THE EFFECTIVENESS OF AN ORGANIZATIONAL-LEVEL ORIENTATION TRAINING PROGRAM IN THE SOCIALIZATION OF NEW HIRES

This quasi-experimental field study examined the impact of attending a voluntary, organizational-level new employee orientation training program on organizational socialization. Six content dimensions of socialization were measured before and 1 to 2 months following orientation training for a sample of 116 new employees in a variety of occupations. Results revealed that employees attending the orientation training were significantly more socialized on 3 of the 6 socialization content dimensions (goals/values, history, & people) than employees who did not attend the training. Employees attending the orientation training also had significantly higher levels of affective organizational commitment than nonattendees, a relationship that was fully mediated by the socialization content dimensions, primarily goals/values, and history.     

The Emergence of Career Development Facilitators

This article describes the collaborative efforts of the National Career Development Association, National Occupational Information Coordinating Committee, and Career Development Training Institute at Oakland University, which resulted in the emergence and recognition of the important role of career development facilitators (CDFs). The development of the CDF competencies, curriculum, and certification is summarized, and examples of counselor‐facilitator collaboration are provided.     

Racial/Ethnic Differences in Religious Involvement in a Multi-Ethnic Cohort of Midlife Women

We examined racial/ethnic differences in five measures of religious involvement (worship attendance, religious social support, importance of faith, comfort from religion, and frequency of prayer or meditation) among 2,690 women, age 42–52 years, participating in the Study of Women's Health Across the Nation (SWAN). The women reported five racial/ethnic identifications: white, African American, Hispanic, Japanese, and Chinese. A large proportion of the Asian and Hispanic women were born outside the United States (Japanese 48 percent, Chinese 69.5 percent, Hispanic 89.1 percent). African-American and Hispanic women reported the highest levels of religious involvement. White and Japanese women reported similar levels of involvement for four measures. Compared to the white women, the Chinese women reported similar levels of worship attendance and religious social support, but lower levels for the other three measures. These racial/ethnic differences were not explained by differences in religious preference, acculturation, or sociodemographic factors. With the exception of worship attendance, in adjusted models, measures of acculturation were not significantly associated with religious involvement .     

Religious Diversity and Community Volunteerism Among Asian Americans

We examine whether religious membership and participation foster community volunteerism among a religiously diverse group of Asian Americans. We use data from the Social Capital Community Benchmark Survey (SCCBS), the only data set that contains both a large, national sample of Asian Americans and detailed questions on religious and civic participation. Asian-American Protestants, Catholics, and adherents of non-Christian religions are involved in community volunteerism to varying degrees. Surprisingly, however, fewer Hindus and Buddhists volunteer when compared to the nonaffiliated. We use these results to propose theoretical concepts that take into account the impact of a religion's structure as well as the double-minority status faced by nonwhite and non-Christian Asian Americans on the likelihood of volunteering. Our findings indicate that accepted predictors of community volunteerism may operate differently among new nonwhite immigrants and their children than in the general U.S. population; this provides building blocks for future research on religion and civic participation among nonwhite and non-Christian populations.     

Employee Perceptions of Perpetrators and Acts of Workplace Violence in Colleges and Universities

Workplace violence has captured the attention of both the popular press and the scholarly literature, leading to a greater awareness of its existence in society. One area that has been overlooked by the research is how employees perceive various types of workplace violence acts, as well as different types of perpetrators. This study examined employee perceptions of a variety of workplace violence acts and different perpetrators at a large, public university in the midwestern United States. The results indicate that employees perceive various types of workplace violence acts and different perpetrators in a variety of ways. Based on these findings, recommendations on how to improve awareness are suggested.     

Multidimensional Family Therapy HIV/STD Risk-Reduction Intervention: An Integrative Family-Based Model for Drug-Involved Juvenile Offenders

Drug and juvenile justice involved youths show remarkably high rates of human immunodeficiency virus (HIV)/sexually transmitted disease (STD) risk behaviors. However, existing interventions aimed at reducing adolescent HIV risk behavior have rarely targeted these vulnerable young adolescents, and many approaches focus on individual-level change without attention to family or contextual influences. We describe a new, family-based HIV/STD prevention model that embeds HIV/STD focused multifamily groups within an adolescent drug abuse and delinquency evidence-based treatment, Multidimensional Family Therapy (MDFT). The approach has been evaluated in a multisite randomized clinical trial with juvenile justice involved youths in the National Institute on Drug Abuse Criminal Justice Drug Abuse Treatment Studies ( http://www.cjdats.org ). Preliminary baseline to 6-month outcomes are promising. We describe research on family risk and protective factors for adolescent problem behaviors, and offer a rationale for family-based approaches to reduce HIV/STD risk in this population. We describe the development and implementation of the Multidimensional Family Therapy HIV/STD risk-reduction intervention (MDFT-HIV/STD) in terms of using multifamily groups and their integration in standard MDFT and also offers a clinical vignette. The potential significance of this empirically based intervention development work is high; MDFT-HIV/STD is the first model to address largely unmet HIV/STD prevention and sexual health needs of substance abusing juvenile offenders within the context of a family-oriented evidence-based intervention.     

Family Therapy for the Historian?— The Case of William James

Family therapists disagree over the utility of historical reconstruction for treatment. Following either a behavioral or a psychoanalytic paradigm, theorists insist that history is irrelevant or essential to the treatment process. This paper demonstrates how a variety of family therapy concepts were used in his historical research into the life of the family of William James, the American psychologist and philosopher (1842–1910). This is offered as evidence both that family theory has a contribution to make to the writing of history and that the historical process is important to family therapy. It is suggested that clinical actuality calls forth interventions within both paradigms, often by the same therapist with the same family. The alternatives need not be mutually exclusive, though theory-building is clarified by talking as if the therapist were confronted by an either/or choice.     

THE USE OF FUNCTIONAL JOB ANALYSIS IN ESTABLISHING PERFORMANCE STANDARDS FOR HEAVY EQUIPMENT OPERATORS

Research recently completed for a large international craft union provided the opportunity for an empirical assessment of functional job analysis (FJA) as a method for developing job-related performance standards. Based on content-oriented test development procedures, work sample tests were developed to measure operator achievement of these training standards. According to the results the tests significantly differentiated between skill levels of operating engineers in which the significant criterion factor was the degree of independence and autonomy the operator could be permitted in doing the work. FJA proved to be a useful technique for defining the work of operating engineers so that the knowledges, skills and abilities required can be easily communicated to the courts and the public.