EMPLOYEE SELECTION WITH THE PERFORMANCE PRIORITY SURVEY

Person-environment congruence, as defined in this series of studies, is the fit between the subordinate's perceptions of the requirements of the job, and the requirements of the supervisor or of the organization. Person-environment congruence is measured in this research by the Performance Priority Survey (PPS), a Q-sort procedure in which respondents rate the relative importance of work behaviors. The priorities of the organization (reported by supervisors) and the priorities of the subordinates (or applicants) are correlated to produce an agreement score. The agreement score for each supervisor-subordinate pair measures the degree of similarity between the perceptions of the relative importance of work behaviors for the job in question, as reported by both members of the pair. The agreement score is calculated in two ways: (a) between the report of the subordinate (or applicant) and the report of the immediate supervisor, and (b) between the report of the subordinate (or applicant) and the organizational culture (aggregated reports of supervisors). The agreement scores correlate significantly with performance ratings. The PPS has a lower adverse impact on African-Americans than a typical multiple-choice test. The PPS is proposed as a means for improving the validity of selection and for reducing adverse impact.     

Continuing Education Services: A Survey of State Associations of AACD

This article describes a national survey regarding services for continuing education units (CEUs) in state branches of AACD.     

A Bridge Too Far: Incompatibilities of Rational-Emotive Therapy and Pastoral Counseling

The inappropriateness of pure rational-emotive therapy (RET) for pastoral counseling is discussed and a modified version (cognitive appraisal therapy) proposed to replace RET.     

Trends in Counseling: A Delphi Study

Counselor preparation faculty used a Delphi procedure to forecast 48 possible trends in the areas of preparation, licensure, funding, professionalism, organizational bases and counseling procedures.     

Support Groups: A Conceptualization

A conceptualization of support groups, differentiating them from counseling and psychotherapy groups, is offered, and its implications for group formation, membership;, and format are discussed.     

The Delivery of Manpower and Supportive Services to Rural Areas

This study identifies problems encountered by state employment service agencies and other organizations in the delivery of equitable manpower and supportive services to rural and migrant workers and recommends solutions to these problems.     

REFERENT SELECTION IN DETERMINING EQUITY PERCEPTIONS: DIFFERENTIAL EFFECTS ON BEHAVIORAL AND ATTITUDINAL OUTCOMES

The concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used. Different pay referents should result in different tactics to reduce inequities. To test this hypothesis, equity perceptions with respect to seven different referents were compared as to their relationship to pay satisfaction, intent to remain with a company, and frequency of extra-role behavior. Findings suggest that the various types of inequity relate differentially to each of the three outcome variables.