PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

Counselor Credentialing and Interprofessional Collaboration

The history and development of counselor credentialing are presented, including the dimensions of standards, accreditation, certification, and licensure. Unresolved issues critical to the success of interprofessional collaboration are analyzed. The authors offer predictions for the future of the nonmedical mental health professions, based on their assessment that collaboration is an essential but often neglected ingredient.     

Attractions and constraints as determinants of relationship commitment: Longitudinal evidence from gay,lesbian, and heterosexual couples

The proposition that commitment to a relationship is uniquely determined by forces that draw one to the relationship (attractions) and forces that prevent one from leaving the relationship (constraints) was tested with five annual waves of longitudinal data from two samples: both partners from 155 married couples and both partners from 57 gay couples and 50 lesbian couples. Growth curve analyses that controlled for the interdependence of partners' scores indicated that, for both heterosexual and gay/lesbian couples, variability in one's own commitment was uniquely predicted by one's own attractions and one's own constraints, interactions involving one's own attractions and one's own constraints, and one's partner's attractions. It is concluded that attractions and constraints exert unique dynamic effects on maintaining a close relationship.     

A FOLLOW-UP STUDY OF THE RELATIONSHIPS AMONG TRUST,DISCLOSURE, AND INTERPERSONAL SOLIDARITY

This study conceptualized perceived trustworthiness of the individual, self-disclosure to the individual, perceived trustworthiness of people in general, and disclosive tendencies to other people in general to be indicants of a broader construct of trust. Self-disclosure and perceived trustworthiness of the individual were found to be related constructs assessing differential aspects of the trust construct. Likewise, self-disclosure and perceived trustworthiness of the individual were found to be criterial attributes of interpersonal solidarity. These communication-related phenomena indicated the solidarity of interpersonal relationships. In the progress of the research, a 20-item measure of perceived interpersonal solidarity was developed as a criterion for assessing the impact of communication-related variables on interpersonal relationships. Other exploratory research issues were investigated.     

Who Becomes a Journal Editor? A Composite Picture of APGA Journal Editors

The author surveyed 34 present and former APGA journal editors. As a group, journal editors have many similarities and are deeply involved professionally in APGA.     

A Web-Based Survey of AAASP Members' Ethical Beliefs and Behaviors in the New Millennium

Association for the Advancement of Applied Sport Psychology (AAASP) members (N = 1121) were contacted via a series of five broadcast e-mail messages and asked to complete a web-based survey about their personal ethical beliefs and practices germane to the practice of applied sport psychology. The survey inquired about professional beliefs and behaviors of AAASP members using a survey similar to that of Petitpas et al. (1994) Petitpas, A., Brewer, B., Rivera, P. and Van Raalte, J. 1994. Ethical beliefs and behaviors in applied sport psychology: The AAASP ethics survey. Journal of Applied Sport Psychology, 6: 135–151. [Taylor & Francis Online] , [Google Scholar], which was instrumental in the development and adoption of AAASP's ethics code. Surveys were completed and returned by 322 individuals. Several differences with small to moderate effect sizes were found in the ethical beliefs and behaviors between men and women, professionals and students, AAASP Certified Consultants and non-Certified Consultants, and individuals from physical education and psychology backgrounds. Furthermore, many challenges to respondents' ethical thinking and conduct were identified. Respondents provided suggestions about the dissemination of ethical information and the role of the Ethics Committee. The results provide initial support for potential changes in the current ethical principles and standards of AAASP.