INTERRELATIONSHIPS AMONG EMPLOYEE PARTICIPATION, INDIVIDUAL DIFFERENCES, GOAL DIFFICULTY, GOAL ACCEPTANCE, GOAL INSTRUMENTALITY, AND PERFORMANCE

A field study was conducted with 41 female typists in a large corporation to test an explanatory model of goal setting. Weekly productivity goals were either assigned by the supervisors or were set jointly with a typist. Goals were set for ten consecutive weeks. A correlational analysis of the data indicated that difficult goals led to higher performance. Higher performance led to higher absolute goals for the subsequent week, but smaller improvement goals. Persons with a high need for achievement and an internal control orientation set higher goals. Goal setting led to greater overall performance improvement for employees who had high self esteem or who perceived goal attainment to be instrumental for getting extrinsic rewards. Hypothesized relationships involving goal acceptance were not supported, which may have been due to a lack of validity for the goal acceptance measure.     

Multisystem-Multimethod Family Assessment in Clinical Contexts

A framework for assessing multiple levels of the family system by using multiple methodologies is proposed in this paper. This approach for measuring family phenomena is referred to as Multisystem-Multimethod (MS-MM) family assessment. Ideas from systems theory, measurement theory, and clinical application are used to describe the measurement strategy. A clinical case example is offered illustrating one way in which a MS-MM procedure can be implemented with families. Several currently available assessment tools are utilized to assess the individual, marital, and family levels of the family system. This diversity of measurement techniques provides convergent and divergent information within and across system levels. An MS-MM procedure has the capacity to assess the wholistic qualities of systems as well as specific issues within the boundaries of particular family subsystems.     

Guidance and Counseling in New Zealand

This article describes guidance and counseling in multicultural New Zealand as a professional service facing social change and supported by training, research, and a national association.     

THE DEVELOPMENT OF BEHAVIORAL OBSERVATION SCALES FOR APPRAISING THE PERFORMANCE OF FOREMEN

Behavioral observation scales (BOS) were developed for first line foremen. BOS are similar to behavioral expectation scales (BES) in that both are based on a job analysis procedure known as the critical incident technique. However, the BOS differ from BES in that, in developing BOS, (a) a group of individuals is observed and rated on a five-point scale as to the frequency with which they engage in the behavior described by each incident/statement, (b) a total score for each individual is determined by summing the observer's responses for each behavioral item, and (c) an item analysis (or factor analysis, depending upon the sample size) is conducted to select the most discriminating items. Those items with the highest correlations with the total score on a scale are retained to form one behavioral criterion or scale (BOS).     

Predicting Length of Stay in the Job Corps

This study attempted to isolate psychosocial variables having predictive value regarding enrollee length of stay in a Job Corps training center. Correlation and multiple discriminant-function analyses were emphasized to test relationships between seven psychosocial variables and the dependent variable, length of stay. Results demonstrated that the Stanford Achievement Test's paragraph-meaning subtest was a significant predictor to the dependent measure and that the combination of paragraph meaning and the manifest-aggression subscale from the Jesness inventory formed the strongest set of multiple predictor variables. Conclusions beyond those applicable to the population studied were limited; however, I encourage Job Corps personnel to consider these findings as potential guidance tools and as stimuli for similar study in other Job Corps settings.