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331.
RICHARD D. ARVEY DAVID A. COLE JOY FISHER HAZUCHA FRANS M. HARTANTO 《Personnel Psychology》1985,38(3):493-507
Sample size requirements needed to achieve various levels of statistical power using posttest-only, gain-score, and analysis of covariance designs in evaluating training interventions have been developed. Results are presented which indicate that the power to detect true effects differs according to the type of design, the correlation between the pre- and posttest, and the size of the effect due to the training program. We show that the type of design and correlations between the pre- and posttest complexly determine the power curve. Finally, an estimate of typical sample sizes used in training evaluation design has been determined and reviewed to determine the power of the various designs to detect true effects, given this sample-size specification. Recommendations for type of design are provided based on sample size and projected correlations between pre- and posttest scores. 相似文献
332.
INTERVIEW VALIDITY FOR SELECTING SALES CLERKS 总被引:1,自引:0,他引:1
Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with interviewer judgments for 312 employees in Year One and for 205 employees in Year Two. The correlation between interview judgments and job performance was .34 in Year One; after correction for criterion attenuation and restriction of range, the correlation was estimated at .42. The second year results yielded a correlation of .51, which, after corrections, was estimated at .61. Analyses of the data for differential prediction as a function of sex and age for both years revealed that females and older applicants received higher average interview evaluations, but regression lines did not differ significantly among the age and gender subgroups. 相似文献
333.
RICHARD W. JOHNSON 《Journal of counseling and development : JCD》1987,65(10):567-569
The Assessment of Career Decision Making (ACDM) was designed to measure decision-making styles and progress in coping with three developmental tasks of young people: adjusting to school, choosing a career, and choosing a major. It is the result of 20 years of research begun by Vincent A. Harren and carried on by his successors after his death in 1980 (Buck & Daniels, 1985). During this time, the ACDM has been revised six times. It is now a shorter instrument, with fewer subscales than previously. In its present form (Form F), the ACDM contains 94 items, all of which are answered “true” or “false.” It is most appropriate for use with high school or college students engaged in career planning. 相似文献
334.
Self-help groups have become legion in both number and purposes. The authors review the growth of this movement and its current status and suggest ways in which counselors can draw upon such groups in their professional practices. 相似文献
335.
THE "BIG FIVE" PERSONALITY FACTORS IN THE IPI AND MMPI: PREDICTORS OF POLICE PERFORMANCE 总被引:1,自引:0,他引:1
JOSE M. CORTINA MARY L. DOHERTY NEALSCHMJTT GARY KAUFMAN RICHARD G. SMITH 《Personnel Psychology》1992,45(1):119-140
Rational and empirical linkages were formed between the "Big Five" personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic Personality Inventory (MMPI). A criterion-related validation of the study was then conducted to assess the validity of these two measures of the Big Five in predicting various measures of police performance. Results indicated that while both inventories provided adequate measures of Neuroticism, Extraversion, Agreeableness, and Conscientiousness, neither inventory consistently contributed incremental validity over the Civil Service exam. 相似文献
336.
RICHARD W. BRADLEY MICHAEL K. ALTEKRUSE 《Journal of counseling and development : JCD》1992,70(4):502-504
The 23 living past American Personnel and Guidance Association (APGA) presidents were queried concerning their involvement in professional organizations and the impact of the APGA presidency on their lives and careers. Results are discussed in terms of implications for members and future leaders. 相似文献
337.
The problem of deliberate deception in self-presentation is always of concern in situations where persons have something definite to gain by being viewed in a particular manner. The authors sought to confirm that the item content of the “faking-good” dimensions and the “faking-bad” dimensions are distinct from each other, and to identify the item content that is central to each dimension. 相似文献
338.
RICHARD L. ROBERTS RUTH HARPER BARBARA PRESZLER 《Journal of Employment Counseling》1997,34(3):115-122
Fresh Start, a career development project in Rapid City, South Dakota focusing on Native American parolees with multiple barriers to employment, was effective in placing 75% of its 1994 group in Jobs. Clients reported that feeling valued and important was the most important aspect of the experience. 相似文献
339.
340.
RICHARD E. SLIMAK STANLEY R. BERKOWITZ 《Journal of counseling and development : JCD》1983,61(5):291-295
This article provides the university and college counseling center with management suggestions for and discussion of malpractice suits regarding issues that refer to sexual abuse, potentially dangerous, and suicidal clients. 相似文献