EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.     

The Preservation of Counseling in an Era of Cutback Management

This article identifies several unique problems and survival strategies to enable counselors to preserve the level and quality of counseling services under conditions of declining resources.     

the counselor and armed forces recruitment

Young people considering enlistment in the armed forces often need objective assistance in the decision-making process. Recruiters themselves are under too much pressure to be able to provide that objectivity. The authors discuss how counselors are in a unique position to help: by increasing the scope of information available, by safeguarding the rights of potential enlistees, and by working to eliminate recruitment abuses.     

The Noncustodial Parent: Dilemmas and Interventions

This article focuses on the often overlooked group of people, usually men, who are noncustodial parents. The authors discuss 10 common dilemmas of parents in this position and delineate what can be done by individual and family counselors to enhance the ability of these parents to maintain parenting relationships with their children.     

EVALUATION OF AN INTERVIEWEE SKILLS TRAINING PROGRAM IN A NATURAL FIELD EXPERIMENT

The purpose of this study was to provide an evaluation of an interviewee skills training program in a field setting using a broad sample of interviewers, jobs, and candidates. The training program ( n = 158) derived its content from previous literature and used multiple instructional techniques. An experimental design was employed with a self-study (placebo control) group ( n = 140), random assignment, and many levels of evaluation criteria. Measures exhibited acceptable reliability, and statistical power was high for all analyses. Results indicated that class members responded positively to the program and demonstrated substantial learning. Interviewer evaluations of behavior failed to distinguish between experimental groups, however, and no differences were observed in job offers. Furthermore, no differences were observed between study participants and nonparticipants ( n = 174) in terms of interview behavior and job offers. This study illustrates the danger of relying solely on reaction or learning criteria in the evaluation of training programs. Several explanations are offered for the findings.     

Computer-Assisted Career Guidance: A National Perspective on the Use of DISCOVER and SIGI

The authors describe the institutional use of DISCOVER and SIGI, two computer-assisted career guidance systems, in terms of services provided, staffing, management, and implementation.     

DEVELOPMENT OF A BEHAVIORALLY BASED PERFORMANCE APPRAISAL SYSTEM

This paper describes the development of a behaviorally based performance appraisal system. Blanz and Ghiselli's Mixed Standard Scale was used as the basis for developing the performance appraisal system for assessing the performance of highway patrol personnel. However, the particular developmental procedures described here differ in some respects from those reported in the literature. Rather than developing rating items describing general traits such as "diligence,""initiative," or "enthusiasm" in behavioral terms, the items in the present scale were developed to describe proficiency levels of specific job tasks. This characteristic is expected to enhance the objectivity of the evaluation system for both appraisal and job counseling purposes. The appraisal instrument was subjected to a series of reliability and validity tests that demonstrated its high reliability and validity. Although the content of the appraisal sytem desribed here included highway patrol tasks, a similar system could be developed using the procedures described for a wide variety and level of jobs.     

Mental Imagery in Counseling

Heightened interest in conscious mind phenomena such as mental imagery has been evident among professionals and lay people in recent years. In this article the author discusses some of the uses of mental imagery techniques in counseling. Special emphasis is given to the potential of mental images in the tapping of creative energy and other positive aspects of the “higher self that may enhance daily living. These uses of mental imagery have significant implications for contemporary counselors.