Choosing Outcome Assessment Devices: An Organizational and Conceptual Scheme

The assessment of counseling outcome is an important issue that has theoretical, ethical, empirical, and practical significance. Our examination of the state of the science, however, revealed much diversity and disorder. To impose order on this chaos, an organizational and conceptual scheme consisting of content, source, technology, and time orientation dimensions was proposed. The scheme's utility was demonstrated through a review of and application to outcome studies found in two leading counseling journals over the past 3 years. The conceptual scheme was further illustrated through an in-depth application to one specific outcome study. This scheme may guide future outcome research efforts, and its utility may be broadened to include the selection of outcome instruments in career counseling and supervision research.     

Predictors of Client Satisfaction in Executive Outplacement: Implications for Service Delivery

This study examined various program components of professional outplacement relative to client satisfaction using a sample that comprised a majority of former executives seeking jobs. Results from a pencil-and -paper client survey suggest that outplacement content components (job search training, preparation) and process components (consultant relationship, clarity of expectations, assistance in maintaining focus) were better predictors of client satisfaction when compared with contextual components (library, software, administrative support). Findings from this study suggest that issues of self-efficacy may make a key contribution not only to client satisfaction, but to the design and the administration of outplacement services.     

THE RELATIONSHIP BETWEEN WORK EXPERIENCE AND JOB PERFORMANCE: A CONCEPTUAL AND META-ANALYTIC REVIEW

A gap in the conceptual development of the work experience construct was addressed by creating a framework specifying two dimensions along which work experience measures can vary. The dimensions of measurement mode (amount, time, and type) and level of specificity (task, job, organizational) formed nine separate categories of measures of work experience. The usefulness of the conceptual framework was tested by conducting a meta-analytic review of the existing literature on work experience using the dimensions in the framework as potential moderators of the experience-performance relationship. Results of the meta-analysis ( N = 25,911; K = 44) revealed an estimated population correlation of 27 between experience and performance after correcting for sampling error and criterion unreliability. In addition, the results showed that amount ( M = .43) and task-level ( M = .41) measures of work experience had the highest correlations with measures of job performance. In addition, work experience had the highest correlations with hard (e.g. work samples) as opposed to soft (e.g. ratings) measures of job performance ( M = .39 vs. M = .24). Implications and directions for future research are discussed.     

COLLEGE STUDENTS'ATTITUDES TOWARD EMPLOYEE DRUG TESTING PROGRAMS

Drug testing programs are becoming increasingly popular, but little is known about attitudes toward various aspects of common testing programs. This study examined college students'attitudes toward several aspects of drug testing programs. Results indicate that testing is seen, under some circumstances, as appropriate and necessary. However, attitudes toward most aspects of testing were characterized by extreme variability. Virtually all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others. Furthermore, attitudes toward employee drug testing do not appear to vary as a function of employment experience, qualifications, or political inclinations, and are not strongly related to the individual's exposure to others'drug use. One of the few consistent correlates of approval of employee drug testing was the individual's drug use; self-report frequency of drug use was negatively correlated with the acceptability of employee drug testing.     

FOOLING YOURSELF WITH CROSS-VALIDATION: SINGLE SAMPLE DESIGNS

The most commonly used cross-validation design involves drawing a single sample and partitioning that sample into derivation and holdout subsamples. This type of design allows one to adjust for random sampling error, but like formula estimates of cross-validity, is insensitive to violations of sampling assumptions. As is shown in a small Monte Carlo study, results obtained in non-representative samples, which are known to be invalid in the population, will nonetheless hold up well under cross-validation when single-sample designs are employed. It is suggested that single-sample cross-validation estimates possess no clear-cut advantages over formula estimates, and thus are not worth the effort or the loss of degrees of freedom.     

East and West: Transpersonal Psychology and Cross-Cultural Counseling

In this article, the authors examine cross-cultural counseling (specifically Western counselor-Eastern client) within a transpersonal psychological framework. A meta-model is presented that allows counselors to adopt attitudes that transcend cultural differences. The benefit for counselors would be a superordinate framework in which various, specific counseling strategies could be better understood.     

Ranken on Disharmony and Business Ethics

ABSTRACT  This article is a response to Nani Ranken's paper 'Morality in business: disharmony and its consequences' ( Journal of Applied Philosophy , Vol. 4, p. 41). There she attacked the analogy sometimes made between businesses and persons, and concluded that businesses cannot be regarded as moral agents. Her thesis relies centrally on a very strict notion of a person's 'true good'. By exploring and expanding the concepts of 'true good' and 'moral agency' we are able to recover a sense in which businesses are indeed members of the moral community. Moreover, admitting businesses to the moral community also provides a working framework to examine the claim that what is good for business is in harmony with the dictates of morality.     

“Did You Bring the Yarmulke for the Cabbage Patch Kid?” The Idiomatic Communication of Young Lovers

The relationships of various aspects of idiomatic communication to the interpersonal sentiments of 100 romantically involved heterosexual couples were examined. After completing measures of love, liking, commitment, and closeness, the partners of each dyad were questioned about any words, phrases, or nonverbal signs they had created that had meaning unique to their relationship. The 647 idioms reported were coded for their form (i.e., verbal versus nonverbal), context of use (i.e., private idioms, which were used only when others were not present, versus public idioms, which could be used in the presence of others), and function (i.e., confrontations, expressions of affection, labels for outsiders, nicknames, requests, sexual invitations, sexual references/euphemisms, and teasing insults). For both sexes, loving, commitment, and closeness were correlated with number of reported idioms that expressed affection, initiated sexual encounters, and referred to sexual matters. The only significant relationship for liking was between females' liking scores and the frequency of idioms with sexual referents. A log-linear analysis revealed a significant association between the function of the idioms and their form; labels for outsiders, nicknames, sexual references/euphemisms, and teasing insults were almost always verbal. A significant association was also found between idiom function and context of use; labels for outsiders and teasing insults were most often used in situations involving other people, whereas sexual invitations and sexual references/euphemisms were usually used in private situations. Finally, males were the inventors of idioms much more often than females.     

DIFFERENTIAL EFFECTS OF LEARNER EFFORT AND GOAL ORIENTATION ON TWO LEARNING OUTCOMES

Training research is beginning to examine the trainee as an active participant in the learning process. One component of this process involves the choices learners make about the effort they will apply to the learning task. Learner effort was examined in two ways: amount of effort and type of effort. Both amount and type of effort were measured in multiple ways. The results indicated that mastery orientation and time on task were the strongest predictors of performance on the knowledge learning outcome, while perceived mental workload and the use of an example during learning predicted performance on the application learning outcome. Implications for training practice and research are discussed.