Work and Family: Satisfaction,Stress, and Spousal Support

Married veterinarians (N = 242) provided information regarding work satisfaction, work‐related stress, marital‐family stress, and spousal support for career. Female veterinarians reported significantly greater effect of marital/family stress on career and less perceived spousal support for career than did their male counterparts. Areas of greatest work dissatisfaction for both genders were income and time required at work. No differences emerged between men and women on various measures of work satisfaction. In addition, no difference was found between the genders in the effect of work‐related stress on career.     

The Position of the Single-Parent Father

This article presents the profile and roles of the single-parent father. Problems that fathers face at work and at home are discussed. Recommendations are presented for counselors who work with single-parent fathers.     

PREDICTING JOB PERFORMANCE OF LOW INCOME WORKERS: THE WORK OPINION QUESTIONNAIRE

This study outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job-related attitudes. The 35-item attitude measure was validated on 670 C.E.T.A. workers in a large midwestem city. The WOQ was effective in predicting job performance in entry level positions. Potential applications and limitations of the WOQ are discussed.     

Growing Pains: A Theory of Stress and Moral Conflict

This article outlines a relationship between the crises that create stress in our lives and periods of instability in moral development. Stressful issues, we suggest, are more difficult to resolve during periods of developmental instability. When problems are most stressful we often experience the impact of that stress physiologically. The physiological symptoms of stress, we argue, reflect unresolved problems in primary relationships that occurred during the early (sensorimotor) developmental stages when feelings are experienced physiologically. In this way the physiological symptoms of stress become a metaphoric map for the developmental resolution of moral issues. Thus, stress and its symptoms, rather than becoming debilitating, can be reconstructed as “Growing Pains.”     

Furthering career education through counseling

There is no provision in career education for formally fostering such general attitudes as a sense of agency and a feeling of self-esteem or such bask skills as time management and interpersonal cooperation. Counselors can contribute directly to career education by teaching such attitudes and skills. This article discusses the need for providing basic attitude and skill training, and it outlines some new replicable counseling procedures that can be used to develop and build such attitudes and skills.     

Feedback and accountability

This article describes a communications system for planning and carrying out guidance and counseling activities. In the proposed model not only professional team members but also consumers of professional services are regarded as active participants in all phases of guidance, from goal identification through outcome evaluation. The article stresses the importance of an adequate feedback system used by all participants and describes its relationship to counselor accountability.     

Accountability: a boon to guidance

Accountability for guidance: How appropriate is it? Can it aid in educational reform? Is it a professional help or hindrance? The author examines these questions, placing emphasis on the PPBS model and showing samples of program structure and program analysis based on that model. He concludes that the accountability movement can be a positive force if implemented properly.     

Manpower trends: counseling or political solutions?

A review of manpower trends and political developments reveals that governmental decisions threaten to reduce job and training opportunities. Career counselors must be prepared to help clients cope with reduced opportunities. In this article the author describes several alternatives for helping clients in this situation. He maintains that political action by APGA should be one of the alternatives—perhaps the most appropriate one—if APGA is to continue its established tradition of supporting social development.     

A political action role for APGA

APGA needs to consider what its appropriate political role will be. In this article the author suggests that APGA adopt the role of declaring its professional position when professional concerns will be influenced by political decisions. The mechanism he describes for implementing such a role allows each member of APGA to participate in the political actions of the organization.