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.     

Training Bartenders as Helpers on a College Campus

Student bartenders working in a college rathskeller are portrayed as “gatekeepers”: individuals at a strategic point of contact between mental health professionals and people in need of such service. This article describes a training program that sought to enhance the skills necessary to perform a variety of gatekeeping functions. The program, which took the form of a one-day workshop, included six major segments. The authors suggest that such a workshop is a potentially useful preventive mental health program for a college campus.     

THE ASA FRAMEWORK: AN UPDATE

In 1987, B. Schneider proposed a person-oriented model of organizational behavior based on the proposition that it is the collective characteristics of people who define an organization. He further proposed that, over time, organizations become defined by the persons in them as a natural outcome of an attraction-selection-attrition (ASA) cycle. We provide a brief overview of the ASA cycle and review literature relevant to two facets of the theory. The literature reviewed provides some indirect support for the proposal that founders and the members of top management have long-term effects on organizations through the ASA cycle. The literature reviewed provides both indirect and direct evidence supporting a central proposition of ASA theory–that organizations over time become relatively homogeneous with regard to the kinds of people in them. Suggestions for future research on ASA are presented.     

THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. Largely consistent with the theoretically derived hypotheses, the results showed that leader (a) Agreeableness was positively related to procedural, interpersonal, and informational justice climates; (b) Conscientiousness was positively related to a procedural justice climate; and (c) Neuroticism was negatively related to all 3 types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.