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DARRYL TAKIZO YAGI JAYOUNG LEE ANA PUIG SANG MIN LEE 《The Japanese psychological research》2011,53(3):281-291
This article describes the cross‐cultural validation of the Counselor Burnout Inventory (CBI; Lee, Baker, Cho, Heckathorn, Holland, Newgent, Ogle, Powell, Quinn, Wallace & Yu, 2007 ) on a sample of professional counselors and psychotherapists in Japan. Confirmatory factor analysis was performed to examine the validity of the CBI with three models: a one‐factor model, a five‐factor model, and a second‐order model. The results showed that the five‐factor model was a better fit and more parsimonious than both the one‐factor model and the second‐order factor model. Additionally, the internal consistency reliability for the CBI subscale scores proved equivalent to that found for other populations (e.g. American and Korean). The results suggest that counselor burnout is not a unidimensional construct but a multidimensional construct. Implications and recommendations for future research are provided. 相似文献
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EFFECTS OF SELF-EFFICACY and GOAL-ORIENTATION TRAINING ON NEGOTIATION SKILL MAINTENANCE: WHAT ARE THE MECHANISMS? 总被引:1,自引:0,他引:1
In a replication and extension of Gist, Stevens, and Bavetta (1991), we examined the effects of self-efficacy and a performance- versus a mastery-oriented post-training session on trainees' negotiation skill maintenance. Sixty MBA students received salary-negotiation training and engaged in practice negotiations with a confederate. They then attended either a performance- or a mastery-oriented post-training session. A second practice negotiation was conducted 7 weeks later. Results indicated that mastery-oriented trainees engaged in more interim skill-maintenance activities, planned to exert more effort, and showed more positive affect than did performance-oriented trainees. In addition, self-efficacy interacted with the post-training condition on Time 2 performance: Low self-efficacy trainees performed more poorly than high self-efficacy trainees in the performance- but not in the mastery-oriented post-training condition. Analyses indicated that trainees' cognitive withdrawal mediated this effect. Implications for future research and practice are discussed. 相似文献
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This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer. 相似文献
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ANTECEDENTS OF INTERVIEW INTERACTIONS, INTERVIEWERS' RATINGS, AND APPLICANTS' REACTIONS 总被引:1,自引:0,他引:1
CYNTHIA KAY STEVENS 《Personnel Psychology》1998,51(1):55-85
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DONNA BRUYERE MICHAEL J. STEVENS KAREN S. PFOST 《Journal of Employment Counseling》1984,21(3):126-135
This article describes the development, content, and outcome of a highly cost-effective program designed to meet the personal and vocational needs of displaced homemakers. Future research directions are suggested. 相似文献
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DONALD R. ATKINSON DON SKIPWORTH FRANK STEVENS 《Journal of counseling and development : JCD》1983,61(7):387-389
Counselors in the Santa Barbara (California) High School District recently faced the threat of abolishment of all counseling positions. This article describes how a guidance task force, consisting of counselors and teachers, sought and obtained community and professional support needed to defeat the proposed staff realignment plan. 相似文献
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