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31.
JERRY L. DEFFENBACHER KATHLEEN McNAMARA ROBERT S. STARK PATRICIA M. SABADELL 《Journal of counseling and development : JCD》1990,69(2):167-172
Two counseled groups—one using anger reduction for cognitive-relaxation coping skills and the other using time-limited, anger-focused, process-oriented group counseling—were compared to an uncounseled control group. Both forms of counseling led to significant reductions on a number of trait, state, and person-specific measures of anger as well as nontargeted general anxiety. Effects were maintained at 5-week and 15-month follow-ups. At no point did counseling conditions differ significantly from one another, suggesting process groups are effective for general anger reduction and as effective as one of the best researched options in the field. Limitations of this conclusion are outlined along with needed research. 相似文献
32.
ROBERT T. CARTER 《Journal of counseling and development : JCD》1990,69(1):46-50
This research explored the relationship between White racial identity attitudes and racism. Participants were 100 White students from a large midwestern university who were asked to complete the New Racism Scale and the White Racial Identity Inventory. Multiple regression analyses found that White racial identity attitudes were predictive of racism. The study, however, also found gender differences in White racial identity. Results of the study are discussed in terms of implications for developing racial awareness on college campuses. 相似文献
33.
This study focuses on the personality profile and career aspirations of rural, underachieving seventh-grade students from low socioeconomic families who were selected to participate in a college reach-out program. Implications for career counseling and educational planning are discussed. 相似文献
34.
JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META-ANALYTIC FINDINGS 总被引:17,自引:0,他引:17
Cross-study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta-analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta-analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu-dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single- versus multi-item scales, the 9- versus 15-item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales. 相似文献
35.
ROBERT FELEPPA 《Metaphilosophy》1990,21(1-2):89-110
36.
ROBERT SADACCA JOHN P. CAMPBELL ANIS. DIFAZIO SHEILA R. SCHULTZ LEONARD A. WHITE 《Personnel Psychology》1990,43(2):367-378
For purposes of selection and classification there are two general reasons for scaling the mean and variance of the utility of performance across jobs. First, if differential utility across jobs does exist, then the payoff from a selection and classification system will be enhanced to the extent that accurate utility values are incorporated in the assignment system. Second, a valid utility metric would permit a more meaningful comparison of the gains achieved by alternative selection and classification procedures. It is argued in this paper that the Army context, and perhaps others, precludes using the dollar metric and estimates of SDy in dollars. Consequently, Project A conducted a relatively long series of exploratory workshops with Army personnel to (a) define the utility issue, (b) pilot test a wide variety of possible scaling methods, and (c) evaluate the methods that seemed most appropriate. On the basis of exploratory analysis, a combined procedure incorporating both an interval estimation and a ratio estimation method was used to estimate the utility of five different performance levels for each of 276 jobs (MOS) in the enlisted personnel system. The psychometric properties of the resulting scale values are analyzed and discussed. 相似文献
37.
IVAN W. MILLER ROBERT I. KABACOFF NATHAN B. EPSTEIN DUANE S. BISHOP GABOR I. KEITNER LAWRENCE M. BALDWIN H.I.J. van der SPUY 《Family process》1994,33(1):53-69
This article describes the development and validation of the McMaster Clinical Rating Scale (MCRS). The MCRS is a 7-item scale designed to be completed by a trained rater after completion of an in-depth interview of the family. We present data from four new studies and review previously published articles concerning the reliability, validity, and clinical utility of the MCRS. Adequate interrater reliability and rater stability were obtained. The MCRS was found to correlate significantly with the self-report Family Assessment Device and to discriminate between families in different phases of a depressive disorder. 相似文献
38.
AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS 总被引:12,自引:0,他引:12
TIMOTHY A. JUDGE DANIEL M. CABLE JOHN W. BOUDREAU ROBERT D. BRETZ JR. 《Personnel Psychology》1995,48(3):485-519
This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success. 相似文献
39.
PAUL E. TESLUK JAMES L. FARR JOHN E. MATHIEU ROBERT J. VANCE 《Personnel Psychology》1995,48(3):607-632
This study examined whether variables at individual, unit, and suborganization levels influence the extent to which the knowledge and skills learned in employee involvement (EI) training are generalized beyond specific EI activities. Training generalization occurs when the knowledge and skills learned in training for a specific purpose in one context (e.g., EI training for use in quality circles) are applied by trainees in another context (e.g., regular job duties). A multiple-cross-level design using data gathered from 252 employees and supervisors drawn from 88 units across 11 suborganizations provided support for both individual and situational effects. Hierarchical regression results demonstrated that characteristics at individual, unit, and suborganization levels significantly predicted the extent EI knowledge, skills, and attitudes were generalized to the core job activities. As predicted, trainees were more likely to use EI training in performing core job activities the more EI activities they participated in, the greater their commitment to the organization, and the less cynical they were about the likelihood of positive organizational change. Contrary to expectations, more generalization of EI training was found to occur in units and suborganizations with less participative climates. 相似文献
40.
ROBERT T. GEORGIA 《Counseling and values》1994,38(2):143-151
With a clientele reflecting the profound demographic changes taking place in the United States, counselors in the 1990s need to acquire a practical understanding of religious beliefs that may be new and different to them. In their religious research and study, counselors must avoid the pitfalls of bias and stereotyping. The phenomenological method is proposed as a means of studying religion with minimum distortion from personal prejudices and presuppositions. 相似文献