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CHARLOTTE H. CAMPBELL PATRICK FORD MICHAEL G. RUMSEY ELAINE D. PULAKOS WALTER C. BORMAN DANIEL B. FELKER MARIA V. DE VERA BARRY J. RIEGELHAUPT 《Personnel Psychology》1990,43(2):277-300
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. 相似文献
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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. 相似文献
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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. 相似文献
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COMPARING RECRUITER, STUDENT, AND FACULTY PERCEPTIONS OF IMPORTANT APPLICANT AND JOB CHARACTERISTICS 总被引:1,自引:0,他引:1
BARRY Z. POSNER 《Personnel Psychology》1981,34(2):329-339
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. 相似文献
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BARRY GRANT 《Counseling and values》1984,29(2):141-150
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. 相似文献
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BARRY M. GOLDMAN 《Personnel Psychology》2001,54(2):361-386
This research examines predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories. This study investigated initial decisions to claim in a sample of 439 terminated workers who were surveyed at several unemployment offices. Logistic regression was used to examine how the decision to claim for discrimination was affected by procedural and distributive justice, social guidance, minority status, gender, age, tenure, and education. All of the variables except education and gender were found to be significant. Thus, the results support variables from each of the theories. Social guidance was found to have a major influence on discrimination-claiming. A counter-intuitive finding for minority status was found such that Whites were more likely to claim than minorities. Theoretical and practical implications are discussed. 相似文献