MANAGEMENT TURNOVER: EXPERIENTIAL DIFFERENCES BETWEEN FORMER AND CURRENT MANAGERS

Potential experiential determinants of managerial turnover were investigated based on questionnaire responses from 140 former managers and 143 current managers within the same organization. To assess these experiences, measures were developed from four different areas of literature that consider the turnover phenomenon. Results indicate that, compared to current managers, former managers describe their managerial experiences in terms of (1) less satisfying job characteristics, (2) greater degrees of adjustment and socialization difficulties, (3) more unmet job expectations, and (4) greater degrees of job stress. Furthermore, it was discovered that all four areas of literature actually give very similar advice on reducing turnover, but each area differs in terms of intended applications and time perspective. Recommendations are provided for reducing management turnover.     

The Tyranny of Technique

The role of technique and technology in psychological counseling is briefly discussed. A preoccupation with both has characterized approaches to knowledge and power for several centuries. It is argued that the distinction between “knowing that” and “knowing how” is an important one in professional training. Techniques are necessary codifications of more basic, abstract development. The counseling apprentice and supervisor should therefore relegate technique and technical skills to an important, but hardly central, role in psychological services.     

Primary Prevention in University Residence Halls: Paraprofessional-Led Relationship Enhancement Groups for College Roommates

The author examined the effect of Relationship Enhancement training as a preventive intervention with college roommates. Trained paraprofessional counselors (resident assistants) led 20 Relationship Skills Workshops for students in their living units. The workshops (four 2-hour sessions each) were based on the Relationship Enhancement method and involved training students in expressive (subjective self-disclosure) and empathic (demonstrating understanding) skills. Students were randomly assigned to workshops either early (experimental group) or late (delayed treatment control group) in the semester. Assessments of students' expressive and empathic skills when discussing personal concerns and conflicts with their roommates were made on all participants at the beginning, middle, and end of the semester. Results show significantly higher level skills for the trained experimental group in comparison to the as-yet untrained delayed-treatment control group at the middle of the semester, and that significant improvement occurred in both groups following their respective participation in training, suggesting training was effective.     

Criteria Used by College Students to Select Employment Referents

Content analysis of college students' rationales for selecting employment referents suggests that their choices do not always match with what employers value in reference reports. The concluding section of the article offers suggestions for effective referent selection.     

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.     

AGE AND VOLUNTARY TURNOVER: A QUANTITATIVE REVIEW

The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959-1993 and contains 46 samples with a total of 42,625 individuals, meta-analyses were performed. In contrast to previous reviews (Cotton & Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero ( p = -.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organization.     

Dissociative effects of elaboration on memory of enacted and non-enacted events: A case of a negative effect

One experiment compared the effect of elaboration on enacted and non-enacted events. The commands were either presented in a basic form (e.g., "wave your hands") or in an enriched form. The commands were enriched by adding statements to the commands of how to perform the actions (e.g., "wave your hands as a conductor"). Free- and cued-recall data showed elaboration to have a dissociative effect on enacted and non-enacted events. Memory for the non-enacted events benefited from enrichment, whereas simple enacted events were remembered to a higher extent than complex enacted events. Lack of benefit from elaboration on memory of enacted events is suggested to be due to enactment leading to a sufficient degree of item-specific processing, and a negative effect of elaboration is suggested to occur when the way of manipulating item complexity decreases the familiarity of the actions. Familiarity ratings of the items by two independent groups of subjects supported this interpretation.     

Promoting Forgiveness: A Comparison of Two Brief Psychoeducational Group Interventions With a Waiting-List Control

The authors studied the effects of 2 brief psychoeducational group interventions on participants' forgiveness for an offender and compared them with a waiting-list control. The Self-Enhancement group justified forgiveness because of its physical and psychological benefits to the forgiver. The Interpersonal group justified forgiveness because of its utility in restoring interpersonal relationships. Both groups led to decreased feelings of revenge, increased positive feelings toward the offender, and greater reports of conciliatory behavior. The Self-Enhancement group also increased affirming attributions toward the offender, decreased feelings of revenge, and increased conciliatory behavior more effectively than did the Interpersonal group.