Expanding the analysis of social orientations by reference to the sequential–temporal structure of situations

The purpose of this paper is to identify logically the types of choice points that people encounter in their interpersonal relationships. It is assumed that associated with each type of choice point is a special class of choice criterion or decision rule. Therefore, identifying the types of choice points provides a basis for distinguishing the various decision criteria that are required by interdependent life and that should be assessed in order to predict patterns of interpersonal interaction. This paper explains how these distinctions will serve to expand our thinking about social orientations. © 1997 John Wiley & Sons, Ltd.     

MASS COMMUNICATION AND BELIEF CHANGE: A TEST OF THREE MATHEMATICAL MODELS

Three mathematical models of communication and belief change were proposed and tested: a proportional change model, a belief certainty model, and an accumulated information model. A quick correlational check of the three models suggested that the accumulated information model was the superior with the belief certainty model being the most inferior of the three. Stronger support for the accumulated information model obtained using a more stringent test: a nonlinear bivariate regression which produced visual “plots” of empirical data that nearly duplicated the visual “plots” produced by the theoretical model. The accumulated information model states that belief change is proportional to the discrepancy between the original belief and the belief communicated in the message, and inversely proportional to the amount of information which the receiver has about the topic at the time the message is received. The belief certainty model was the most inferior of the three indicating that the degree to which a receiver is certain in conviction is unrelated to the communication-belief change relationship.     

SEQUENTIAL-REQUEST PERSUASIVE STRATEGIES

Meta-analysis of the foot-in-the-door (FITD) and door-in-the-face (DITF) literatures showed both effects to be small (r = .17, .15 respectively), even under optimal conditions. Both require aprosocial topic in order to work. The amount of time between the first and second requests plays a different role in the operation of each of the two strategies. DITF was effective only when the delay between requests was brief. Effectiveness of FITD was unrelated to delay, but did depend on whether or not an incentive was provided with the first request. The positive relationship between effort and FITD predicted by self-perception theory was not found. Self-perception theory and reciprocal concessions theory, the theoretical perspectives usually applied to FITD and DITF respectively are examined in light of the findings and it is concluded that both are flawed seriously. Directions for future research are suggested.     

Intergroup Discrimination Involving Negative Outcomes and Self‐Esteem

Two studies examined the link between intergroup discrimination involving negative outcomes (i.e., removal of positive resources and allocation of noxious resources), global self‐esteem (GSE), and collective self‐esteem (CSE). Study 1 found that New Zealanders who took away more positive resources from out‐group than in‐group members experienced enhanced CSE, but not GSE. These findings were replicated in Study 2, with respect to the allocation of noxious resources (i.e., white noise). New Zealanders' GSE and CSE assessed prior to the allocation of noxious resources were unrelated to the subsequent allocation of white noise. The data are interpreted to indicate that intergroup discrimination involving negative outcomes leads to enhanced CSE. However, neither GSE nor CSE predict such discrimination.     

Using the DSM-III-R in Counseling

Familiarity with DSM-III-R is an important element in maintaining professional expertise for counselors. This article discusses the new revisions contained in the DSM-III-R.     

A META-ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION

This paper reviews the validity evidence for systematic methods used to evaluate training and experience (T&E) ratings in personnel selection. Meta-analytic summaries of the data indicate that validity varies with the type of T&E evaluation procedure used. The lllinois job element and behavioral consistency methods each demonstrated useful levels of validity (.20 and .45, respectively) with small corrected standard deviations, thus supporting validity generalization. Both the point and task methods yielded low mean validities (.11 and .15, respectively) with larger variability. The authors hypothesized that both the point and task methods were affected by a job experience moderator. Partial support for this hypothesis was found. Moderator analyses suggested that the point method was most valid when the applicant pool had low mean levels of job experience and was least valid with an experienced applicant pool. Additional research is desirable on all T&E methods to decrease the potential impact of second-order sampling error in the meta-analytic results. Further research is also needed to explicate the constructs measured by T&E evaluations.     

The progressive heritage of guidance: a view from the left

As one part of a larger progressive movement, the guidance and counseling movement has typically supported progressive programs in the schools and in society as a whole. While most counselors point with pride to such a progressive heritage, a case can be made that the effect of progressivism is to prop up existing structures and resist fundamental change in societal institutions. In this article the author discusses four ideals that are commonly held by the progressive and the counseling movements, pointing out some of the destructive effects these ideals have on societal change efforts. The four ideals discussed are: (a) an emphasis on access to opportunity (pluralism), (b) an emphasis on pragmatism, (c) an emphasis on adjustment, and (d) an emphasis on individualism.