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171.
A search was conducted in the family therapy literature for studied which reported on the outcome of family therapy. It was difficult to find any consensus on a definition of family therapy. Therefore an arbitrary definition, involving the predominant use of joint and family interviews, was stipulated. A total of eighteen studies met minimal standards for inclusion and were summarized and discussed in this paper. Only two of these studies could be considered adequate in their research design; the remainder of the studies were (with one borderline exception) considered inadequate. The clinical evaluations of family therapy were summarized and possible methods and goals for future research into the outcome of family therapy are discussed. 相似文献
172.
RICHARD DECHARMS 《Journal of applied social psychology》1972,2(2):95-113
Black elementary school teachers received personal causation training and designed and implemented classroom exercises for their sixth and seventh grade classes. Results of this field experiment showed increased motivation of teachers and students, enhanced academic achievement of students and students' perceptions of being treated as Origins. The Origin-Pawn variable was found to mediate between personal causation and academic achievement. 相似文献
173.
RICHARD C. NELSON 《Journal of counseling and development : JCD》1971,50(1):25-28
Young people who participate in group counseling need help in understanding the goals of the group because these goals may otherwise act as hidden agenda items and because they have no norms for understanding whether or not the group is functioning effectively. A three-step process described here is designed to increase member commitment and understanding of the group: first, a self-selection process, second, an intake interview procedure, and third, a discussion of sharing goals. 相似文献
174.
The finding that assessment centers are successful in making valid predictions of managerial success is well established in the literature. Unfortunately, it is not clearly understood why assessment centers work. For example, construct validity of assessment center dimensions is rarely obtained. In this paper we affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts. But we also assert that we do not know why they work. The bulk of the paper goes on to raise possible explanations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. 相似文献
175.
WRITING UNDER THE INFLUENCE: SCIENCE VERSUS FICTION IN THE ANALYSIS OF CORPORATE ALCOHOLISM PROGRAMS
RICHARD M. WEISS 《Personnel Psychology》1987,40(2):341-356
This paper examines the development and reporting of knowledge about employee alcoholism programs. It argues that specialists in this field frequently have overstated both the severity of the problem and the effectiveness of rehabilitative measures. Their claims are compared with evidence from the limited body of systematic research on this topic. 相似文献
176.
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178.
This study examined the effects of task and supervisory experience on causal attributions and recommendations for corrective action following poor performance. One hundred twenty subjects employed in a casino reviewed an evaluation form describing the poor performance of a blackjack dealer in the casino. Subjects included first-and second-level supervisors with task and supervisory experience, dealers with task experience only, and employees with neither task nor supervisory experience. Subjects were told that the dealer being evaluated had 2, 6, or 12 months of task experience. Results indicate that task and supervisory experience did affect attributions to specific causal factors; however, the effects were not consistently in the predicted direction. Specifically, supervisors viewed lack of effort and poor supervision as more important and task difficulty as less important causes of poor performance than did dealers. Subjects without task experience viewed poor work conditions and task difficulty as stronger causes of poor performance than did dealers. Task experience of the ratee interacted with rater task experience such that dealers and controls differed in their attributions for employees with 12 months' experience but did not differ if the ratee had 2 or 6 months' experience. Causal attributions for an employee's poor performance were related to subsequent corrective recommendations. 相似文献
179.
SEX BIAS IN JOB EVALUATION PROCEDURES 总被引:1,自引:0,他引:1
RICHARD D. ARVEY 《Personnel Psychology》1986,39(2):315-335
Issues pertaining to possible sex bias in job evaluation procedures are outlined and relevant research pertaining to these issues reviewed. Attention is given to possible sex bias in job analysis procedures, choice and weighting of factors, reliability and validity issues, and other concerns. Future research needs are discussed, with particular attention being paid to the reliability and validity aspects of job evaluation instruments. 相似文献
180.
McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present paper. 相似文献