Human Relations Skills Training in Teacher Education: The Link to Effective Practice

Brandt, R. (1985). On teaching and supervising: A conversation with Madeline Hunter. Educational Leadership, 42, 61–66. Hunter, M. (1985). What's wrong with Madeline Hunter? Educational Teacher Leadership, 42, 57–60. Ligon, S.A. (1984). A strategy for helping students with their problems. Teacher Educator, 19, 28–32. Manning, B.H., & Payne, B.D. (1984). Student teacher personality as a variable in teacher education. Teacher Educator, 20, 2–12. Sadker, M., & Sadker, D. (1985). Is the O.K. classroom O.K.? Phi Delta Kappan, 66, 358–361. Smith, B.O. (1985). Research bases for teacher education. Phi Delta Kappan, 66, 685–690.     

A Comparison of Two Approaches to Counselor-Free Career Exploration

This study was conducted to advance previous research in the use of computer-based, counselor-free career guidance systems instead of conventional counselor-free systems. The participants, Undergraduate college students (20 men and 20 women), were asked to rate their reactions to using the DISCOVER II microcomputer career guidance system and the Self-Directed Search. The majority of the participants preferred the DISCOVER II as a vocational exploration program.     

Roles of Counseling in Enabling Persons With Disabilities

The role of counseling in enabling students with disabilities has changed over the past 10 years. Other personnel in school settings now counsel students with disabilities, in addition to school and rehabilitation counselors. Evidence to support these contentions is described through a national survey. The specific roles of other counseling-related personnel are noted, and the primacy of transition issues is highlighted. Finally, there are implications for implementation of a collaborative consultation model in special education.     

College Students and Their Part-Time Jobs: Job Congruency,Satisfaction, and Quality

Randomly selected undergraduate students (1,438) at an urban west coast university were surveyed about their college employment experiences. Results indicate that students employed in part-time jobs congruent with their career interests were more likely to be satisfied with their jobs. Implications for practice and research are discussed.     

Brief Christian and Non-Christian Rational-Emotive Therapy With Depressed Christian Clients: An Exploratory Study

The current outcome study operationalized a brief “Christian” form of rational-emotive therapy (CRET) and compared the therapeutic efficacy of this treatment with a standard version of brief rational-emotive therapy (RET) with depressed Christian clients. Results indicated that both treatments were effective in reducing depression and automatic negative thoughts, while only the CRET reduced clients' irrational beliefs. No between-group differences were obtained for clients' perceptions of the counselor. Findings are discussed in terms of applied integration issues and the long-standing antagonism of rational-emotive philosophy toward religious beliefs.     

WHERE ALL THE CHILDREN ARE ABOVE AVERAGE: THE PERFORMANCE APPRAISAL PURPOSE EFFECT

More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta-analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes were, on average, one-third of a standard deviation larger than those obtained for research or employee development purposes. In addition, moderator analyses indicated larger differences between ratings obtained for administrative and research purposes when performance evaluations were made in field settings, by practicing managers, and for real world subordinates. Implications for researchers and practitioners are discussed.