Kate Hevner Mueller: Woman for a Changing World

Kate Hevner Mueller was a pioneer, not only in student affairs administration but also in the graduate-level preparation of student affairs staff and in the education of women for diverse roles in society. At the same time, she was a scholar of many interests, from psychometrics to aesthetic expression, who made a lasting contribution to the knowledge and literature of student affairs. Mueller's personal papers included extensive autobiographical reflections on her life and her experiences as a teacher, researcher, and mentor. These writings, as well as the recollections of her students and colleagues, were fashioned into the “interview” that follows.     

Geroconsultation: A Proposed Decision-Making Model

Recognizing the rapidly increasing number of aging individuals in the United States and the difficulties encountered by these people (and those who are close to them), the authors propose a consultative model for use by professionals who work with this population. An example of content for possible inclusion in the consultative process is proposed for use in decision making.     

Kolb's Experiential Learning Theory: A Meta-Model for Career Exploration

Kolb's experiential learning theory offers the career counselor a meta-model with which to structure career exploration exercises and ensure a thorough investigation of self and the world of work in a manner that provides the client with an optimal amount of learning and personal development.     

Counselor Interventions with Low-Achieving and Underachieving Elementary,Middle, and High School Students: A Review of the Literature

The author reviews experimental studies and evaluates the effects of counselor interventions on the grade point averages of underachieving or low-achieving students in elementary, middle, and high schools. Characteristics of programs associated with improved achievement included directive and behavioral rather than person-centered approaches, lengthy rather than brief treatment, group rather than individual counseling, voluntary rather than nonvoluntary participation, counseling with study skills instruction, and parental involvement.     

ORGANIZATIONAL DEVELOPMENT INTERVENTIONS: A META-ANALYSIS OF THEIR EFFECTS ON SATISFACTION AND OTHER ATTITUDES

This meta-analysis examined the effects from 126 studies that employed organizational development (OD) interventions to modify satisfaction and/or other attitudes. Raju and Burkes's (1983) Taylor series approximation 1 (TSA 1) validity generalization procedure was used to conduct the meta-analysis. Multi-faceted interventions have been more effective in modifying satisfaction and attitudes than were OD interventions that used a single human-processes or technostructural technique. For specific interventions, team building and lab training were the most effective means of changing satisfaction and other attitudes. Also, OD seems to affect attitudes more than satisfaction. Caution is encouraged in generalizing these findings, given (1) the non-random selection of techniques, (2) the frequent moderating effects of both the participant's organizational level and the methodological rigor of the studies, and (3) this study's frequent failure to account for a substantial amount of the variability of the effect sizes.     

DO PEOPLE MAKE THE PLACE? AN EXAMINATION OF THE ATTRACTION-SELECTION-ATTRITION HYPOTHESIS

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational-choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video-taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six-factor structure that appears consistent with the second-order factors from other respectable personality measures. This suggests that the second-order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.     

Elizabeth Adele Greenleaf: Having Some Fun Getting the Job Done

Elizabeth Adele Greenleaf, professor and coordinator of College Student Personnel Administration at Indiana University, made significant contributions to the development of the student affairs profession through her leadership as an educator, administrator, and mentor.     

Childbirth pain,attachment orientations,and romantic partner support during labor and delivery

Attachment anxiety is associated with greater perceived physical pain, whereas social support is associated with lower pain perceptions. Few studies, however, have examined the joint effects of attachment and support on acute physical pain in a dyadic context. In this study, first‐time expectant mothers (N = 140) and their male partners completed romantic attachment measures (prenatally) and postnatal assessments of women's pain and men's emotional support during labor and delivery. More securely attached women benefited from emotional support in terms of reduced pain, more avoidantly attached women reported greater pain when given more support, and more anxiously attached women reported greater pain, regardless of their partners' support. These results advance our understanding of which women are most vulnerable to painful childbirth.