Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

Group Work With Catholic Priests Who Have Exited the Clerical World

Currently, a growing number of Catholic priests choose to leave the priesthood. These former priests usually feel guilt ridden, isolated, and confused. They also experience great anxiety about fitting into a secular society and about being a “displaced person.” A group approach designed to help meet the needs of these individuals is described.     

LARGE-SCALE PREDICTOR VALIDATION IN PROJECT A: DATA COLLECTION PROCEDURES AND DATA BASE PREPARATION

The data base for the Army Selection and Classification Project (Project A) contains two major samples referred to as the concurrent validation sample and the longitudinal validation sample. The former was drawn from a cohort that joined the Army in 1983/84, and the latter from a cohort that entered in 1986/87. This paper describes the data base resulting from the concurrent sample. The sampling procedure, the distribution of sample sizes over jobs, the total array of variables, and the data collection procedures are described. Also discussed are the extensive data editing procedures that were used to deal with missing data.     

Object Relations and the Development of Values

Values acquisition as a part of the therapeutic interaction that occurs between client and therapist is a clear and focused representation of what naturally occurs between people who influence one another. As the relationship develops in therapy, and the client begins to trust the therapist, he or she also becomes inclined to emulate that therapist in greater or lesser degrees. From an object relations point of view, a developmental process unfolds between these two people, which reflects the means by which a person realizes his or her value system. The discussion begins with the etiology of identification, because according to this viewpoint, the process described above begins, and is supported by, the dynamics of identification. Referring specifically to the ideas of Heinz Kohut, the authors describe the mechanisms of idealization as the intrapsychic process most basic to the final formation of values.     

The Deaf in the World of Work

Deaf persons form a distinct minority in the world of work. Many deaf persons are underemployed and face bleak vocational futures. Many actions can be taken to change the status of deaf employees. Professionals working with the deaf should be aware of the current vocational functioning of their clients. Deaf clients need specific job information, their social and communication skills may need improvement, and they may need basic skills in applying for a job. Comprehensive vocational counseling for the deaf is an obvious need. Also, employees must be encouraged to reduce job discrimination against the deaf. Employer attitudes preclude the deaf for appropriate job trials. If the counselor, client, and the employer work closely together, the occupational picture of deaf workers can be greatly upgraded.     

The Easy Rider Syndrome: A Pattern of Hetero- and Homosexual Relationships in a Heroin Addict Population

A pattern of dyadic relationship in the addict subculture is described in terms of its familial antecedents, current dynamics, and treatment implications. The chief feature of this pattern is that the male member of the dyad is an "Easy Rider," supported and cared for by the female partner.     

THE ROLE OF THE TRADITIONAL RESEARCH DESIGN IN UNDERESTIMATING THE VALIDITY OF THE EMPLOYMENT INTERVIEW

Building upon the suggestions of Arvey and Campion (1982) and Zedeck, Tziner, and Middlestadt (1983), this paper calls into question the traditional approach to validating the employment interview. A general review of the literature reveals that individuals are likely to differ in their ability to provide accurate predictions of employee behavior and that interviewers often differ in their constant tendency to make favorable or unfavorable ratings. A review of published validation studies shows that most researchers fail to consider these tendencies and, therefore, may be inappropriately collapsing data across multiple interviewers. Through analytic argument we conclude that reviews of the existing literature will likely underestimate the usefulness of this widely used technique.