Through the Looking Glass: The Experiences of Two Family Therapy Trainees with Live Supervision

A thorough investigation of the literature pertaining to therapy supervision reveals that supervision has never been examined from the viewpoint of the trainee. This paper examines live supervision of family therapy from that viewpoint. It suggests that live supervision is a powerful and effective tool—a tool that engenders strong emotional responses.     

Aspects of Consumer Satisfaction With Brief Family Therapy

In an evaluative study of brief family therapy, 279 families were administered a Family Satisfaction Questionnaire in their own homes, six months after treatment terminated. This questionnaire was designed to assess several aspects of the families' satisfaction with services received. The identified patient in all families was a child with academic and/or behavioral problems at school. A variety of outcome measures were also obtained both at treatment termination and at the six-month follow-up. Families were generally satisfied with the overall services received but expressed widely varying degrees of satisfaction with various aspects of treatment. Very little dissatisfaction was expressed regarding the availability of services (less than 7 per cent), but a sizeable proportion of families (45 per cent) did not feel that the services provided were comprehensive and adequate. Despite concerns regarding comprehensiveness and adequacy of the service, the majority of families were functioning well at the time of follow-up as assessed by a number of independent measures. Global satisfaction should not be regarded as the only index of treatment effectiveness, as many families who were dissatisfied experienced successful treatment outcomes.     

A PERFORMANCE MANAGEMENT SYSTEM: RESEARCH,DESIGN, INTRODUCTION AND EVALUATION1

The purpose of this paper is to describe and analyze a unique and innovative appraisal and development system. The Performance Management System (PMS) is the formal vehicle used by Corning Glass Works managers to measure and improve the performance and potential for advancement of approximately 3,000 managerial and professional employees. The current design of PMS is the result of several years of research and development work by staff psychologists and personnel specialists at Corning along with applied psychological research conducted in other organizations. PMS is distinguished from most appraisal systems by the following characteristics: (1) Its emphasis on both psychometric accuracy and practical utility; (2) Its emphasis on development as opposed to evaluation; (3) Its use of ipsative measurement; (4) Its integration of results with behavior centered appraisal. This paper is comprised of an introduction, reports on the initial research, the design and introduction, the evaluation and revision of PMS, and an overall summary. The strategies, results, and problems encountered at each phase of PMS development will be described and analyzed.     

Client,Treatment, and Therapist Variables Related To Outcome in Brief,Systems-Oriented Family Therapy

Client, therapist, and treatment characteristics were examined with respect to how much of the variance they could account for in a variety of outcome measures. Multiple regression analyses were used to examine relationships among each of the client, therapist, and treatment characteristics studied and the various outcome measures. For the 219 families that were treated with brief family therapy, only a relatively low amount of variance in any of the outcome measures could be accounted for. The amount of explained variance, however, varied considerably from one outcome measure to the other. When the more homogeneous groups of clients (single parents or adolescent identified patients) were considered, the amount of explained variance generally showed an increase. Different sets of client, therapist, and treatment variables accounted for the variance in these outcome measures across client groups, demonstrating both the complexities of the relationships and the relative independence of various outcome measures. New variables are suggested for future research.     

Misperceptions of Motivation of Economically Disadvantaged Employees in Work Settings

The present study was designed to assess the cross-cultural perceptions of appropriate and inappropriate behaviors for three sets of role relationships. Employers and economically-disadvantaged job trainees were asked to rate the appropriateness of various behaviors for superordinate/subordinate, subordinate/superordinate, and peer/peer relationships. Results suggest that job trainees perceived the role of a superordinate as being more punitive, more deceitful, and less friendly than the employers thought would be appropriate. The findings are discussed in light of the concept of “ecosystem distrust”.     

Mood and realism of confidence judgements of one''s own answers to general knowledge questions

This study examines the effect of a depressed mood on the realism of subjects' confidence judgements of the correctness of answers to general knowledge questions. Research conducted on how mood influences cognitive processes gives reason to expect that a depressed mood might increase the realism of individuals' confidence ratings. Sixty subjects were divided into three conditions, two of which were given mood induction, one condition into an elated-happy mood and one condition into a depressed-sad mood. As evidenced by subjects' responses to mood scales only the depressed condition was affected by the mood induction. All subjects answered 93 general knowledge questions and rated their confidence in the correctness of the answer given. Subjects were instructed to think aloud when answering the last 31 questions. The conditions did not differ with respect to the proportion of questions answered correctly, mean level of confidence, nor with respect to three measures of the realism in subjects' confidence ratings (calibration, over/underconfidence and resolution). The results were the same when questions answered with and without think aloud instructions were analysed separately.     

Multiculturalism and Rehabilitation Counselor Training: Recommendations for Providing Culturally Appropriate Counseling Services to American Indians With Disabilities

American Indians exhibit health-related problems at younger ages, as compared with the general population. They also have a disproportionate number of deaths related to alcoholism, accidents, homicides, pneumonia, influenza, diabetes mellitus, and tuberculosis as compared with the general population. In terms of mental health, depression and adjustment reactions are common problems, with the suicide rate among American Indian adults being more than twice as high as that for the general population. This article delineates specific steps necessary to successfully recruit and retain American Indians in counselor training programs, proposes a curriculum for training counselors to effectively provide services to American Indians with disabilities, and discusses the responsibility of counselor educators to concern themselves with the “job placement” of their graduates. En comparación con la población engeneral, los indios americanos tienen problemas de salud a edades más jovenes y tienen un número de mortandad deproporcionada debida al alcoholismo, acidentes, homicidios, neumonía, gripe, diabetes mellitus, y tuberculosis. En terminos de salud mental, reaciones a depresión y adaptación son problemas comunes, con la media de suicidios superior al doble de la cifra para la población general. Este artículo delinea medidas específicas que son necesarias para atraer y retener indios americanos en programas de entrenamiento de consejería, propone un programa para entrenar consejeros para el suministro eficaz de servicios a indios americanos incapacitados, y discute la responsabilidad de los educadores de consejeros para implicarlos en la búsqueda de un empleo para sus graduados.     

CONVERGENCE AMONG DATA SOURCES, RESPONSE BIAS, AND RELIABILITY AND VALIDITY OF A STRUCTURED JOB ANALYSIS QUESTIONNAIRE

Research examined both the Position Analysis Questionnaire (PAQ) and the possible analyst sources for gathering job analysis information. 25 state government jobs were examined using job incumbents, supervisors, job analysts, and a comparison group of college students. Reliability and validity (judge convergence and prediction of present pay levels) information was determined for each of the four analyst categories. Results indicate that there is little difference between analyst sources, including students, in terms of their ability to reliably analyze a job using the PAQ. Convergent validity results showed a high degree of agreement among all judge categories when summing item frequencies across all 25 jobs. The prediction of present pay levels was significant for all judge categories but was noticeably smaller than previously reported studies. This seemed to be primarily due to the restriction in salary range of the present study. An analysis of judge response bias showed that supervisors and incumbents rate all or most PAQ items higher than their analyst counterparts. These findings suggest that who furnishes responses to a job analysis inventory makes little practical difference. The exception is that the determination of pay levels and human requirements for test construction purposes should be viewed with caution when different analyst sources are utilized for different jobs.