotypes that suggest that older employees place more importance on extrinsic rewards (that is, high pay and job security) than do younger employees.     

Perceived Parental Attitudes and Family Concepts of Disturbed Adolescents,Normal Siblings and Normal Controls

This study tested the hypotheses that disturbed adolescents perceive lower parental attitudes (positive regard, empathic understanding, genuineness and unconditional regard) than are perceived by their normal siblings and normal controls; that normal siblings do not differ from normal controls on these variables; that levels of perceived attitudes are positively related to family concept measures of adjustment and satisfaction; and that attitudes perceived in one parent are positively associated with those perceived in the other. The hypotheses were substantially confirmed. In contrast to both normal groups, the disturbed adolescents failed to show positive relationships between maternal attitudes and the family concept measures and between perceived paternal and maternal attitudes.     

Brief Therapy: Focused Problem Resolution

This article describes a general view of the nature of human problems and their effective resolution and of related specific procedures, growing out of our prior work in family therapy, that have developed during six years of research on rapid problem resolution. With treatment limited to a maximum of ten sessions, we have achieved significant success in about three-fourths of a sample of 97 widely varied cases, and this approach to problems appears to have considerable potential for further development and wider application.     

AGREEMENT BETWEEN SUBORDINATE AND SELF-RATINGS IN UPWARD FEEDBACK

This study examines measures of agreement between subordinate and self-ratings of leadership and boss/subordinate relationships in an upward feedback process conducted in a large department. Ratings were provided for 86 target managers from an average of six subordinates per manager. Individual characteristics of the target manager (sex and age) and organizational characteristics of the work unit (the target manager's organizational level and organizational unit, line or staff) were examined as correlates of agreement. Profile agreement (the correlation between self-ratings and the average subordinates'ratings across 48 items) was higher for female than male target managers, and was higher in line than staff units. Also, profile agreement increased over time for the 39 target managers rated one year later. Other findings indicated psychometric properties of upward feedback data. For instance, profile agreement was positively related to the number of subordinates in the work group. The discussion focuses on the need for research on variables that influence the reliability and usefulness of upward feedback data.