College Students' Given Names: A Test of the Preference‐Feedback Hypothesis1

According to the preference‐feedback hypothesis, liking generally increases with familiarity up to a point and then declines. However, for stimuli such as given names, liking increases monotonically with familiarity, because given names that become too familiar tend to be chosen less frequently by parents, thus becoming less familiar once again. A college sample of 160 men and 211 women provided potential names for first son and first daughter, as well as reasons for their selections. Comparing given names of the research participants with names that they chose for sons and daughters, high‐frequency participants' names occurred less frequently as choices for sons and daughters' names, although this effect was significant for women's names only. Frequency was mentioned as a reason for choices by 10% to 20% of the sample, and significantly more often for daughters' names than for sons' names.     

MATCHING INDIVIDUALS TO OCCUPATIONS USING ABILITIES AND THE O*NET: ISSUES AND AN APPLICATION IN CAREER GUIDANCE

The Occupational Information Network (O*NET) is a modern computerized occupational database with the potential to be an important resource for numerous work-related applications. However, developing any O*NET-based application requires working through conceptual, methodological, and practical issues. This article discusses a set of major issues in the context of using the O*NET for person-occupation matching purposes, providing examples of how these issues were addressed in a systematic ability-based matching application developed for career guidance. Specifically, we (a) describe the O*NET and its potential for career guidance, (b) explain person-occupation fit and its positive consequences for individuals and organizations, (c) compare person-occupation fit with person-job fit, (d) discuss matching individuals to occupations empirically using abilities, (e) highlight issues faced in using the O*NJST in this process and give examples of how these issues were addressed in our matching application, and (f) evaluate the functioning of this example matching method.     

A System for Tailoring Change Measures to the Individual Family

The focus of this project is the problem of evaluating change in families. Prior work has tended to limit itself to anecdotal or self-report data. By and large, the studies that have evaluated a family intervention by observing family interactions have failed to demonstrate change. A major drawback in such studies has been the assumption that the few interaction variables selected (e.g., amount of silent time) have roughly the same salience and meaning for all the families studied. The measurement system described here was developed to fulfill four methodological requirements: (a) to represent the family as a whole; (b) to be sensitive to change; (c) to contain multiple measures; and (d) to be adaptable to the variation among families. The solution to these requirements, presented here, is a system for tailoring measures to individual families.     

The Influence of Gender on Job Loss Coping Behavior Among Unemployed Managers

Using the Job Loss Coping Behavior scale (JLCB; Leana & Feldman, 1992), this article examines the behaviors of 131 unemployed male and female managers in coping with their Job loss. The results indicate that the men had significantly higher job search efficacy. The article's findings suggest that women may need more help in identifying a network of colleagues and friends to assist with then-Job search activities than men. The authors encourage employment counselors to be mindful of this finding and to help unemployed women to develop more appropriate proactive behaviors and skills that will assist them with their Job search activities.