JOB ORIENTATION OF BLACK AND WHITE COLLEGE GRADUATES IN BUSINESS

Differences in job orientation between black and white male and female business college graduates were examined. Significant race differences were found on 10 of 25 job characteristics, with blacks rating 9 of these more important than whites. Significant race by sex interactions exist on four characteristics, while sex differences were found on nine. Factor analysis indicates that blacks value long-range career objectives and structure considerably more than do whites, while their preference for intrinsic and extrinsic factors was less pronounced. Methods by which organizations can satisfy the greater importance placed on many job characteristics by blacks are explored.     

THE WORLD OF NONWORK: SOME IMPLICATIONS FOR JOB RE-DESIGN EFFORTS1

The compensatory and spillover models of adjustment to work are described. Data from a pharmaceutical firm and two different research and development organizations are examined to illustrate the operation of these two models. Evidence of both the compensatory and spillover models were found for several different groups of workers. Furthermore, some groups of workers displayed complex combinations of both compensatory and spillover adjustments to their work experiences. Implications of these results for job re-design efforts are described.     

POTENTIAL VERSUS ACTUAL FAKING OF A BIODATA FORM: AN ANALYSIS ALONG SEVERAL DIMENSIONS OF ITEM TYPE

Two studies examined faking of a 25-item biodata questionnaire. The first study investigated potential and actual faking of the form using three groups: a group told to make themselves look as good as possible, a group told to complete the form honestly, and a group completing the instrument in a real selection situation. Subjects were 58 current employees and 231 job applicants. Results indicated that subjects could fake the instrument when instructed to do so. Also, some faking appeared to be occurring in practice, although results depended upon the composition of the comparison group. Only eight items appeared to be fakable, and only three of these seemed to be faked in practice. In Study 2, 26 business majors rated the biodata items on eight dimensions of item type. Results showed that the three items faked in practice were less historical, objective, discrete, verifiable, and external than other items, and were more job relevant.     

JOB ANALYSIS: THE COMPOSITION OF SME SAMPLES

It is common for job analysts to solicit information from incumbents and supervisors (Subject Matter Experts or SMEs) when conducting a job analysis. These SMEs are asked to provide ratings on salient dimensions (e.g., frequency and importance of tasks that comprise the job). In constructing samples of SMEs for this purpose, it is reasonable to consider any possible influences that might bias or systematically influence the task ratings. The present paper considers the possible influence of SME demographic characteristics on task ratings of frequency. The tasks comprising the job of patrol officer in a large city were rated for frequency by approximately 700 incumbents. These ratings were gathered in two different years, 1982 and 1984. The total data set was used to conduct a components analysis of the 444-item task inventory. The first eight principal components were considered the dependent variables and four demographic characteristics the independent variables in an analysis of the 1982 data set. Analysis of variance and follow-up tests indicated that incumbent experience had a substantial influence on task ratings. Educational level and race had minimal effects on ratings. The sex factor was confounded by the experience factor, making interpretation of the sex effect equivocal. Mechanisms that might account for the experience effect are discussed. It was concluded that incumbent experience is a salient issue in job analysis using SME groups.     

The Nature of Prejudice Revisited: Implications for Counseling Intervention

This article presents a contemporary perspective on the nature of prejudice and on the counseling profession's role in prejudice prevention. The definition, origins, development, and expressions of prejudice are posited. Increasing race-based intergroup conflict is documented and explained vis-à-vis racial identity theory, rapidly changing demographics, and the Flight or Fight Response Theory of Racial Stress. Specific, developmentally based intervention strategies are presented across the elementary, high school, and college levels. Recommended roles for the counselor in multicultural awareness and prejudice prevention programs are described. Este artículo presenta una perspectiva contemporanea de las características del prejuicio y del papel de la profesión de consejeía en la prevención del prejuicio. Se examina la definición, origen, desarrollo, y expresiones prejuiciosas. Se documenta y se explica el aumento de conflicto racial entre grupos frente a la teoría de identidad racial, el cambio demográfico rápido, y la teoría de fugar o luchar a el estrés racíal. Específicamente, se presentan estrategias de intervención basadas en el desarrollo a través de los niveles de educación primaria, secundaria, o universitaria. Se describen los papeles recomendados para el consejero en los programas de conocimiento multicultural y de prevención del perjuicio.