Audience Design in Multiparty Conversation

How do speakers design what they say in order to communicate effectively with groups of addressees who vary in their background knowledge of the topic at hand? Prior findings indicate that when a speaker addresses a pair of listeners with discrepant knowledge, that speakers Aim Low, designing their utterances for the least knowledgeable of the two addressees. Here, we test the hypothesis that speakers will depart from an Aim Low approach in order to efficiently communicate with larger groups of interacting partners. Further, we ask whether the cognitive demands of tracking multiple conversational partners' perspectives places limitations on successful audience design. We find that speakers can successfully track information about what up to four of their partners do and do not know in conversation. When addressing groups of 3–4 addressees at once, speakers design language based on the combined knowledge of the group. These findings point to an audience design process that simultaneously represents the perspectives of multiple other individuals and combines these representations in order to design utterances that strike a balance between the different needs of the individuals within the group.     

Computerized Career Information and Guidance Systems: Caveat Emptor

Computerized career information and guidance systems, although now commonplace, have received little psychometric scrutiny. The authors argue for examining these systems in the same way in which paper and pencil instruments are assessed. Consideration is also given to issues related to programming, technical-service problems, and staffing.     

Creating a Career Hotline for Rural Residents

The authors describe a career information hotline for rural and farm residents affected by the farm crisis as one way a university career center and extension division can make their resources more generally available to residents. The rural crisis is real, but a crisis brings opportunities. There are opportunities to provide needed services and help ease the personal cost for families and reduce the declining quality of life in rural communities. (Heffernan & Heffernan, 1985, p. 17)     

A LONGITUDINAL INVESTIGATION OF INTEREST CONGRUENCE AND GENDER CONCENTRATION AS PREDICTORS OF JOB SATISFACTION

Based on a rationale derived from discrepancy theories of job satisfaction, person-environment congruence was examined for its prediction of job satisfaction among college graduates over a 7-year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students'college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong-Campbell Interest Inventory) during their freshman orientation did not. A three-way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three-way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.     

Toward a Woman-Centered Perspective of Careers: The Quilt Metaphor

The author proposes the artist and her quilt as a metaphor for the woman and her career. She suggests that quilts and quilting provide a woman-centered context to help counselors gain an understanding of women's lives and work.     

THE EFFECTS OF INDIVIDUAL AND CONTEXTUAL ATTRIBUTES ON THE SIZES OF RECOMMENDED SALARY INCREASES

In a series of experiments, college students, line managers, and compensation managers allocated salary increases to hypothetical job holders who varied in the criticality of their positions for accomplishment of organizational goals, occupational marketability, job performance, personal need for money, and increase in capability since the last performance review. Results indicated that though performance had the largest impact, a number of nonperformance factors also influenced the recommendations. Salary recommendations were lower when constrained by a budget, and performance, growth in capabilities, marketability, and criticality were all significantly related to the magnitudes of suggested increases.     

PERFORMANCE APPRAISAL AND TERMINATIONS: A REVIEW OF COURT DECISIONS SINCE BRITO V. ZIA WITH IMPLICATIONS FOR PERSONNEL PRACTICES

Court cases since the classic Brito v. Zia (1973) decision dealing with terminations based on subjective performance appraisals are reviewed. Professional interpretations of Brito v. Zia are also examined and criticized in light of professional practice and subsequent court decisions. Major themes and issues are distilled from the review of cases, and implications and recommendations for personnel practices were discussed.     

Jamaican Family Structure: The Paradox of Normalcy

The relationship between basic research, theory, and clinical work with families is conceptualized during a discussion of Jamaican family structure and the application of change theory to a clinical case of depression in a Jamaican woman. It was found that three types of family structure are prevalent in Jamaica. The European ideal of a patriarchal-patrifocal structure creates problems for working-class Jamaicans. General system theory provides support for a different model. Change theory is applied to resolve the paradox created by the European model.     

A Comparison of Two Cases of Counseling with the Same Counselor

Process analyses revealed that interpretations and exploration of feelings were helpful across two cases. Other interventions were helpful for one case but not the other.