Book reviews

Mary T. Malone, Women and Christianity, II: The Medieval Period AD 1000–1500 (Blackrock: Columba Press, 2001), ISBN 1–85607–339–4 (pbk), 198 pp.

Nicholas Sagovsky, Ecumenism, Christian Origins and the Practice of Communion (Cambridge: Cambridge University Press, 2000), ISBN 0–521–77269–9 (hbk), 221 pp.

John D. Zizioulas, Eucharist, Bishop, Church (trans. Elizabeth Theokritoff; Boston, MA: Holy Cross Orthodox Press, 2001), ISBN 1–885652–43–7 (pbk).

Peter Matheson, The Imaginative World of the Reformation (Minneapolis: Fortress Press, 2001), ISBN 0–8006–3291–5 (pbk), xiv + 153 pp. Illus.

Carol Rittner and John K. Roth (eds.), Pope Pius XII and the Holocaust (London/NY: Leicester University Press/Continuum, 2002), ISBN 0–7185–0274–2 (pbk), 256 pp.

Paul Freston, Evangelicals and Politics in Asia, Africa and Latin America (Cambridge: Cambridge University Press, 2001), ISBN 0–521–80041–2 (hbk), xiii + 344 pp.     

THE INTERFACE PROJECT: BEHAVIOR MODELING AS SOCIAL TECHNOLOGY IN SOUTH AFRICA1

The Inter Face Project was a pilot study to improve race relationships between supervisors and employees in South African industry. The ultimate intent of this project was to find a path for more extensive research aimed at improving inter-racial attitudes and behavior in South Africa, especially in work situations. Nevertheless, this project is only a small step in the direction of improved inter-race relationships in that country. Behavior modeling training was the vehicle for attempting to change the behaviors. Several measures were used because it was uncertain how change would be found. However, performance records were incomplete and therefore not useful. A questionnaire and expectation scale did not reveal significant change, possibly because of the small sample size and the reluctance on the part of supervisors to be candid. Structured interviews, however, indicated dramatic improvements in inter-race attitudes and observations for both supervisors and employees. Second post-test improvements (20 weeks after training) were, in fact, even greater than improvements noted at the first post-test (six weeks after training). Before and after training comments by employees and supervisors provided strong evidence of the extent of change that occurred. Several suggestions for follow-up research were outlined.