Antecedents and consequences of explicit agreements to declare a topic taboo in dating relationships

Some intimates try to prevent relational problems by agreeing not to talk about them again. This article investigates the antecedents and consequences of explicitly or implicitly declaring a topic taboo. A survey of college daters indicated that explicit agreements are more likely when individuals declare the topics unimportant to their relationship, but are less likely when the topic is perceived to be relationally harmful. Furthermore, prolonged discussion prior to declaring a topic taboo increases the explicitness of the accord. Relational satisfaction is negatively associated with the number of taboo topics, and with the degree to which such agreements are explicit. However, the association between satisfaction and explicitness is moderated by relational commitment. The negative association is only statistically significant among individuals who are relatively uncommitted or moderately committed to their relationship. Furthermore, this ordinal interaction proves to be a more powerful predictor of relational satisfaction that is the number of taboo topics.     

A Developmental, Conceptual Premise for Family Therapy

The article describes an hypothesis about the staging of the development of the family system for use in diagnostic understanding and treatment planning with families.     

NEEDS AND NEED SATISFACTION AMONG CLERICAL WORKERS IN COMPLEX AND ROUTINE JOBS

Reliable measurement of needs and need satisfaction on Maslow's hierarchy is possible. Clerical employees (mainly female) indicated a high need for self-actualization and autonomy. In this respect they are similar to lower level managers described by Porter (1962) and women described by Jurgensen (1949). There was no substantial difference in need satisfaction patterns between clerical employees in routine jobs and those in more complex clerical jobs. Similarly, no difference was found in the motivation of these two groups. It was concluded that jobs which appear to management as higher in responsibility and complexity, and which are commonly viewed as promotions, may not always provide additional satisfactions in self-actualization, autonomy, or esteem. This study focused on the importance of defining accurately what constitutes job enlargement. An increase in variety and responsibility does not necessarily result in increasing higher order need satisfaction or motivation. How much job enlargement makes a difference in these variables is still open to question and must be the subject of further investigation.     

Primary Prevention and High Risk Populations

A primary prevention program designed to promote the personal development of individuals in a particular high risk population is discussed.     

DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING

The purpose of this article is to present a set of best practices for competency modeling based on the experiences and lessons learned from the major perspectives on this topic (including applied, academic, and professional). Competency models are defined, and their key advantages are explained. Then, the many uses of competency models are described. The bulk of the article is a set of 20 best practices divided into 3 areas: analyzing competency information, organizing and presenting competency information, and using competency information. The best practices are described and explained, practice advice is provided, and then the best practices are illustrated with numerous practical examples. Finally, how competency modeling differs from and complements job analysis is explained throughout.     

A FIELD STUDY OF PERFORMANCE APPRAISAL PURPOSE: RESEARCH- VERSUS ADMINISTRATIVE- BASED RATINGS

Many researchers have discussed the theoretical and practical importance of rating purpose. Nevertheless, the body of empirical studies, the majority of which were conducted in a laboratory setting, focus on leniency. There has been little research on other effects of rating purpose. The present study examines 223 ratees in a field setting for whom there were both administrative-based performance appraisal ratings (which were actually used for personnel decisions) and research-based performance appraisal ratings (obtained for a validation study). Two of the hypotheses were supported; administrative ratings were more lenient than research-based ratings. The administrative-based ratings demonstrated a statistically significant relationship with ratee seniority, while the research-based ratings did not. There was mixed support for a third hypothesis: Research ratings were significantly correlated with a predictor, while the administrative ratings were not. The difference between the validity coefficients, however, was not significant. Contrary to the hypothesis, the rank order between administrative-based and research-based ratings was relatively high ( r = 33).