DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

COMPARING RECRUITER, STUDENT, AND FACULTY PERCEPTIONS OF IMPORTANT APPLICANT AND JOB CHARACTERISTICS

This study investigated the extent to which corporate recruiters, students and faculty share an understanding of important job applicant characteristics and desirable job factors. Multivariate analyses revealed significant differences between the three groups. The implications of these findings for recruitment, selection, and career counseling are discussed.     

The Moral Nature of Psychotherapy

Although psychotherapists are aware that psychotherapy is a value-laden practice, they do not generally appreciate that psychotherapy is necessarily based on moral values. Conceptions of moral values as attitudes regarding the well-being of others and of human enterprises as actions based on reasoned choices or values are presented. The nature of psychotherapy as a moral enterprise is shown through an examination of two views of theory. Theories, the typical basis for guiding and justifying practice, either contain moral values or require them as assumptions necessary for practice. Implications for the teaching and presentation of forms of psychotherapy are briefly discussed.     

The Limits of Reciprocity in Behavioral Marriage Therapy

This reexamination of the values underlying Behavioral Marriage Therapy (BMT) focuses on the central theoretical concept of reciprocity. It is suggested that BMT's emphasis on individuality and instrumental exchange may not be suitable for all couples. An alternative perspective, emphasizing a developmental progression in marriage reciprocity defined by mutual understanding, is seen to be more sensitive to the differing value systems of couples in therapy.     

A student-operated crisis center

In this article we describe an attempt to meet a university community's needs for emergency mental health services through the establishment of a student-operated telephone emergency service. The service provides an interesting model for use of nonprofessionals in mental health services, in which the professional functions primarily as a trainer and consultant rather than offering direct services. We describe the structure of the center and then discuss further innovations and projects.     

Cross-Cultural Adjustment Issues Faced by Immigrant Professionals

With changes in the economy, individuals with a technical certificate, trade designation, or university degree are in demand and make up a large portion of the immigrant flow. Immigrant professionals migrate to countries such as Canada, the United States, and Australia and compete with professional workers of the host country for Jobs, career opportunities, or advancement. The psychological impact of general and career issues faced by professional immigrants is the major focus of this article. A self-validation model for understanding stress factors is provided along with suggested helping strategies, enabling employment counselors to help individuals successfully adapt to the host country.     

ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE

We argue that positive employee relations effectively serves as an intangible and enduring asset, and may, therefore, be a source of sustained competitive advantage at the firm level. We survey a number of measures of firm-level performance and conceptualize how each measure is likely to be affected by highly positive firm-level employee relations. We then empirically investigate whether positive employee relations is related to firm performance, focusing on publicly traded firms included in the "100 Best Companies to Work for in America." The relative performance of these "Best Companies" is examined via comparisons to both companies in the broad market and a group of matched firms. Our analyses suggest that companies on the 100 Best list enjoy not only stable and highly positive workforce attitudes, but also performance advantages over the broad market, and in some cases, over the matched group.